Too many companies invest vast sums in training that remains ineffective. Real impact can only be achieved through a transfer of content into practice. This connection between pure knowledge and application is what you achieve with online support. We provide you with tips on how to complement existing seminars online and thus sustainably increase the learning transfer.
No more waste of money!
How much does your company invest in training – And what is the long-term success rate? Answers to such questions are often uncomfortable. Or they are not collected at all. As a result, companies waste millions of euros annually on training that is just a welcome change for many participants from their usual work routine.
Instead, educational controlling 4.0 means: Creating transparency and measurable results! You can never measure real results directly after the seminar, but at the earliest four, better twelve weeks later. Only then can you determine how much the participants have actively integrated the training into their everyday lives. The reason: The goal is long-term behavior changes among employees. And such changes do not take just a few hours but several months to become truly established in everyday life.
From “knowing that” to “knowing how”
In German, the difference is often not recognizable: You possess both theoretical knowledge about certain matters and practical knowledge about applications. The latter is more of a skill than knowledge. This is where the weak point of many training offers lies. In too many seminars, the focus is on theoretical knowledge instead of concrete application.
Knowing that: Factual knowledge, declarative knowledge Example: I know that a piano consists of 88 keys.
Knowing how: Application knowledge, procedural knowledge Example: I know how to play the piano / I can play the piano.
For a training that is as effective as possible, the focus shifts away from pure knowledge transfer – towards practical application. For this, transfer is absolutely essential: Only through the meaningful connection between what has been learned theoretically and your own work does a real application arise in everyday work.
The vision of real learning transfer
From knowledge to skill: This is the vision we have at blink.it and we want to make learning transfer as easy as possible. How you can secure the learning transfer with blink.it
Enabling learning transfer even during training
Training is important and consumes large budgets in companies every year. Ideally, the money should only be spent on measures where the learning transfer of participants is ensured.
And here’s how learning transfer succeeds in three steps:
Clear goal setting
Creating motivation
Practice, practice, practice
The key point here is the duration: An eight-hour power course can meet all three criteria. But after no more than eight weeks, only a rough memory of that one day remains. Learning transfer – non-existent.
Keep Learning: Increasing learning transfer in training only works with weeks of practice.
Online accompany, secure learning transfer
How can long-term training succeed when employees often don’t have time for one- or two-day seminars? The simple and cost-effective answer: Through a multi-week online support.
Learning transfer can only succeed if employees actively apply the seminar content in their everyday work routine. Recurring short learning impulses (Microlearning) are many times more effective than a one-time intensive focus on the topic.
Advantages of short, daily learning impulses:
✅ Low employee downtime
✅ Low costs
✅ High transfer effect
By the way: The connection between classic seminars and a multi-week online support is called blended learning. This allows you to get the best of both worlds: Personal connection and motivation in the seminar – and sustainable transfer in the online support.
Tips for starting with blended learning
Perhaps you have already thought about the possibility of online training, but you don't know how? We give you two essential tips to help introduce blended learning in your company:
1. Start with the follow-up
Begin where learning transfer starts: After the classical training. Initially, do not change anything about your regular training offers but additionally provide long-term online support.
HR developers should coordinate with trainers to ensure high learning transfer regarding how the content should be designed after the seminar, so that they…
have as high a practical relevance as possible.
can be easily integrated into the participants' everyday life.
2. Secure motivation of the participants
With changes in familiar processes, some patience is necessary, and employees in the company must be made familiar with the new offer. Communicate openly what benefits the online support has for participants and motivate individuals from various departments and levels to become part of the new project.
At the same time, you should make it clear that learning transfer can only succeed with online support if individuals take action. Participants must understand that the platform cannot learn for them. Therefore, give them tips on how they can balance their everyday work and the online support. For example by:
Daily short time-blockers for learning impulses
Learning during commute on buses and trains
Extra tip: If you additionally create an incentive as a reward for regular participants, you will be perfectly prepared! Ideas for this: A certificate at the end of the online course or a free consultation with the trainer.
Do you want to achieve high learning transfer? Then find out now about the blended learning concept and discuss this option with your team. As a basis for this discussion, you can download our overview of the 7 top arguments for blended learning in companies. This way, learning transfer can be achieved easily and sustainably!
