Making Training Stick: Techniques for Long-Term Learning Retention
Despite investing time, money, and resources into learning programs, many organizations struggle with making the training stick. Long-term retention doesn’t happen by chance. It requires thoughtful design, reinforcement, and follow-through. Below are three curriculum design ideas that makes workplace training more “sticky” and ensure it leads to real behavior change.
Start with Clear, Relevant Learning Objectives Employees are far more likely to retain information when they understand:
Why they’re learning it
How it connects to their job
What they’re expected to do with it
Every session should begin by stating specific, actionable learning goals. This helps learners frame the information and give them something concrete to apply afterward.
Make It Active, Not Passive Passive learning is where the learner receives the information without engaging with it.
Examples of passive learning
A long lecture.
Watching an instructional video without discussion of content.
Reading a text without summarizing or reflecting on the content.
Passive learning is an efficient method for delivering information but often leads to poor retention.
Active learning requires the learner to engage with the information. Using active methods such as case studies, structured discussion and hands on practice with feedback helps the learner develop a deeper understanding of the information as well as promote critical thinking and problem-solving skills around the topic.
Additionally, learners retain more when information is delivered in smaller, manageable segments known as “chunking.” Chunking coupled with active learning methods helps the learner focus and avoid cognitive overload.
To promote active learning, break the content into small segments. Introducing the information with a lecturette of 10 -15 minutes. Follow that with an activity. Such as
Real-world scenarios and case studies
Group discussions or role plays
Hands-on practice with feedback
“Teach-back” sessions where learners explain concepts to others
Reinforce with Spaced Repetition A proven way to improve retention is through spaced repetition—reintroducing key concepts at regular intervals after the initial learning. Examples include follow-up quizzes, short recap videos or infographics, and scheduled discussions in team meetings Spaced repetition helps move knowledge from short-term to long-term memory, which is the goal of training.
Retention skyrockets when employees can use what they’ve learned right away. At the end of a training session assign each participant a task to perform back at their workplace that is directly tied to the training. This application turns concepts into lived experience—and experience sticks.
An overlooked aspect of successful training is manager involvement. When leaders follow up, coach, and model the behavior learned in training, retention and transfer increase dramatically. Those responsible for training can brief managers before training letting them know their support is key to skill development and retention. Encourage managers to follow up with employees after training by providing managers with talking points or coaching guides.
By combining smart design, reinforcement, and real-world applications, you can transform your training programs into impactful experiences—the kind that fuels professional development