Learning programs are often costly and may not always bring about the change in behavior that organizational leaders hope to see. And every so often, learning programs actually take employees away from the very work they were hired to do, which can be costly for the company and stressful for the employee.
What if a simple process could help dramatically improve employee learning retention? Just two key steps—one before the learning event, and one after—can open learners’ minds to new concepts and enable them to reflect on how fresh knowledge or insight might help them in their job.
To improve learning retention,