Designing Learning That Sticks: Applying Proven Learning Principles
How to make your training more effective, engaging, and unforgettable.
A beautifully designed course doesn’t mean much if employees forget everything a week later. In today's fast-paced, performance-driven workplace, learning isn’t effective unless it sticks. As L&D professionals, our goal isn’t just to deliver content, but to ensure that learners retain and apply what they’ve learned.
Fortunately, learning science tells us exactly how to boost retention and transfer without adding extra costs or time. Here are three of the most powerful, research-backed principles you can start applying today.
Retrieval Practice
A common mistake in corporate training is viewing learning as a one-time, passive event. Watching a video or clicking through slides isn’t enough. Real learning happens when employees actively recall information.
This is called retrieval practice, and it’s one of the most effective ways to strengthen memory and learning transfer. It works by creating deliberate opportunities for learners to bring knowledge to mind.
Try this:
Embed short quizzes throughout your content, not just at the end.
Use scenario-based questions to help learners apply what they learned.
Encourage peer discussions where learners articulate key concepts.
💡 Even simple, low-stakes knowledge checks can significantly boost retention.
Spaced Repetition
Timing is everything. Cramming might get learners through a compliance module, but it won’t lead to lasting skill development. Spaced repetition spreads learning out over time to improve memory and reduce forgetting.
Revisiting information at strategic intervals works because the brain strengthens memory each time it successfully recalls information after some forgetting has occurred.
Try this:
Break longer training into bite-sized modules over several days or weeks.
Use drip campaigns or email nudges to periodically reinforce learning.
Build refreshers or follow-ups into onboarding and upskilling programs.
💡 Spaced learning improves long-term retention without increasing total training hours.
Cognitive Load Management
Even the most motivated learner can become overwhelmed. When training materials are too dense, too fast, or too complex, learners shut down or tune out. That’s because they’ve hit cognitive overload.
The human brain can only hold so much information in working memory at once. Good instructional design reduces unnecessary load so learners can focus on what matters.
Try this:
Use clear, straightforward language and avoid jargon.
Create visual clarity—bold key points, use whitespace, and guide the eye.
Limit each screen or section to one key idea.
Use graphics, diagrams, and voiceover to support understanding.
💡 When in doubt, simplify. It’s not dumbing it down, it’s smart design.
The Payoff: Better Retention, Stronger Performance
Applying these principles isn’t just good theory—it drives measurable results. Training grounded in learning science leads to:
Faster skill development
Improved job performance and confidence
Reduced retraining and lower support costs
Higher ROI from learning investments
Designing training around these principles creates a powerful culture of continuous learning.
Ready to Take Action?
Here are three ways to start applying learning science to your training programs today:
Audit your most popular training content for opportunities to add retrieval practices.
Develop a spaced reinforcement strategy for ongoing learner engagement.
Review and simplify complex slides or materials to reduce cognitive overload.
✨Need help designing evidence-based training programs that deliver measurable results?
Let’s connect to discuss how I can help you create research-backed training that drives results!
Heidi Konrad, hkonrad@learningexcellencepartners.com, (425) 522-8098
