Many learning programs fall flat. Why? It’s not because the content is ineffective, but because the support systems around them are missing. Training might be expertly designed and enthusiastically delivered, but without reinforcement and accountability, most of what’s taught is forgotten before it ever reaches application.

Organizations that want to see measurable results from their learning investments need to look beyond the classroom and build structures that help employees translate knowledge into action. That’s where required drivers come in.

What Are Required Drivers?

Required drivers are tools and mechanisms that help ensure critical behaviors are adopted and sustained on the job. These drivers monitor, reinforce, encourage, and reward the performance outcomes that training was designed to influence. They are not optional add-ons—they’re essential to making learning stick.

According to research, the majority of learners forget what they’ve learned within 30 days of learning it. Oof. Without some form of post-training support, we’re setting learners up to fail. Because even the most inspired learners return to environments that may lack the structure, feedback, or motivation needed to change behavior. Required drivers close that gap.

There are four core types of required drivers:

Reinforcement
Encouragement
Reward
Accountability

Each plays a unique role in shaping successful learning transfer.

Reinforcement: Supporting Learners When They Need It Most

The purpose of reinforcement is to help learners retain and apply their new skills at the moment of need. This is particularly important when tasks aren’t performed frequently or when learners need a quick reminder in real time.

One effective tool is the job aid. In a recent webinar with Vanessa Alzate, CEO of Kirkpatrick Partners, Vanessa shared an example about pharmaceutical reps using laminated reference cards that could fit into their bags, offering just-in-time guidance when working with physicians. Though simple, these tools provided invaluable reinforcement and supported real-world application.

Other effective reinforcement tools include:

Quick reference guides
Microlearning modules delivered in digestible bursts
Drip feeds of content tied to actual job timelines or behavior triggers
Refresher training strategically timed around key performance milestones

Instructional designers can think of these tools as part of a "learner arc"—a planned path that supports learners long after training ends.

Encouragement: Human Connection Drives Application

Learning doesn't happen in isolation. Encouragement from managers and peers is often the difference between knowledge and action. When employees feel supported, they’re more likely to try new behaviors, make mistakes, ask questions, and stick with the process.

Examples of encouragement tools include:

Peer coaching circles where employees can reflect and troubleshoot together
Mentorship programs that connect new learners with seasoned performers
Team discussions or manager-led follow-ups to reinforce takeaways and progress

Encouragement doesn’t just build confidence; it creates accountability through connection.

Reward: Recognition Doesn’t Have to Cost a Thing

There’s a persistent belief that rewards require a big budget, which most education teams don’t have. But what many employees really want is acknowledgement. Recognition, even when informal, can powerfully motivate ongoing performance.

In the webinar, Vanessa highlighted several no-to-low cost rewards, such as:

Verbal shout-outs during meetings
Handwritten notes or digital kudos
Internal badges, small tokens, or light gamification
“Paper high-fives” used during in-person sessions to boost morale

While monetary rewards have their place, the most consistent driver of behavior is often feeling seen and valued.

With Intellum’s reputation-based gamification features, education teams can make that recognition more structured and scalable—without increasing their budget. The platform enables organizations to issue badges for milestones and achievements, support skills-based reputation accumulation, and run time-based challenges that encourage deeper learning. It’s not about points for points’ sake; it’s about motivating mastery and celebrating progress in a meaningful way.

Accountability: Monitoring Critical Behaviors Effectively

Accountability is where many organizations fall short. Most learning teams wait until the 90-day mark to send a survey asking, “Did this training make a difference?” By then, the opportunity to guide or correct behavior has largely passed.

Instead, monitoring should begin early and continue through key stages. Vanessa recommends a 30/60/90-day cadence, which allows for observation, support, and course correction along the way. The idea is to gather data while there’s still time to act on it.

Ways to build accountability include:

Observations and shadowing
Dashboards that track specific behavior changes
Self-monitoring tools and reflection checklists
Regular touchpoint meetings or team debriefs

Early detection of challenges helps teams deploy additional reinforcement or uncover deeper performance environment issues before they escalate.

Implementation Advice: Start Small, Scale Smart

One of the best things about required drivers is that you don’t need to overhaul your entire training strategy to begin using them. Start with one behavior, one role, or one team. Choose a reinforcement or accountability tool and test how it impacts performance outcomes.

You can use both quantitative and qualitative data to assess effectiveness. While surveys can offer valuable insights, conversations through interviews or focus groups often reveal richer, more actionable information. Triangulating data from multiple sources will help lead to better decision-making and stronger learning ecosystems.

Importantly, don’t treat evaluation and support as bolt-on activities. The most effective programs bake required drivers into the design from the start. That means planning with the end in mind—what does success look like, and how will you help learners get there?

The Shift From Learning to Performance is Made Step by Step

Learning doesn’t end when the session does. That’s when the real work begins. The behaviors that drive organizational outcomes are shaped by the systems that surround learners—systems that must include reinforcement, encouragement, reward, and accountability.

By implementing required drivers that are realistic, human-centered, and strategically timed, you can significantly improve the odds that training leads to lasting change. Choose one tactic and start small. The path from learning to performance is built step by step, and it starts with support.