4 Evidence-Based Alternatives to Learning Styles in Employee Training

Despite the popularity of learning styles, research has consistently demonstrated the need for evidence-based alternatives for optimizing employee training programs. Here are four strategies supported by empirical research.

1. Spaced repetition

This approach involves revisiting and reviewing training material at specific intervals to reinforce learning. Information is better remembered if its study or practice is spread out over time, as opposed to studying the information in large, concentrated time blocks.

Here's how you can apply this concept. 

If an employee is being trained on a new software, rather than spending a whole day on intensive training, the training could be spaced over several days or weeks with each session focusing on a specific part of the software.

2. Active learning

Active learning is a process that involves employees engaging in activities such as discussions, problem-solving, case studies, and group tasks, as opposed to passive listening or reading. Active learning enhances analysis, synthesis, and evaluation of content.

Here's how you can apply this concept. 

In leadership training, instead of just providing lectures and reading materials, employees could be engaged in role-play exercises, group discussions, and solving real-life scenarios.

3. Feedback-focused learning

Incorporating frequent feedback into training programs can greatly enhance learning. Feedback helps learners understand what they are doing well and where they need improvement. Effective feedback, when done right, can significantly boost performance.

Here's how you can apply this concept. 

After a sales presentation training, an employee could be asked to present a mock sales pitch. The trainer could then provide detailed feedback on the employee’s strengths and areas of improvement.

4. Mastery learning

This approach requires a learner to achieve a level of mastery in one topic before moving on to a more advanced topic. Employees who learn through mastery learning may perform better than those learning through traditional methods.

Here's how you can apply this concept. 

In a project management training program, an employee might be required to show mastery in understanding project planning before moving onto risk management.

Although learning styles may seem intuitively appealing, they are not substantiated by empirical research. Instead, focusing on evidence-based training methods can lead to more effective training outcomes.

_References

• _{Cepeda, N. J., Pashler, H., Vul, E., Wixted, J. T., & Rohrer, D. (2006). Distributed practice in verbal recall tasks: A review and quantitative synthesis. Psychological Bulletin, 132(3), 354–380.}
• _{Bonwell, C. C., & Eison, J. A. (1991). Active Learning: Creating Excitement in the Classroom. 1991 ASHE-ERIC Higher Education Report No. 1. Washington, DC: The George Washington University, School of Education and Human Development.}
• _{Hattie, J., & Timperley, H. (2007). The Power of Feedback. Review of Educational Research, 77(1), 81–112.}
• _{Bloom, B. S. (1968). Learning for Mastery. Instruction and Curriculum. Regional Education Laboratory for the Carolinas and Virginia, Topical Papers and Reprints, Number 1.}