It’s probably all too familiar: you learn something new, only to forget it faster than you can say, “I know this.” It’s frustrating – concerning even—especially in the workplace, where knowledge retention often decides whether lessons learned are applied to future projects. But why do we forget so quickly?
It turns out our brains are wired to shed new information within days or weeks unless we actively work to retain it. German psychologist Hermann Ebbinghaus formulated the Forgetting Curve Theory in the late 19th century, but it’s only recently that we’ve started to grasp its impact on, and implications for, corporate training.
The bright side is that once you know how the curve of forgetting works, you can actually take steps to combat it. All you need to do is provide a learning environment and training methodology that promotes real-world application, repetition, and reinforcement, like cohort-based, collaborative learning.
This article covers the science of forgetting, its cost to organizations, and why cohort learning is being used by high-performing organizations for knowledge recall and internalization.
So, here we go—no forgetting allowed past this point!
What is the Forgetting Curve? Ebbinghaus’s Theory Explained
In the late 1800s, Ebbinghaus set out to uncover a mystery that had puzzled humans for centuries: why do we forget things so quickly after learning them? Using himself as a test subject, Ebbinghaus memorized meaningless syllables and tracked how much he remembered at various intervals.
His experiments revealed a startling pattern: memory fades fast, with the sharpest drop occurring shortly after learning. Within a day, we forget about 50% of new information, and by the end of a week, up to 90% of it vanishes. Ebbinghaus plotted this decline on a graph, and the resulting curve showed just how dramatically our memories can fail us.
This became the basis for the forgetting curve, a simple yet powerful model that explains the natural decline of memory over time.
Modern neuroscience shows us just how right Ebbinghaus was:
A 2015 study recreated Ebbinghaus’s experiments using modern tools and reached the same conclusion. In today’s world of constant information overload, our brains still follow the same relentless trajectory—without reinforcement, we forget about half of what we learn in a single day, and the added burden of stress can make that percentage even higher.
Another experiment, published in 2022, took this further. Researchers asked participants to memorize sets of facts and then tested their recall after different points in time. The results echoed the curve of forgetting, but with a twist: when information was linked to something personally relevant or emotionally meaningful, the decline wasn’t quite as steep. It’s as if our brains decide what’s worth keeping and what gets tossed aside, all within hours of encountering it.
Let’s have a closer look at these and some other deciding factors.
Factors That Affect Learning Retention
So, why do we remember some things while others slip from our memory? The answer can be found in the complexity of our brains and the many conditions that influence how we learn, retain, and retrieve information.
Here’s an overview of the main retention-boosting factors to be aware of:
Things with relevance and meaning are easier to recall.
Learnings that have little significance to us, like the nonsense syllables Ebbinghaus studied, are much more prone to being forgotten.
For example, if you’re listening to a talk about something you don’t really understand or care about, you’ll probably forget it faster than if it were about something you find interesting or exciting. This is because meaningful information is often tied to emotions, personal experiences, or existing knowledge, making it easier for your brain to encode and retrieve later.
It’s common sense, really: what matters to us stays with us.
How we feel plays a big role in what we remember.
Ebbinghaus thought that physical factors like stress and sleep play a big role in memory formation. For many, it’s a frustrating cycle—stress makes it harder to remember, which leads to even more stress. But what exactly happens in the brain at that moment?
Research shows that stress releases cortisol, which makes it harder to form and recall memories and, ultimately, creates this frustrating loop. Sleep, on the other hand, helps the brain sort and store new information. Especially during deep sleep, the brain strengthens connections between neurons, helping us organize and retain what we’ve learned. So, rest is just as important as the effort we put into learning.
The right teaching method can make all the difference.
How we learn matters just as much as what we learn. Clear, organized explanations are easier for our brains to process and remember. Compare that to a random set of notes jotted down during a busy meeting with no apparent structure—who would remember all that?
In addition, microlearning, or breaking information into small manageable chunks, has a positive impact on knowledge retention. By focusing on one idea at a time, learners can absorb and apply concepts immediately without the risk of cognitive overload.
When and how often we review information matters.
Memory formation thrives on repetition. The forgetting curve example shows that without reinforcement, most new information fades much too quickly to reach our long-term memory—sometimes within hours.
Regular review, especially spaced over time, strengthens neural connections and makes the learnings easier to recall. One way of looking at it is to think of memory as a muscle. The more you “exercise” it with regular reviews, the stronger and more reliable those neural pathways become.
Active learning beats passive learning—every time.
Sitting through a lecture can feel productive, but our brains remember more when we get involved. Activities like tackling a real-world challenge or collaborating on a team project make learning stick because they engage multiple senses and encourage critical thinking.
For example, role-playing a sales negotiation or troubleshooting a technical issue allows learners to apply new concepts in a safe learning environment first before using them in high-stakes scenarios where mistakes matter. Viewed in this light, learning with a practical and experiential focus basically transforms training into a rehearsal for real-world success.
Why Traditional Employee Training Fails the Memory Test
Despite good intentions, traditional training initiatives often miss the mark, especially when it comes to long-term impact and measurable results.
This isn’t just a minor inconvenience; it can significantly reduce an organization’s bottom line. Poorly designed training programs lead to wasted resources, decreased productivity, and missed opportunities for growth. In fact, companies that prioritize the quality of their L&D training provisions generate twice the revenue per employee compared to those who neglect it. That’s a considerable advantage to leave on the table!
So, why do so many companies miss out on the full value of their training investments? Why do their L&D solutions fail the “memory test,” letting critical skills fade before they’re ever applied?
