Corporate training is not meeting the needs of the modern evolving workforce. An IBM study conducted in 2019 concluded that over 120M employees in the largest economies of Europe and North America, will require reskilling within the next three year. Innovation and disruption become a bigger certainty in business with each passing year. Companies and their employees are more aware of this than ever and it is showing that the appetite for corporate learning is bigger than ever.

Corporate training is not a new concept to workplaces. It is a field that has seen many trends and chapters throughout the decades with little consensus on practices that have grabbed market share. While decades of shortcomings are not ideal, they also give us the opportunity to truly observe the industry’s body of work and re-evaluate the root causes of our collective shortcomings in this field. This understanding then provides a new promising roadmap for innovative solutions moving forward.

Download the Ebook: How a one-size-fits-all approach to employee training is outdated

The Biggest shortcomings of current corporate training

The shortcomings of corporate training are not due to a lack of awareness or investment. According to a LinkedIn report in 2020, 94% of employees want to learn at work. Companies are matching this enthusiasm by heavily investing both time and money in seminars, live coaching and even companywide learning management systems (LMS) to conduct and embed learning. – and unfortunately, only 12% of employees apply new skills learned through these traditional methods[1].

The problem is often not with the employees or the content but rather how it is reinforced and retained so that it can be properly applied in the workplace. In other words, learning isn’t effective because it requires tangible changes in behavior to make a true impact. Let’s take a deeper look at what that looks like:

• Retention: If learning isn’t reinforced, it tends to be forgotten. Starting with Hermann Ebbinghaus’s ‘Forgetting Curve’ in the late 19^th century, an estimated that 75% of new information is completely forgotten within six days if it isn’t applied. This concept has only been further corroborated over the decades by countless studies. That means that of the $357.7B spent on corporate training, $268.3B is essentially wasted. 

• Reinforcement: Ensuring employees put learning to action soon after is a major component to success. However, employees are balancing countless daily responsibilities along with keeping up with the evolving needs of the business landscape. They have a full plate in their personal lives (gasp), and we cannot minimize the increasing mental health challenges many employees face. Therefore, it’s not shocking when a coaching seminar or LMS module fails to find their way into the day-to-day mix.

So, how do we move past outdated training methods and realize long-lasting behavior change?

Tapping into the neurological processes that drive learning retention must replace the one-size-fits-all approach. Technological advances present new opportunity for companies to truly tap into the complexities of behavior change in a way that powers better learning and performance.

Want to learn more about modern technology solutions that are tapping neuroscience to drive better learning, retention, and performance? This free Ebook does a deeper dive into the ingredients that make up new learning solutions suited for the needs of the modern workplace.

[1] 24×7 Learning. (2015). (rep.). Workplace Learning – 2015.

New SaaS Platform Taps into the Neuroscience of Habit Formation; Utilizing Nudge Messaging, Real-Time Application and Other Science-Backed Strategies to Create Lasting Behavior Change

SAN DIEGO–(BUSINESS WIRE)–Enterprise learning and development (L&D) training programs have historically been ineffective and costly, with companies around the world spending over $357.7B in 2020 with little return on investment. In response, RevWork, Inc. introduces a first-of-its-kind enterprise learning reinforcement platform that breaks free from stagnant delivery methods that fail to produce sustainable business impact. Its innovative technology platform leverages the neuroscience of behavior change and the ability to adapt in real-time to meet the needs of the individual learner to revolutionize the L&D experience and create lasting results.