Why trainees forget what they just learned and what you can do about it
What does a German psychologist from the late 19th century have in common with a roomful of driver trainees?
If you’re waiting for a punchline, there isn’t one. Hermann Ebbinghaus theorized why many of us forget what we learn in training. He found that most data is lost within the first few days and the rate of loss eventually tapers off. This exponential loss of memory appearing as a big dip on a graph is known as the memory curve.
This theory explains why key points are often lost shortly after driver training. Unfortunately, forgotten training content can be a safety risk. Understanding this phenomenon provides the key to counteracting its effects.
Variables that affect memory
Ebbinghaus believed that the level of retention depends on two factors:
- Relevancy: Stronger memories last longer than weaker ones. The points presented must be viewed by attendees as highly relevant to their positions.
- Time: Some studies show individuals forget an average of 70 percent of training materials within the first 24 hours, and others indicate an average of 90 percent is lost within the first month.
To learn about entry-level driver training, click here.
What works (and doesn’t) in training
Consider the following drawbacks of some conventional methods and possible solutions to counter the effects:
| Training style | Possible pitfall | Alternative |
|---|---|---|
| Text-heavy materials | A busy slide or handout can hinder a trainee’s ability to recall key points. | Use diagrams, creative videos, or other media to draw attendees into the presentation. |
| Lectures | A classroom setting with just an instructor speaking may lose an attendee’s attention when an academic approach is used. | Interactive games or role playing will show relevancy to the driver’s job. |
| Fun, interactive presentations | Even though some presentations are fun, and draw attendees in, they may lack relevancy to job tasks; the medium (e.g., game, video) is remembered, not the message (e.g., HOS limits, pretrip inspection). | Fun and interactive training must stay on task by showing how points relate to job functions. |
| Vendor’s off-the-shelf training | A general training program from a vendor lacks company-specific information. | Training should be supplemented with materials or activities relating to the employees’ workday (e.g., hands-on demonstration). |
| Individual training modules | A la carte training often lacks cohesiveness. | Existing knowledge can be expanded through back-to-back training classes that build upon each other over a course of time. Each training module begins with a refresher of the last as a reinforcement of past lessons. |
Apply what you learned
What employees do after training is just as important as what they do during training. If they do not use the information provided during a training session, they will lose it. Consider the following best practices to help employees migrate the lessons into their long-term memory:
- Use a multiple-choice quiz. The quiz is thought to make the entire training stronger, not just those points provided in the quiz.
- Have employees use the new skill or tip as soon as possible, so it becomes a part of their everyday routine.
- Create reminders of the lesson shortly after the event since most material is lost within a week, such as posters, short tips in the form of emails or texts, and highly visual handouts.
Learn about training and other safety management controls under Safety Management Cycle.
Minor tweaks
Countering the forgetting curve does not have to involve a major revamp of your employee training. Minor changes in the presentation and proactive follow-up materials may result in a more effective program.
Key to remember: To reduce the chance of forgetting key points in training, steer your drivers through the memory curve. Make presentations engaging, include relevant materials, and apply training to everyday activities.
