Too many companies invest enormous sums in training that remains ineffective. Real impact is only achieved through a transfer of content into practice. This connection between pure knowledge and application is made possible with online support. We provide you with tips on how to follow up existing seminars online and thus increase the long-term learning transfer.
No more wasting 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 even gathered. As a result, companies squander millions of euros annually on training that is merely a welcome diversion from the usual work routine for many participants.
Instead, educational controlling 4.0 means: Creating transparency and measurable results! You can never measure real results immediately after the seminar, but at the earliest four, preferably twelve weeks later. Only then can you determine how much the participants have actively integrated after the training. The reason: The goal is long-term behavioral changes among employees. And such changes do not require just a few hours but several months to really become 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 facts as well as practical knowledge about applications. The latter is more about skill than knowledge. This is where the weak point of many training offers lies. In too many seminars, the focus is on theoretical knowledge rather than concrete application.
Knowing that: Factual knowledge, declarative knowledge Example: I know that a piano has 88 keys.
Knowing how: Application knowledge, procedural knowledge Example: I know how to play the piano / I can play the piano.
For the most effective training, the focus shifts from pure knowledge transfer away to practical application. Transfer is absolutely essential: Only through the meaningful connection between theoretically learned content and one's own work does real application occur 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 to ensure learning transfer with blink.it
Enable 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 this is how learning transfer succeeds in three steps:
Clear goal setting
Create motivation
Practice, practice, practice
The key point here is the duration: An eight-hour power course can meet all three criteria. But after a maximum of eight weeks, there is only a vague memory left of that single day. Learning transfer – not a chance.
Keep Learning: Increasing learning transfer in training only works with several weeks of practice.
Online support, ensuring learning transfer
How does long-term training succeed when employees often have no time for one or two-day seminars? The simple and cost-effective answer: Through several weeks of online support.
Learning transfer can only succeed if employees actively apply the seminar content in their normal work routine. Recurring short learning impulses (microlearning) are significantly more effective than a one-time extended engagement with the topic.
Advantages of short, daily learning impulses:
✅ Low employee downtime
✅ Low costs
✅ High transfer effect
By the way: The connection between traditional seminars and several weeks of online support is called blended learning. This allows you to achieve the best of both worlds: Personal connection and motivation in the seminar – and sustainable transfer in online support.
Tips for getting started with blended learning
Perhaps you have already thought about the possibility of online training, but you don't know how? We offer you two essential tips to help you introduce blended learning in your company:
1. Start with the follow-up
Begin where learning transfer starts: After the traditional training. Initially, don't change anything in your regular training offerings but provide an additional long-term online support.
Human resource developers should coordinate with trainers regarding how the content after the seminar is designed to ensure it…
has a high practical relevance.
can be easily integrated into the participants' everyday life.
2. Ensure participant motivation
With changes in established processes, some patience is needed, and employees in the company should be made familiar with the new offering. Communicate openly about the benefits the online support has for participants and motivate individuals from various departments and levels to be part of the new project.
At the same time, you should make it clear that learning transfer can only succeed with online support if the individual takes action. Participants need to understand that the platform cannot learn for them. Therefore, provide them with tips on how they can balance their work routine with the online support. For example, through:
Daily short time blockers for learning impulses
Learning during commuting on buses and trains
Extra tip: If you also create an incentive as a reward for regular participants, you are perfectly prepared! Ideas for this: A certificate at the end of the online course or a free expert conversation with the trainer.
Do you want to achieve high learning transfer? Then find out now about the concept of blended learning and discuss this possibility 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 is how learning transfer succeeds in a simple and sustainable way!
