What’s the biggest driver of performance from training?
Your content is created & delivered.
Their engagement is tracked. The quiz gets passed.
But what about accountability & results? The knowing, remembering, delivering change, and making a lasting impact?
If you can't see what people retain and don’t,
you can't prove what’s working, or fix what's not.
And when they don't know, or give out incorrect information, their sales opportunities are at risk.
The reality is...
“Sales reps forget 70% of the information they learn within a week of training, and 87% will forget it within a month.”
- Gartner Research
Humans
can't remember
don't recall
or forget
Training
is lots of information
happens only once
takes a lot of time
What actually drives lasting change?
Research consistently shows that without reinforcement, a significant portion of newly learned information is forgotten within days (Hermann Ebbinghaus; Murre & Dros, 2015).
The challenge of connecting learning to measurable performance outcomes remains a consistent theme in research from organizations like Harvard Business Review and Deloitte, particularly around proving training impact.
Decades of research in learning science show that reinforcement and retrieval practice significantly improve long-term retention (Cepeda et al., 2006; Roediger & Karpicke, 2006).
Organizations that focus on continuous capability building and reinforcement are more likely to see sustained performance improvements (McKinsey & Company research on capability building).
Accountability
You have to make it clear what people need to know and remember, and ensure that they do. A one-time training event with a quiz at the end motivates learners to pass the quiz, and move on, which results in forgetting. Continuous training psychologically says, you need to know and remember this, it's important.
Personalization
Every learner is different. We forget different things, we remember different things, but the best course is only designed for the average learner, not the employee who already knows a lot, or the one who knows very little.
Continuous Data
You need to see who knows what and who doesn't. Where the gaps are, whether with a specific person, team, or within a topic or body of knowledge. And you need this data continuously over time, connected to your internal metrics, goals, and measures of performance.
Reinforcement
Because we're all human, we forget, the only way to solve this is to continuously reinforce what's important.
What's the solution?
The ability to see
-
Who actually knows key material
-
What’s being understood over time
-
What’s improving performance
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What's not working or needs to change
And the system to deliver
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Greater confidence in training effectiveness
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Clear visibility into knowledge across teams
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More consistent performance from training
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Better decisions on where to invest next
Our results with sales teams
Deliver lasting measurable results
