We explore some key benefits and ways to improve learning transfer in the workplace.

The L&D market is reported to be worth over $360 million.

But while its value goes up, so does low-quality learning and development according to research by City and Guilds.

So what can we do as learning and development professionals?

Well, we can look into learning transfer tactics, to see how employees can improve the transfer.

Keep reading to learn:

• What learning transfer is
• Why learning transfer is important
• The barriers to good learning transfer
• Some easy ways to improve learning transfer

Let’s get started.

What is learning transfer?

Learning transfer refers to the ability to apply knowledge, skills, or strategies learned in one context to a different context.

In an L&D context, it’s essentially how well a learner can take training and apply it into the workplace.

After all, it’s one thing to learn about something in a classroom, it’s another to follow it through independently.

Why is learning transfer important?

Learning transfer is important because it ensures that knowledge and skills gained in one context can be effectively applied in new and meaningful ways.

This ability is crucial for problem-solving, adaptability, and lifelong learning.

Here are some key benefits:

Enhances real-world application

Learning is most valuable when it can be used outside the classroom or training environment.

What use is knowledge if you don’t have any practical application of it.

In essence, workplace training should help employees solve real job-related challenges. Sounds obvious when you say it, but often, learners don’t get chance to put training into action.

Improves problem-solving skills and productivity

When learners can transfer knowledge to different situations, they better tackle new and complex problems.

In professional and educational settings, transferring skills (e.g., time management, communication, or critical thinking) reduces the need to relearn similar concepts, saving time and effort.

Encourages lifelong learning

Adapting to challenging situations gives employees plenty of skills in resilience and curiosity.

Once they’ve encountered and overcome these challenges, it promotes continued learning as they feel more confident.

This kickstarts a lifelong quest to learn more, and engage.

Prepares for future challenges

In a fast-changing world, the ability to transfer learning helps individuals and organisations remain competitive and ready for new challenges.

In essence, learning transfer makes education and training more meaningful, helping people apply what they know in diverse and dynamic ways.

Barriers to learning transfer

Learning transfer happens all the time; people naturally apply past experiences and knowledge to new situations.

However, good learning transfer, where skills and understanding are applied accurately and effectively in different contexts, is much harder to achieve.

There are several barriers to effective learning transfer, making it difficult for individuals to apply what they’ve learned in new situations.

Some key barriers include:

Lack of real-world relevance

If learning is too abstract or disconnected from practical applications, learners may struggle to see how it applies elsewhere.

That means learning won’t be carried on out into the workplace, and eventually, will be lost.

Context dependency

When learning happens in a specific environment, it may not transfer well to different settings (e.g., classroom knowledge not being applied in the workplace).

Some workarounds to this include on-the-job training, where learners shadow other employees, or where they’re instructed via practical learning.

Limited practice opportunities

Without chances to apply knowledge in different situations, learners may not develop the flexibility needed for transfer.

Again, this is where on-the-job training can come in useful.

But without the opportunity to practice what you’ve learned, you’re also going to struggle with learning retention.

Cognitive overload

If too much information is presented at once, learners may struggle to retain and apply what they’ve learned.

Overwhelming your learners can make it difficult for new information to stick.

Remember the learning curve when building out your training. You don’t want to spam learning to your employees, but instead drip-feed it in a timely manner.

Lack of reinforcement

Without follow-up, reflection, or feedback, learning may fade before it can be transferred.

Microlearning is a great way to repeat content, and of course, with a Totara LMS, you can add performance elements to add feedback and link learning to development.

Negative transfer

Sometimes, past learning can interfere with new learning, leading to incorrect applications.

Putting it into practice and then cementing incorrect information is hard to undo.

Overcoming these barriers requires designing learning experiences that encourage application, reflection, and adaptability, ensuring that knowledge and skills don’t just stay in the classroom but become useful in real life.

How to encourage better learning transfer

Encouraging better learning transfer requires intentional strategies that help learners connect, apply, and adapt their knowledge across different contexts.

But what does that look like in practice?

Here are some effective ways to promote better learning transfer:

1. Make learning relevant and authentic

Use real-world examples, case studies, and problem-based learning to show how knowledge applies beyond the classroom.

Connect new learning to learners’ personal or professional experiences in order for it to stick.

In fact, personalised learning environments boost student motivation, with 75% of students feeling engaged compared to 30% in traditional settings.

2. Encourage active learning

Encouraging active learning is important because it engages learners in hands-on experiences, critical thinking, and problem-solving, making learning more meaningful and memorable.

Active learning helps deepen understanding, improves retention, and increases the likelihood of successful learning transfer to real-world situations.

Gamification can be a good option to deepening active learning in the workplace as it actively involves the learner.

Related: Gamification in learning

3. Provide opportunities for application

Encourage learners to practice skills in different contexts (e.g., applying a leadership lesson in both work and personal situations).

Use spaced repetition and varied exercises to reinforce learning.

This is where on-the-job training comes in.

4. Reduce context dependency

Teach concepts in multiple settings or with varied examples to help learners generalise their knowledge.

Encourage problem-solving in unfamiliar situations.

By designing learning experiences with these strategies in mind, educators, trainers, and organisations can help learners not only retain knowledge but also use it effectively in new and meaningful ways.

Wrapping up

The key to good learning transfer, well learning in general, is a good learning management system.

With the right platform in place, you can build, manage, curate, and report on learning content with ease.