Explore nine proven techniques to boost learning retention, address the natural tendency to forget, and discover practical solutions to retain knowledge effectively.
The forgetting curve concept, introduced by German psychologist Hermann Ebbinghaus, highlights that forgetting is pretty common.
It looks at how quickly information is lost when there is no attempt to retain it.
When you don’t review learning, individuals can forget up to 70% of new information within 24 hours and nearly 90% within a week.
However, with effective learning strategies such as spaced repetition, active recall, and varied practice, retention rates can significantly improve.
Implementing these techniques can help mitigate the rapid memory decline and enhance long-term retention of information.
And it’s generally great for improved performance and engaged employees, so it’s really a win-win.
Keep reading to learn:
- What learning retention is
- The benefits of good learning retention
- Strategies to improve learning retention
Let’s get started.
⏰ TL;DR
Forgetting is the default. Without reinforcement, most of what people learn fades within days, and almost all of it is gone within a week. Active beats passive. The retention pyramid shows that teaching and practising far outperform reading or lectures, even if the exact numbers aren’t scientifically precise. It takes a system, not a session. Strategies like microlearning, gamification, spaced repetition, and feedback only work with ongoing reinforcement built into how you deliver learning.
What is learning retention?
Learning retention refers to the ability of an individual to retain and recall information or skills over time after initial learning.
It measures how well and for how long the learned material is stored in memory and can be retrieved when needed.
Retention is a critical aspect of effective learning because it determines how much of the learned information is actually retained in long-term memory, rather than being quickly forgotten after initial exposure.
Several factors can influence learning retention, including:
- Frequency of review: Information reviewed or practised repeatedly is more likely to be retained over time.
- Understanding and meaningfulness: Material that is meaningful, understandable, and relevant to the learner is more easily retained.
- Active engagement: Actively engaging with the material through discussions, teaching others, or applying it in real-life situations helps strengthen memory.
- Spaced repetition: Spacing out study sessions over time (instead of cramming) enhances retention by allowing time for the information to consolidate in memory.
- Emotional connection: Information tied to strong emotions or personal experiences tends to be remembered better.
- Retrieval practice: Actively recalling information, rather than just rereading or rewatching it, significantly improves retention.
Improving learning retention is a key goal in education and training, as it ensures that the time and effort invested in learning lead to long-term understanding and ability.
What is the learning retention pyramid
The learning retention pyramid, also known as the learning or knowledge retention pyramid, is a model that represents the average retention rates of different learning methods.
It is often used to illustrate how different types of learning activities can lead to varying levels of retention over time.
The pyramid is structured in layers, with each layer representing a different learning method and its associated retention rate.
The retention rates are typically presented as percentages, indicating the amount of information a learner is likely to remember after a certain period.
Here is a breakdown of the pyramid, from the bottom (highest retention rate) to the top (lowest retention rate):
Teaching others (90%)
Learners retain the most information when they teach what they have learned to others.
This method is highly effective because it requires the learner to understand the material thoroughly enough to explain it clearly.
Practice by doing (75%)
Engaging in hands-on practice or applying what one has learned in real-world scenarios leads to a high retention rate.
This is because active participation helps reinforce the material.
Discussion group (50%)
Discussing new information with others helps reinforce learning by encouraging critical thinking and allowing learners to clarify and challenge their understanding.
Demonstration (30%)
Observing a demonstration of the material can enhance retention, especially if the learner is actively paying attention and can visualise how to apply the knowledge.
Audio-visual (20%)
Watching videos or listening to audio content, such as lectures or podcasts, tends to result in moderate retention.
This method combines visual and auditory learning but lacks the active engagement of more effective methods.
Reading (10%)
Reading is a common method for acquiring information, but it often results in relatively low retention rates because it is a passive activity.
Lecture (5%)
Listening to a lecture or being presented with information without any active engagement results in the lowest retention rate.
This is because the learner is passively receiving information without actively processing or applying it.
