cognitive overload

How To Avoid Cognitive Overload

Cognitive overload brings disadvantage to employee training processes as learning capability is restricted, a potential detriment to the performance of employees. Cue microlearning!

The cognitive overload theory is described as the occurrence of the brain being fed too much new information within a period of time, to the point where nothing can be absorbed. Despite its lingering presence in everyday employee training, cognitive overload can be avoided with the implementation of microlearning.

It has been proven that the average individual can only store 3-5 pieces of new information at any given time, meaning it is essential to provide new content in bite-sized chunks. Learners who receive new knowledge in small bursts are able to retain information and eventually are able to store information in their long-term memory.

We have done the hard work for you and have set out the four strategies on how to avoid cognitive overload.

1. Outline a framework with objectives for employees to work towards

When learners see a clear path toward what they can achieve, productivity and engagement are significantly boosted. Creating a framework is the first step in avoiding cognitive overload as it sets out a plan of which is followed by employees in the onboarding stage, as well as in ongoing training.

2. Implement microlearning!

Microlearning is the answer to all of your knowledge retention prayers where short lessons provide more knowledge than traditional training programs which span over hours. The basis of microlearning is its concise model, whereby information is in digestible chunks, reinforcing important concepts through its many features.

3. Create opportunities for collaborative learning

Collaborative learning is beneficial to employees’ learning capability as the sharing of information amongst colleagues bridges potential gaps in learning. Peer authoring is a feature important in a collaborative environment as learners are able to leave helpful and constructive feedback on lesson material.

4. Incorporate gamification into employee training strategy

Gamified learning instantaneously boosts employee engagement and productivity in company processes, enhancing their performance. An increase in skill set is facilitated by intrinsic and extrinsic motivation encouraging employees to progress through course content to develop relevant skills to successful execute corporate processes.

 

Want to learn more about the best way to implement microlearning?

If all of the above resonates and you’ve got to train a large, disparate group or workforce in the latest practices and policies of your organisation, get in touch at enquiries@edapp.com. You can also try EdApp’s Mobile LMS and authoring tool for free by signing up here.

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