How To Increase Employees’ Memory with Interactive Videos

Remembering can sometimes be tricky. Haven’t you ever experienced that you were supposed to learn something from a seminar, but you just couldn’t help but forget at least half of what you were supposed to remember.

Or worse, that you have given a seminar, yet your employees just cannot remember a great deal of what you wanted them to know.

Don’t worry, it is not your teaching skills nor does it have to do with your employees’ learning skills.

However, you might be able to go the extra mile to have an up-to-date staff.

Wasting Time

How employees try to retain information at work.

How employees try to retain information at work, from the study by Bridge.

In early 2017, fellow learning platform Bridge studied how well employees would retain information and were able to report that an organization with about a 1,000 employees would waste close to 6,000 hours because they forgot what they were supposed to know.

These are hours spent googling information, asking colleagues, and flipping through notes to figure out what they had to remember.

Obviously, if you only get one opportunity to retain the necessary information, such as a seminar or a short course, then most of the information would not stick.

After only twenty minutes, you will already have forgotten about forty percent of the recently acquired knowledge. After two days, you will already have forgotten up to seventy-five percent.

The Ebbinghaus Forgetting Curve

A visualization of how soon the material is forgotten.

This is evident in the research by Hermann Ebbinghaus in his groundbreaking Über das Gedächtnis, literally “On Memory”.

He created the Ebbinghaus Forgetting Curve, which indeed shows that there is an exponential loss of retained information, with a steep drop in the first twenty minutes and the first couple of days.

Repeat, Repeat, Repeat!

The Ebbinghaus Forgetting Curve, a visualization by The University of Waterloo.

The Ebbinghaus Forgetting Curve, a visualization by The University of Waterloo. The orange line indicates how much would be remembered if the material were to be reviewed.

How do we battle this forgetting curve, then? Repetition is key!

In many companies, the solution for this problem is blended learning: a combination of both an online and offline component.

There is indeed a great advantage to studying both offline and working with an elearning as it grants the learners more liberties with where, when and how they learn.

However, the urge to helping your employees to remember is lacking in most of these approaches. Elaborate studying does not work if the material is never repeated.

As is further underlined in the study by Bridge where employees indicate that they have a need of being remembered of said information.

Triple Blend Learning

Enter here what at HiHaHo has been dubbed triple blend learning. You heard it. Triple! Not just a blend, but a triple blend.

The third component consists of online learning boosters. Online learning boosters are used to anchor the newly acquired information in the employees’ brains and to ease to struggle of remembering. By repeating the information by sending out one of these learning boosters, will easily help employees to retain the necessary information.

You can expect an article elaborating on Triple Blend Learning soon. Keep an eye on our website or social media to learn more!

Make It Interactive

And it gets even better: interactive video is perfect for this aspect of learning. By adding interactivity to these short videos, they will serve as an active reminder of the theory at hand and will guarantee employees that are better equipped to battle forgetfulness.

By combining both the interactive aspect with a reminder of the material, your employees will retain more of the information.

Now do set a reminder for yourself to implement this, otherwise you might forget to do so.

You can read the full report on the study by Bridge here.

So how is your memory? Do you recognize the forgetting curve? Let us know in the comments!

Ferdinand Dillema




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