Use training quizzes to ensure knowledge retention
Knowledge retention is a make or break factor for any training. What’s the point of investing in the training and development of your employees if they don’t recall any of it?
Instead of depending solely on a learning management system (LMS), get in touch with your creative side and add training quizzes to the training program.
It’ll give you the freedom to be more spontaneous and to take the learning outside of the classroom. Most importantly, it’ll stimulate the knowledge retention of your employees, making your investment worth while!
1. With today’s quiz technology, it’s easy to create your own drip learning campaigns
“Think out of the checkbox” you could say because it’s easy to get creative with modern quiz platforms. The ability to make quizzes and entire campaigns work as a great knowledge retention technique for longer periods of time. You can send out quizzes to who you want and when it’s most needed.
By quizzing your employees on a regular basis, you give them a playful way of staying up to date. You have the freedom to quiz more and in more variated ways, helping your staff to remember and use the training.
Of course, these quizzes can be serious, but you should leave room for amusing ones in particular.
Not sure how to make it work?
Get started on your first quiz with this super useful step-by-step guide.
2. Bring your employee training to life by adding creative quizzes to the program
The first solution that usually comes to mind for training your employees is the standard learning management systems that you can fill up with all of your content.
But, if you’ve ever worked with those, you’ll also know it takes a lot of time and effort to set up.
Then, when you finally do start, this digital environment rarely allows you to try out other tests and other timings on different groups of employees. Not to mention the “classroom” feeling you get when participating via such a system.
Although it’s a strong base for the training of your staff, a flexible aspect and the ability to add a certain amount of entertainment is missing. This is where quizzes can be a great additional knowledge retention technique. Here, instead of the mandatory and tedious feeling attached to a dry test, try to make it more playful and incorporate some design.
We’re only human after all.
3. Quizzes as a learning style: Why are they useful?
Ok, so quizzes to test your knowledge is what we’re aiming for. They can be a great addition to a larger learning program if you have it. But they can perfectly serve as your sole training tool as well:
- A quiz will give you a clear insight into what your employees know or think.
- A quiz is quick to set up and easily adapted to any situation. Perfect, because you’ll have to be fast if you want your training to be remembered.
Did you know that after 24 hours an average of 70% of the new information is forgotten? (It get’s even worse after one week, according to Art Kohn at LearningSolutionsmag.)
- The end of a course or training isn’t the end of the learning process! By using quizzes, you stimulate your employees to remember the information longer and more effectively.
- The added fun-factor will make your employees more enthusiastic to take the quizzes. A bit of light-heartedness never hurt anyone and it’ll make the quizzes feel less mandatory.
- By incorporating gamification elements to your learning style, you’ll increase the perceived ability of employees that the challenge/test ahead of them is simpler. It positively enforces their feeling of status and power when they can unlock the next level for example.
- Get instant insights in the effectiveness of your training: Do your employees actually learn and manage to remember on a long term basis? Is the knowledge used on the work floor afterward?
- And, following the above, single out difficulties if there are any. Let the results guide your strategies on informing your employees effectively.
- No need of a classroom environment! Your employees can access their quizzes wherever and whenever they can.
Enough about the benefits. We’d much rather challenge you to give it a try and see the results for yourself! Let us know how it went.
4. Five tips to maximize knowledge retention with your quizzes
- What knowledge is already there? Use it as a benchmark, plan your next steps from that point on and start measuring effectiveness.
- We specifically refer to these knowledge retention methods as quizzes, because they can be created in a more engaging and entertaining way. It provides a more human experience for the staff and by adding an incentive, you can quickly raise motivation. (I wouldn’t mind answering a few questions for a nice bottle of Chardonnay, or to claim my spot on the leaderboard!) They will test their knowledge, you’ll get the info you need and they’ll be able to gain something more as well.
- In fact, try working with leader boards and share the scores of all team members if you’re dealing with competitive teams. It’ll encourage them to work better and increase team spirit.
Take a look here to learn how marketing agency Stone Arch Creative turned this into a great success.
- Automate your quizzes. With a bit of work in advance, you can anticipate on a number of scenarios for the results: Someone getting a lower score can be transferred automatically to certain landing pages, video seminars, whitepapers, a contact person, …
- Always be brief and to the point. Limit your questions to 5 or maximum 10. The best knowledge retention results come from quizzing again after a couple of days or weeks with new sets of questions on the same subject. It’ll help your employees to remember longer if the lesson is quizzed shortly every now and then.
Shift shared some awesome great ideas to boost learning and knowledge retention.
5. Quiz anywhere, anytime
Learning management systems work in one spot, on a computer in a safe, but ‘staged’ environment. Working with a quiz platform, on the other hand, allows your staff to enter the quiz at any time of day, on the device of their own choice.
You get rid of the ‘desk’ feeling without much effort if a staff member prefers to take the test on a mobile device on his train ride home, or while waiting, that’s perfectly fine.
This also means you can reach those employees that are difficult to reach or aren’t working on a desktop.
Take a manufacturing environment for example: Take a tablet around the work floor or even send them an invite via their own mobile device.
A quiz tool isn’t a replacement of learning management systems, but it is a smart and versatile addition to your training program. It’ll turn training your employees into a more pleasant and exciting process, with better results. Both for you and your employees!
Ready to test your own skills with this example quiz we added for you?
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