Using Rewards & Recognition to Improve The Impact of Training

July 15, 2012 | By Mike Ryan

Why have training investments underperformed? Ask anyone associated with them and you will hear a litany of reasons. Two of the more common excuses include: participants don’t prepare before the training sessions as much as they should, or they aren’t fully engaged during delivery. And while these conditions can always be improved upon, the main reason training does not have the desired long-term effect is because the lessons learned—and the behaviors they are designed to change—are simply not reinforced enough in the real world.


In this edition of Performance Perspectives will examine how smart companies are putting the business strategy behind the learning into a personal context, how they are aligning incentives with the desired behaviors and how they are leveraging available feedback loops to transform the company—one person at a time.