If some of your department’s training misses the mark for people, perhaps behavioural science can change that trend. Ravinder Tulsiani explores how L&D teams can boost engagement in sessions, the motivation to learn and retention to increase performance, by designing programmes that align with how people really learn and behave

Traditional training methods often fail to translate into real-world behavior change, however applying principles from behavioral science, programs can be more engaging, impactful, and aligned with how people naturally learn and retain information.

1. Make learning easy and habitual

For training to be effective, it must be easy to access and seamlessly integrated into employees’ daily routines. Behavioral science offers strategies to reduce cognitive strain and encourage habitual learning.

• Cognitive Load Theory: Avoid overwhelming learners with too much information at once. Break content into digestible chunks, simplify instructions, and remove unnecessary complexity
  
  
• Microlearning: Deliver training in short, focused sessions to improve retention and engagement. People are more likely to complete small learning modules rather than lengthy courses
  
  
• Habits and triggers: Use reminders, nudges, and prompts—such as calendar notifications or learning streaks—to create consistent learning behaviours

By designing learning experiences that fit naturally into people’s workflow, L&D teams can increase participation and retention.

2. Leverage motivation and engagement

People are more likely to engage with training when they feel motivated. Behavioral science provides insights into fostering both intrinsic and extrinsic motivation.

• Self-Determination Theory: Learning is most effective when people feel a sense of autonomy (control over their learning), competence (the belief that they can succeed), and relatedness (a connection to peers or a larger purpose)
  
  
• Gamification and rewards: Points, badges, and leader boards can boost engagement—but only when tied to meaningful learning objectives rather than superficial achievements
  
  
• Behavioral momentum: Start with small, easily achievable tasks to build confidence. This creates positive reinforcement, meaning that people are more likely to persist in learning.

When L&D professionals create training programs that appeal to learners’ internal motivations, engagement increases naturally.

3. Encourage application and retention

One of the biggest challenges in corporate training is ensuring that employees retain and apply what they’ve learned. Behavioral science techniques can help reinforce learning and drive real-world application.

• Spaced repetition: Reinforce key concepts over time rather than relying on one-time training sessions. This combats the forgetting curve and improves long-term retention
  
  
• Retrieval practice: Encourage learners to actively recall information through quizzes, case studies, and scenario-based exercises. This strengthens memory and enhances problem-solving skills
  
  
• Behavioural modelling: Show examples of desired behaviours using video demonstrations, role-playing, and real-world case studies. Seeing behaviours in action makes it easier for learners to replicate them

By designing training programs with reinforcement strategies, L&D professionals can ensure that learning sticks and translates into workplace performance.

4. Reduce friction in learning

Even highly motivated people may struggle to complete training if they encounter obstacles. Behavioral science offers ways to remove barriers and streamline the learning experience.

• Choice architecture: Simplify navigation in learning platforms and structure content in an intuitive way. Reduce unnecessary steps that could discourage participation
  
  
• Default options: Automatically enrol employees in key training sessions rather than requiring them to opt in. Research shows that people are more likely to follow through when the default option is participation
  
  
• Commitment devices: Encourage learners to set training goals and publicly commit to completing courses. Social accountability can significantly increase follow-through

By designing training with minimal friction, L&D professionals can boost completion rates and engagement.

5. Utilise social and environmental influence

Learning is a social process, and behavioral science highlights the power of peer influence and environmental cues in shaping behavior.

• Social proof: Show employees how their peers are engaging with learning programs. Highlighting participation rates or testimonials can encourage hesitant learners to join in
  
  
• Peer learning and communities: Create discussion forums, mentoring programs, or collaborative learning groups. Employees often learn best from their colleagues
  
  
• Nudges and feedback loops: Provide timely feedback and subtle reminders to keep learners engaged. Short, well-timed nudges—like progress updates or skill development suggestions—can help sustain motivation

When employees see learning as a shared experience, they’re more likely to engage consistently.

6. Align training with real-world behaviours

Ultimately, the goal of corporate training is to drive behaviour change and therefore performance improvement. Behavioral science provides techniques to bridge the gap between learning and real-world application.

• Implementation intentions: Help learners plan when, where, and how they will apply new skills. Encourage them to set specific action plans (e.g., “After our next team meeting, I will apply this feedback technique”)
  
  
• Behavioural diagnostics: Identify barriers that prevent employees from applying what they learn and design targeted interventions. For example, if employees struggle with time management, build learning solutions around real-time coaching
  
  
• Contextual learning: Use real-world scenarios, simulations, and hands-on activities that mimic workplace challenges. Employees are more likely to apply skills learned in realistic settings

By ensuring training aligns with workplace realities, L&D professionals can drive meaningful behavioral change.

Applying behavioural science for lasting impact

Behavioral science provides a roadmap for designing training programs that go beyond knowledge transfer to drive actual behavior change. By making learning easy, leveraging motivation, reinforcing retention, reducing friction, utilising social influence, and aligning training with real-world applications, L&D professionals can maximize the effectiveness of their programs.

As organisations continue to invest in upskilling their workforce, applying behavioural science principles will be key to ensuring that training delivers lasting impact—not just in theory, but in practice.

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Ravinder Tulsiani is Director SE Learning