- A lack of focus: Many training programs cover too much or focus on the wrong things. For instance, teaching abstract theories without connecting them to real work scenarios wastes time and resources. Training should always align with critical skills that drive business success.
- Low engagement: Sitting through dry, one-size-fits-all training sessions is a fast track to boredom. People learn in different ways—some prefer visual aids, while others thrive in hands-on environments. Without interactive, varied approaches, it’s tough to keep employees invested.
- Poor retention: Even when training is engaging, it doesn’t always stick. If learners don’t apply what they’ve learned quickly or revisit it, the forgetting curve takes over. Regular testing and opportunities to practice are crucial for long-term memory.
- No collaboration: This one’s a big one—learning is social! Without collaboration, training feels isolated and forgettable. Sharing insights, solving problems together, and learning as a group makes it far more memorable.
Luckily, there’s a way to counteract these common pitfalls and make workplace learning as impactful as it can be. The power lies in the cohort.
Fighting the Curve of Forgetting: The Cohort Learning Solution
Traditional training methods often lead to skill erosion and knowledge gaps, but cohort learning helps address these challenges more effectively.
Unlike traditional, isolated training methods, cohort learning immerses learners in a collaborative, social experience. Participants progress through a structured program together, engaging in discussions, working on team projects, and tackling real-world challenges, which makes them much more invested in the process. It’s a shift from passive learning to an active, engaging experience that fosters real-world readiness.
At Intrepid, we’ve built a cohort learning platform with features like discussion forums, group work, and peer reviews to make that happen. By incorporating blended learning—mixing real-time collaboration with flexible learning journeys—we maximize engagement and knowledge retention.
And the best thing about it is everything we do is science-backed. Keep reading to find out more!
How Cohort Learning Improves Knowledge Retention
One important cognitive framework we use is the AGES model. It provides a clear structure for making learning personal and turning knowledge into action. The acronym stands for:
- Attention: Keep learners engaged with focused, interactive activities that eliminate distractions.
- Generation: Ask learners to generate their own insights to deepen their understanding and make the learnings more relevant to their personal experience.
- Emotion: Emotional connections, like a sense of achievement or excitement, can anchor memories and make them more retrievable. Tap into strong emotions for stronger memories.
- Spacing: Timing matters. Deliver lessons over time to build deeper, more durable memory pathways. Spaced repetition strengthens memory far better than cramming!
But how does the AGES model actually play out in the process of memory formation? Let’s explore how these principles come to life in effective cohort learning programs.
Collaboration
Retention improves when learning is social. Cohort learning leverages collaboration to deepen understanding and reinforce memory by encouraging active participation. Intrepid’s platform fosters this with tools like discussion forums, real-time chat, and peer reviews.
These features help learners exchange ideas, clarify concepts, and embed new knowledge in shared experiences. That’s the foundation of a strong learning community.
Engagement
Learner engagement hinges on creating meaningful, human-centric experiences. We focus on interactive content delivery to keep learners immersed. Gamified rewards, such as points and badges, celebrate progress and make motivation a natural byproduct. And to enhance connection and collaboration, real-time virtual events allow learners to share their knowledge with others and build relationships that extend beyond the course.
Motivated learners aren’t just participants—they’re problem solvers and innovators. They take what they’ve learned and use it to spark change.
Application
When employees get the opportunity to apply what they’ve learned, they’re much more likely to make real progress. There’s simply no substitute for hands-on experience. That’s why we integrate practical application into every step of the journey with:
- Scenario-based projects: Helps learners solve real-world challenges in a team effort.
- Role-play exercises: Offers a safe space to practice skills in a realistic setting, with AI-driven interactions to simulate dynamic conversations and scenarios. Learners can practice responding to real-world situations and receive personalized feedback from the AI, making the experience more interactive and scalable.
- AI-driven feedback tools: Provides immediate, actionable insights to improve performance, reinforcing skills learned through role-playing and practice exercises.
So, if you’re looking to create a more a impactful learner experience, consider incorporating these application-focused elements.
Meaningful Learning That Lasts: The Cohort Advantage
Ebbinghaus’s Forgetting Curve highlights a simple truth: without reinforcement, most workplace training fades fast. To make learning stick, organizations need methods that combat this natural decline in memory.
The power of cohort learning lies in its ability to make training memorable, practical, and sustainable. It addresses the shortcomings of traditional training methods by anchoring knowledge in collaborative and applied experiences. When learners share, engage, and practice together, retention improves—and so does real-world performance.
Ready to create learning experiences that stick? Explore how cohort learning can transform your training programs and drive better business outcomes. [Learn more here] and discover actionable strategies to enhance retention and engagement in your organization.
Frequently Asked Questions About The Forgetting Curve
What is the Forgetting Curve?
The Forgetting Curve, created by Hermann Ebbinghaus, shows how quickly we forget new information without reinforcement. Most of what we learn fades within days or weeks.
Why is the Forgetting Curve important in L&D?
Understanding the curve of forgetting helps companies design more effective learning strategies that improve retention.
How does cohort learning help with knowledge retention?
Cohort learning promotes collaboration, engagement, and active participation, making it easier to remember and apply new knowledge. This approach directly combats the Forgetting Curve by providing regular reinforcement and real-world applications.
How do you overcome the Forgetting Curve in training programs?
To combat the Forgetting Curve, incorporate strategies like spaced repetition, active learning, and collaboration. Design training programs that encourage engagement, real-world application, and regular review to reinforce learning.