Criticisms and considerations
While the learning retention pyramid is a popular model, it is important to note that its specific percentages and hierarchy have been criticised for lacking strong empirical evidence.
The model should be seen more as a general guide rather than an exact science.
Learning retention can vary greatly depending on individual learning styles, the complexity of the material, and the context in which learning takes place.
Combining multiple methods of learning and engaging actively with the material typically results in better retention overall.
Why is learning retention important?
Learning retention is important because it determines how much of the information or skills learned are stored in long-term memory and can be recalled when needed.
Effective retention ensures that the time and effort spent on learning lead to lasting understanding and the ability to apply knowledge in various situations.
This is essential for both academic success and practical application in everyday life or professional settings.
Good retention also reduces the need for constant re-learning, making learning more efficient and allowing individuals to build on their knowledge over time.
What are the benefits of good learning retention?
Good learning retention has several benefits that enhance both personal and professional development.
Retaining information effectively not only helps in academic success but also improves everyday decision-making and problem-solving abilities.
Here are four key benefits of good learning retention:
Improved academic performance
When learners retain information well, they are more likely to perform better in exams and assessments.
This is because they can recall and apply knowledge accurately, demonstrating a deeper understanding of the subject matter.
Increased efficiency in learning
Good retention reduces the need to relearn material repeatedly, saving time and effort.
Learners can focus on building new skills and knowledge rather than constantly revisiting the basics, making their study time more productive.
Enhanced problem-solving skills
Retaining knowledge helps individuals apply what they have learned to new situations, improving their ability to think critically and solve problems.
This adaptability is valuable in both academic settings and everyday life, where quick and effective decision-making is often required.
Better career prospects
In the professional world, the ability to retain and apply knowledge is crucial.
Employees who can recall important information, adapt to new challenges, and build on their expertise are more likely to excel in their careers, leading to better job performance and opportunities for advancement.
How to improve learning retention for your employees
When you’re looking to improve the learning retention of your employees, you might not know where to start.
But there are a number of strategies you can try out:
- Active engagement
- Microlearning
- Practice testing
- Real-world skills
- Gamification
- Assessments
- Goal setting
- Social learning
- Feedback
Let’s look at each one in more detail:
Active engagement
One sure way to improve the retention of new knowledge is to look at how actively employees participate in learning.
It’s not just learning content that can be improved.
Related: Tips to build learning culture at work
It’s also forums, collaboration and practical situations to reinforce understanding.
💡 Pro Tip
Our learning platform, from Totara, includes engagement aspects like workspaces, forums and content playlists.
See more about Learn + Engage
Microlearning
Break down your learning content into bite-sized modules to keep learners engaged.
Related: Complete guide to microlearning
Spaced repetition forces learners to revisit key concepts over time which also supports increased retention.
This not only aids retention but also makes learning more manageable and less overwhelming.
Practice testing
There’s not just learning content, but there’s also quizzes.
Regularly repeating test means you can reinforce learning and improve the ability to recall information in stressful conditions.
Relate information to prior knowledge and real life world
When you’re creating your learning content, one way to improve memory associations is to consider linking it to prior knowledge, or to the real life world.
Link learning to their daily work with real-world examples and scenarios.
By showing how new knowledge can be directly applied to their roles allows them to attach practical context.
Gamification and interactive learning
Leverage gamification elements to make learning engaging and enjoyable.
Add quizzes, challenges, leaderboards, and rewards to increase motivation and kickstart increased participation.
Interactive learning can enhance retention by making your learning process much more immersive.
Continuous reinforcement
Learning isn’t a one-off process.
If you implement continuous reinforcement techniques, you can improve learning retention.
That might look like follow-up sessions, knowledge sharing platforms, mentoring, or just opportunities to put learning into practice.
Related: The importance of sharing knowledge
Goal setting
Before you create learning content, you should make sure to assess your employees’ existing skills.
This means you can better connect performance to learning.
You can set more direct goals for your employees based on any skills gaps.
