The quest for total recall
Regular management training is vital to keep managers current and interested. There are good reasons for investing in management training like improved innovation, reduced churn, better productivity, adherence to quality standards and improved morale. The benefits of training can’t be overstated. But how do you get the best return on the training investment?
IIRC (if I remember correctly)
What you might not know (or possibly forgot) is that new information doesn’t stay in your brain very long. It’s a case of use it or lose most of it, and pretty quickly too.
In fact, up to 70% of new information is lost within 24 hours – if I remember correctly. Our brains are funny little things. Information that isn’t considered important isn’t retained. The same applies to info which isn’t used or recalled regularly.
Front of mind
Those management training sessions are all well and good but if the subject matter isn’t reinforced and refreshed it will quickly be forgotten and all that training will be wasted. To ensure that managers remember their training, regular practice and application of the training is needed.
Asking managers to use the training to solve a problem or resolve an issue is often the best way to make the training stick, and make the memories easily and permanently accessible.
Memory management
There are a few tricks which can reinforce training material and increase recall, they include:
- Share the bigger picture. Tell them why the training is necessary and how it will help
- Make them earn it, regularly. Follow-up quizzes and questionnaires to keep it all fresh
- Provide resources. Brochures and posters in key areas can help cement the memories
- Feedback, feedback, feedback. Tell them when they’re on the right track
Use it (a few times) or lose it forever
The theory of forgetting is that memories which are not locked-in are prone to memory decay through interference from other sources, a lack of use or the addition of new memories which overwrite old ones, for now. It takes work and deliberate planning to make sure all that new information is safe and readily available. So in addition to the training planner, spare a thought for follow-up training to get the most out of your managers.
How does it affect me?
As an employer it’s your obligation to ensure that your managers are suitably trained and competent to deal with scenarios which, thankfully, don’t crop up too often. The scenarios could include disciplinary or grievance procedures where it’s vital to ensure adherence to legislative and contractual and obligations.
Deviations from these can have negative implications for your business, so make sure that your managers receive suitable training regularly.
Get in touch
Remember to contact us for advice on making management training memorable and effective.
We’d love to hear from you.
