WHY DOESN'T MY
TRAINING STICK?
A group of 50 managers were put through a new performance management training programme. The programme was designed to introduce new methods of recording performance management, but also to introduce new processes, timescales and standards within the management group.
The formal training was followed up with an observation programme where the managers were observed by their peers against a standards sheet. This was intended to embed the activities within the management group.
Three months after the development programme a formal evaluation was undertaken. The results were quite a surprise to the HR team and Training team involved. Some of the headline figures were:
• 100% of managers were using the new documentation
• 25% of managers were using the new documentation in the correct order
• 17% of managers were using the new documentation at the correct time
• 12% of staff deemed “high performers” had performance management discussions and action plans logged
• 16% of staff deemed “underperforming” had performance management discussions and action plans logged
Everyone who develops people has been in the situation of giving training, mentoring, coaching or similar, setting up a post development support structure; only to find that shortly afterwards those people have reverted to old ways of behaving and performing.
To follow up the evaluation process the question “what has prevented these processes being embedded?” was asked.
The first area investigated was forgetfulness, and considering Ebbinghaus’ theories.
In 1895 Herman Ebbinghaus published research has significant and direct implications on how we design and then deliver learning, training or development
In his book Memory: A Contribution to Experimental Psychology, Herman Ebbinghaus presented the findings of a study he conducted into memory and recall, from this work has stemmed the term The Forgetting Curve.
THE TRAINER'S
GUIDE TO BETTER
IMPLEMENTATION