Training reinforcement is a valuable tool to ensure that new employee behaviours are anchored in the day-to-day working environment. Reinforcement ensures that training delivers the expected return on investment for an organisation. It can improve the overall impact by up to 22%!

Key facts about reinforcement

EarlyBridge is a consulting and training bureau focussed on behaviour change. We advise our clients to always incorporate some form of training reinforcement into their learning and development activities. Training reinforcement can be digital learning such as micro-learning, apps, peer-to-peer and other forms of social learning or coaching on-the-job. Even better, is a well-thought out combination of multiple interventions and modern learning tools for maximum impact.

Below are 5 important facts about reinforcement before, during and after a training.

1. Reinforcement starts before training

Reinforcement is part of the design process. To reinforce the right elements from the training in the right form with the right content, it’s important that it’s part of the upfront design of the training itself so that reinforcement in the day-to-day work environment is activated immediately after a training intervention.

Our brains are lazy. The Ebbinghaus Forgetting Curves shows us that if we don’t actively apply what we’ve learned, it immediately begins to fade away. Reinforcement helps to activate our brains in our work environment to apply in practice what we’ve learned in training.

2. Engagement is important

Onboarding of reinforcement activities is critical to success. We advise using a kickstart or integrating the introduction of the reinforcement program into part of the first learning intervention so that everyone understands how it works and what it brings for them to get the most out of their training investment. By giving attention to how reinforcement works and what it will bring to them, participants are motivated to get started.

3. Lasting behavior change

The goal is to realize a lasting behaviour change. Training reinforcement is designed to help people learn new behaviours over time. Participants are encouraged to apply what they have learned in practice and then give feedback about what they experienced. A change in behaviour requires time and can take between 66 and 90 days. It’s important for organisations to understand that training alone isn’t enough. Training reinforcement gives them a smart and effective way to keep the training alive and to support employees in bringing their new skills into practice.

4. The right mix of reinforcement methods is the key

Training reinforcement is all about stimulating the brain to actively apply learning in day-to-day practice. The right training reinforcement design is a combination of reminders, reflection, exercises and feedback designed to support learning the new behaviors. A great design is critical and considers the right combination of form, content and multimedia options. It’s another learning channel which gives you extra firepower to help your organisation get more out of the training and the training investment.

5. Observable and measurable impact

A reinforcement training is designed to strengthen the effect of a training. An effective reinforcement program focuses on realizing the training goals in practice. A clear view of learning objectives and desired behaviours is an important part of the intake upfront to build a program that delivers on training and reinforcement goals. Tangible behavioural performance indicators show us people are working to apply what they’ve learned while key performance indicators show how the new behavior impacts business results.

Training reinforcement for better customer contact

Interested in knowing more about what training reinforcement can do for your company? We can help you understand what your options are and how it can add value and increase your business results. Contact us for more information.

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