For training to be effective, employees have to apply what is learned on the job. Otherwise, all of the time, money, and effort spent on training is wasted.

That means training doesn't end when trainees leave the session.

Coaching employees as they incorporate new knowledge and skills into their work is one way to follow-up and make sure learning gets back to the job.  An effective coaching technique is to conduct one-on-one training (either over the phone or in person) and apply corrective action in the areas that need improvement.

Motivational tools and recognition programs are essential to create training buy-in.  Managers should praise and/or reward   employees when they observe employees demonstrating the techniques learned in training. Managers should take advantage of routine meetings to reinforce and reward employees.

Executive involvement in the reinforcement process is another important key to successful post-training reinforcement. For example, a trainer might suggest that executives send out a monthly e-mail detailing a success story and share the new technique(s) that were implemented. This shows the team how important the training objectives are to the company while reminding trainees that the work and results they've achieved have not gone unnoticed.

Managers should meet with individual trainees to assign follow-up work or assignments based on what trainees learned in training and the areas in which they need to focus. By working with a trainer on reinforcement techniques, managers can implement "Knowledge Bites" to help reinforce techniques that were taught during training.  In addition, providing hour-long follow-up sessions, either in person or by webinar, will help trainees to remember the key points of the training and keep them on top of their game. Another way to reinforce key training concepts is to send out training messages via your workplace communication channels, such as: an employee newsletter, webinars, conference calls or blogs.

Why is all of this follow-up so important?

It has been estimated that less than half the skills and information learned in training will be transferred to the job immediately after the training session, unless trainers follow up on trainee performance.

Within 6 months, as much as three-quarters of training can be lost without continued follow-up.

After 1 year, some employees will retain as little as 10 to 15% of what they learn in training unless learning has been reinforced.