6 Tips for Enhancing Post-Training Knowledge Transfer

Knowledge Transfer

Training is futile if there’s no plan for knowledge transfer – that’s the bottom line. With that being said, let’s take a few moments to present some ideas and tips regarding ways in which you can enhance post-training knowledge transfer in your organization.

1. Make the Content Digestible

Knowledge transfer starts with the content. If the content is too complex and the concepts are difficult to understand, then the application will be virtually impossible. By breaking training down into digestible bits, you’ll discover that it’s easier for your employees to transfer what they’ve learned.
For example, let’s say you have a 15-hour training course that your employees need to pass by the end of the quarter. Instead of cramming all 15 hours into a two-day training marathon, break the content up into sections and spread it out over the course of a few weeks. Between each section, have employees put the newly acquired knowledge to work.

2. Include Mock Exercises in Training

Mock Exercises

The best way to put knowledge to work is to invest in practice training. If you’re teaching employees about new marketing concepts, give them a mock project that requires them to implement the new strategies and techniques they’ve been taught. People are much more likely to remember something they’ve done, as opposed to something they’ve merely watched someone else do.

3. Immediately Apply Knowledge

After the training has concluded, you should then apply the knowledge to actual real world situations. This creates a very safe and calculated transfer of learning. Employees start with book knowledge, apply that knowledge in mock scenarios, and then apply the knowledge in real life where the stakes are higher.
While you may be hesitant to throw someone into a real world situation, remember that people are at their best immediately after they’ve learned a concept. If you wait two weeks or two months to test them, they’re bound to forget some critical information.

4. Create Support Teams

There’s a reason that teams exist. People tend to perform better when they’re able to use their strengths and able to rely on others to help overcome weaknesses. By giving employees support teams and asking them to meet regularly, you can provide them with an outlet for discussing training material.
Support Teams

5. Provide Refresher Courses

Even if you require employees to quickly apply what they’ve learned, it’s not uncommon for people to forget key points over time.
“A refresher course can improve recall,” expert Karla Gutierrez says. “The course should be simple and provide just a crisp and coherent summary of the key learning concepts. You can pair these refresher programs with problem-solving sessions where trainees can help each other by recounting the challenges they have faced while trying to implement the learning and sharing stories of their success or troubleshooting tips.”

6. Establish a Feedback Loop

Finally, you need to establish some sort of feedback loop. Some issues with knowledge transfer are directly related to poor training implementation. If you don’t have a system in place where employees can grade your training, then you might not even realize it. Deal with this sooner rather than later.

Don’t Waste Your Investment in Training

If there’s no plan in place for knowledge transfer, then you’re essentially telling your employees that you don’t really care if they apply what they’ve learned. You’re throwing darts against a wall and hoping that a couple will stick. It’s a risky proposition, to say the least, and one that you can avoid by focusing your energy on enhancing the knowledge transfer process.

Give these tips a try and find a way to empower your employees with the information they need to be successful.

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