Learning at Work: Why It Kind of S*cks (and What to Do About It)

We've identified that there are 3 core problems with workplace learning:

1. The "Zoned Out" Problem

Classroom-style training is often seen as boring or irrelevant to "real work." Online training can likewise lead to zoned-out employees, especially if they lack time amid busy schedules.

2. The Retention Problem

New knowledge quickly fades per the forgetting curve¹. Without applying learnings on the job, they're soon lost. Information not reinforced through repetition and real-world usage gets forgotten fast.

3. The Relevance Problem

Much workplace learning content is too generic and not tailored to employees' specific roles and needs. This makes the training seem irrelevant, causing disengagement.

Moving Beyond Traditional (Old School) Training

The common solution is replacing classroom instruction with something (anything) online. But similar pitfalls remain if it's too lengthy or fails to improve retention.

A better approach inspired by Will Thalheimer is "subscription learning."

This spaces microlearning in short bursts over time, leveraging the forgetting curve through reinforcement. Before implementing, first understand these core concepts:

• Microlearning - Brief, focused segments driving one learning outcome. Typically 3-5 minute videos or activities.
• Spaced Learning - Repeating condensed content multiple times, with breaks for distractor activities in between. This pattern boosts memorization.
• Spaced Repetition - Increasing intervals between learning exposures. This psychological technique exploits spacing to improve retention, rather than cramming.

Delivering microlearning through spaced repetition counters the forgetting curve by providing on-demand reinforcement. Integrating this into workflows via digital engagement yields better results.

Now let's explore steps for effective spaced microlearning, enhanced with gamification:

1. Right-size content into smaller segments under 5 minutes...
2. Adopt microlearning nuggets like videos, quizzes and more to drive specific outcomes...
3. Leverage spaced repetition to reinforce knowledge over time...
4. Prompt frequent, short interactions for better engagement and recall...
5. Vary formats - don't just rely on one medium...
6. Personalize content to individual needs and roles...
7. Involve managers to encourage learning tied to performance.

This learner-centric approach delivers knowledge that sticks.

Coupled with Engagify's unique gamification, it engages employees while optimizing time, improving productivity, and driving results.

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¹ The forgetting curve concept was pioneered by Hermann Ebbinghaus in the late 1800s. His research on memory and retention showed that humans tend to halve their memory of newly learned information in just 20 minutes, with further declines over time unless the information is consciously reviewed.

Some key references on Ebbinghaus's forgetting curve research include:

• Ebbinghaus, H. (1885). Über das Gedächtnis. Untersuchungen zur experimentellen Psychologie. Duncker & Humblot. This was his original published work introducing the forgetting curve.
• Ebbinghaus, H. (1913). Memory: A contribution to experimental psychology. Teachers College, Columbia University. An English translation of his core works.
• Murre, J. M., & Dros, J. (2015). Replication and analysis of Ebbinghaus’ forgetting curve. PloS one, 10(7), e0120644. A modern re-examination and confirmation of Ebbinghaus's findings.
• Wozniak, P. A. (1999). Introduction to memory: Hermann Ebbinghaus (1885/1913). Gale Group. A useful introduction to Ebbinghaus's discoveries and their implications.

So in summary, the pioneering research of Hermann Ebbinghaus in the late 1800s empirically demonstrated the rapid decline in memory retention over time, unless information is consciously reviewed and reinforced. This became known as the forgetting curve and remains a key concept in understanding human memory and learning.