Training reinforcement is a new concept to many organizations and because of this, it is often confused with training reminders. Training reinforcement goes beyond reminding participants and creates measurable behavior change using meaningful content from your training session.
Included below are 7 things you should know about training reinforcement:
1. Reinforcement is not reminders! Reinforcement is about changing your participants’ behaviors by helping them apply new knowledge and skills learned during training. Reminders do not add value to your training, reinforcement does.
2. Reinforcement focuses on behavior outcomes and learning objectives. Training reinforcement takes into account your learning objectives, as well as your expected behavior outcomes. By taking both into consideration when making a reinforcement course, you’ll increase the overall value of your training.
This also allows you to follow this simple guideline: Plan, Do, Check, Act.
- Plan around your expected outcomes
- Do: Reinforce your training content
- Check your results
- Act on your results
3. Create your reinforcement program before the training takes place. It’s important to note that a reinforcement program should be created before your training takes place. This will allow you to introduce the solution to your participants before training has ended, adding value to your training session.
4. Carefully consider the frequency of messages and the length of the reinforcement program. Training reinforcement takes into account both the frequency of messages and length of time a program should last. If you do not take into account frequency or timing (among other things), then you are simply reminding your participants and this does not add value.
5. Begin your reinforcement program immediately after training takes place. Training reinforcement should begin immediately after your training ends. This allows the participant to continue learning past your live training session. It has been proven that participants will begin to forget within days of your last training session, so starting your reinforcement immediately after the last class day is important!
6. Maintain engagement throughout the reinforcement course. Now that your reinforcement program has begun, it’s important to keep participant engagement as high as possible. Reinforcement program content should be quick, meaningful, and helpful. In addition to the reinforcement program, it’s important to continue communicating with your participants, whether in person or through email.
7. Determine how you will measure reinforcement progress success. You need to have a plan of action for measuring success. Do you have KPIs that you’d like to achieve at 3, 6, or 9 weeks? Are you determining reinforcement success by individual or overall progress? It’s important that you determine how you will measure the success of your reinforcement program.
Once reinforcement data begins to accumulate, you’ll be able to create actionable intelligence for your organization. Actionable intelligence is training reinforcement data that is used to make decisions that bring organizational improvement to your participants and training programs.
Training reinforcement may be a relatively new concept for many organizations and it’s often confused with reminder services. Reinforcement goes beyond reminding by using quick, meaningful training content in a structured format, to create behavior change in your participants.