“73% of us have a preferred learning style, while the remaining 27% either blend two styles or, like a rare 5%, are adept at using all learning methods.” – Gianpiero Rusconi
Understanding how individuals absorb and process information is necessary for creating effective employee training programs. While some people might excel through visual aids, others prefer auditory or hands-on experiences. Recognizing these differences allows employers to tailor training sessions that maximize engagement and knowledge retention. This article explores the seven learning styles and how to apply them to company training programs to maximize knowledge retention.
What is a Learning Style?
A “learning style” refers to the unique way in which a person assimilates knowledge. Some individuals learn most effectively through listening; others prefer writing or require a text to remember.
There are four primary learning styles, also known as the VARK framework, developed by Neil Flemming during the 1970s:
- Visual (learning through images),
- Auditory (learning through sound and speech),
- Reading and writing (learning through written content), and
- Kinaesthetic (learning through direct experiences)
Howard Gardner’s Theory of Multiple Intelligence developed in 1983, also known as the seven learning styles, is an expanded form of Fleming’s model (Source: Employee Connect):
Expansion to the 7 Learning Styles
Here is a brief explanation of the seven learning styles and tips for employee trainers to help make the concepts more applicable and actionable:
I) Visual Learning
Visual learners absorb information best through images, charts, and diagrams. In a retail or customer service environment, they might excel when presented with clear visual instructions, product layouts, or flowcharts.
Trainer’s Tip: Incorporate visual aids like store maps, product placement diagrams, or process flowcharts to explain procedures. For example, a visual merchandising guide should be used to show how displays are arranged rather than explain the setup verbally.
II) Auditory Learning
Auditory learners retain details best through spoken communication. They excel in environments where they can listen to instructions, discussions, or customer interactions.
Trainer’s Tip: Use verbal explanations, team discussions, or audio recordings to train auditory learners. For example, provide recorded customer service scripts or role-play scenarios where employees practice handling customer inquiries by listening and responding.
III) Verbal Learning
Verbal learners thrive on both written and spoken communication. They excel when they can read instructions, participate in conversations, or write down their thoughts.
Trainer’s Tip: Provide written training materials, encourage note-taking, and engage verbal learners in role-playing customer service scenarios. For example, during team meetings, involve them in discussions about how to handle demanding customers or upselling techniques.
IV) Logical Learning
Logical learners prefer structured, systematic approaches to problem-solving. They excel when processes are explained logically and step-by-step.
Trainer’s Tip: Present tasks and processes in a clear, logical order. For example, explain the inventory management system by breaking down the steps of stock replenishment or troubleshooting common point-of-sale (POS) issues in a systematic way.
V) Kinesthetic Learning
Kinesthetic learners understand best through hands-on experience. They thrive when they can physically engage with the tools and environment around them.
Trainer’s Tip: Incorporate practical, hands-on training activities. For example, during a training session on store operations, have them physically set up a display, use the POS system, or restock shelves rather than just watching or hearing about it.
VI) Social Learning
Social learners excel in team-based environments. They thrive on collaboration, group discussions, and shared learning experiences.
Trainer’s Tip: Create opportunities for team-based learning, such as group role-playing exercises or collaborative problem-solving sessions. For example, have employees work together to develop solutions to common customer service challenges or brainstorm ways to improve sales.
VII) Solitary Learning
Solitary learners prefer independent study and reflection. They work best when given the chance to process information independently and at their own pace.
Trainer’s Tip: Assign self-study tasks or give solitary learners time to reflect on what they’ve learned. For example, provide written training guides or online modules they can complete individually and then ask them to prepare a summary or share their insights during a one-on-one meeting.
How Does Understanding Learning Styles Improve Employee Training?
Recognizing the different learning styles in your workforce allows managers to tailor training programs to suit individual needs. This not only improves retention but also improves engagement and employee confidence. Thus, offering a mix of visual aids, hands-on tasks, and collaborative projects ensures that each employee absorbs information in a way that works best for them.
For example, during onboarding, offering a combination of videos (for visual learners), group discussions (for social learners), and hands-on practice (for kinesthetic learners) will cater to various learning preferences. This tailored approach enhances knowledge retention, making training more effective.
“…teach in multiple ways to help students learn, to “convey what it means to understand something well,” and to demonstrate your own understanding. – Howard Gardner, Ph.D., Harvard Graduate School of Education at Harvard University.
Key Takeaways to Help Improve Employee Training
- Diversify Training Methods: Incorporate visuals, discussions, hands-on activities, and independent study to cater to all learning styles.
- Personalized Training: Understanding how each employee learns allows you to adjust your approach, improving individual and team performance.
- Enhance Engagement: By acknowledging learning preferences, you create a more inclusive training environment that encourages active participation.
Final Comments
Identifying and adapting to the different learning styles of your workforce not only facilitates a more efficient training environment but also improves work quality outcomes. Remember, the one-size-fits-all approach to employee training doesn’t work—variety and flexibility are key.
Thank you for reading our article!
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