Social learning
Employees don’t learn best in isolation, so it’s worth building in chances for them to learn from each other, not just from formal content.
Related: What is social learning? Definition and examples
Pairing employees up or running group discussions means new skills get reinforced through explaining and applying them, which supports a stronger culture of continuous learning.
Peer reviews or team briefs can also be used to see how people are actually applying what they’ve learned on the job.
Feedback
Feedback needs to be built into the learning process, not saved until the end.
Giving employees timely, specific feedback on how they’ve applied new skills helps correct mistakes before they’re embedded, which links closely to performance management.
Adding regular feedback checkpoints to your learning content means gaps get caught and closed early, rather than surfacing later as skills gaps.
Ready to boost your employees’ learning retention?
Offering training is only half the battle; the real challenge for organisations is making sure that knowledge actually sticks.
By leaning into techniques like active learning, spaced repetition, and gamification—alongside real-world practice and continuous reinforcement—you can bridge the gap between initial sessions and improved on-the-job performance.
Prioritising retention is a major win, not just for the professional growth of your employees but for the overall success of the business.
Want to see how features like microlearning can transform your training? Book a demo with us today to explore our platform in action.
FAQs
What does learning retention mean?
Learning retention is the process of retaining new knowledge in long-term memory and recalling it when needed. Effective learning retention means learners apply knowledge in real-life situations.
What causes poor learning retention?
Several factors affect how quickly we forget information. The relevance or meaningfulness of the material, the way it’s presented, and the learner’s physical and mental state (such as stress levels, sleep quality, and hunger) can all significantly shape the forgetting curve.
In short, both the content and its delivery play a crucial role in memory retention.
How do you measure learning retention?
Learning retention can be measured in several effective ways, depending on the context and goals of the learning experience. Here are some common methods:
- Quizzes and Tests: Administer assessments at intervals (immediately after learning, a week later, etc.) to see how much information learners retain over time.
- Delayed Recall Activities: Ask learners to explain or apply what they’ve learned after a delay. This helps assess long-term retention rather than short-term memorisation.
- Performance-Based Tasks: Observe learners performing real or simulated tasks that require them to apply the learned material, which gives insight into practical retention.
- Surveys and Self-Assessments: Learners can reflect on their own confidence and recall, which, while subjective, can indicate perceived retention.
- Spaced Retrieval Practice: Use tools like flashcards or review sessions spaced over time to both reinforce and measure retention.
- Knowledge Checks in Context: Embed short knowledge checks within workflows or real-life scenarios to test how well learners recall and use information when it’s needed.
The key is to measure not just immediate recall, but sustained understanding and the ability to apply knowledge in relevant situations.
Why do employees forget most of what they learn so quickly?
It’s down to the forgetting curve, first identified by German psychologist Hermann Ebbinghaus. Without any reinforcement, people can lose up to 70% of new information within 24 hours. Within a week, that climbs to nearly 90%. This is exactly what learning retention strategies are designed to combat through repeated review, active engagement, and putting the material into practice.
Is the learning retention pyramid backed by evidence?
It’s a useful guide, but not an exact science. The specific percentages, like 90% for teaching others or 5% for lectures, have been criticised for lacking strong empirical evidence. Treat it as a general rule of thumb instead: active methods like teaching, practising, and discussing tend to beat passive ones like reading, watching, and listening.
What’s the difference between spaced repetition and continuous reinforcement?
Spaced repetition is all about timing. Instead of cramming, you space review sessions out over days or weeks, giving the brain time to consolidate what it’s learned. Continuous reinforcement is the bigger picture: any ongoing effort to keep learning alive after the initial session, whether that’s mentoring, knowledge-sharing platforms, or follow-up sessions.
How can gamification improve learning retention in the workplace?
Gamification makes learning more engaging and, frankly, more fun. Quizzes, challenges, leaderboards, and rewards all help boost motivation and get people participating. And because it’s active rather than passive, it tends to stick better than static content.
