The forgetting curve describes how quickly people lose newly acquired information when no effort is made to retain it. In practice, studies show that employees can forget 70% of what they learn within the first 24 hours, a staggering loss that makes L&D investments vanish unless retention is actively managed.
For L&D leaders, this isn’t just academic, it’s a costly blind spot. When knowledge fades quickly, performance suffers, adoption stalls, and training ROI disappears. To counter this, you must design reinforcement into every stage of the learning journey from content design and delivery to practice, feedback, and retention monitoring.
In this article, we explain what the forgetting curve means for workplace learning, share proven strategies to help knowledge stick, and show how Whatfix embeds retention directly into workflows with in-app guidance, Self Help, Mirror simulations, and analytics.
What Is the Forgetting Curve Theory?
The forgetting curve demonstrates the exponential rate at which information is forgotten over time when no effort is made to retain it. It is based on a psychological theory (and later mathematical formula) originated in 1885 by German psychologist Hermann Ebbinghaus. It showed learners forget information almost immediately and can overcome knowledge loss by practicing spaced learning and knowledge recall exercises. Ebbinghaus tested his memory over various periods and came up with a visual representation of how the learned information fades over time.
What Is the Forgetting Curve Formula?
The formula to calculate the forgetting curve is: R = exp(=t/S)
- R = retrievability (or memory retention)
- t = time
- S = relative strength of memory
The History of Ebbinghaus’s Forgetting Curve
In 1885, German psychologist Hermann Ebbinghaus became the first to study memory scientifically. Using lists of nonsense syllables (like “WID” or “ZOF”), he measured how quickly he could relearn information after different time intervals. His method, called the method of savings, showed that memory declines steeply soon after learning, then levels off. This pattern came to be known as the forgetting curve.
Ebbinghaus also found that certain factors such as the meaningfulness of material, prior knowledge, sleep, and stress affect how quickly we forget. Most importantly, he discovered that repetition and active recall can slow forgetting. Each review session strengthens memory and lengthens the time before knowledge begins to fade, a principle later formalized in spaced repetition.
He is also credited with introducing the concept of the learning curve, which describes how performance improves with practice, though gains diminish with each additional repetition.
Together, these findings laid the foundation for modern cognitive psychology and continue to influence how we design workplace learning today. For L&D leaders, the lesson is clear: without reinforcement and opportunities to apply knowledge, even the best-designed training will quickly be forgotten.
Key Factors of the Forgetting Curve
While Ebbinghaus originally presented factors that influenced knowledge retention and loss, he (along with other psychologists) continued to refine and evolve their work on memory over time. This highlighted key factors that determine a person’s ability to retain knowledge and influences how fast a learner forgets information.
Here are the key factors that lead to the decline of knowledge retention.
- Information relevance: When our minds believe something is essential, we are more likely to remember it. This is why the significance of the information impacts how strong the memory is. The learning curve also shows us that knowledge is retained better when built on previously learned knowledge.
- Time: Humans forget 50% of new information within an hour of learning it and an average of 90% of new information is forgotten within the first seven days. This clearly states that the brain remembers less and less information as the hours and days go by.
- Complexity of learning material: Complex material may be hard to remember. The memory can only focus on so much before it starts forgetting the information. If you have nothing to connect complex material to or cannot focus on it for an extended period, it will get lost. This doesn’t mean you can’t learn complex material, you have to find ways to break down the material into pieces of information that are easier to remember.
- Presentation of material: How information is presented affects learning and how well the data is stored. You can make the same knowledge more or less memorable by changing how you communicate it. Typically, learners find it easier to absorb information 7% faster when provided visually
- Physiological factors: Physiological factors such as lack of sleep, stress, and anxiety are crucial for memory storage and brain health. Getting eight hours of sleep a night can improve your ability to restore memories from the day before. Similarly, keeping your stress and anxiety levels in check help store memories better.
How to Overcome the Forgetting Curve
L&D leaders need strategies that ensure training knowledge doesn’t fade after a single session. Below are some evidence-based methods to help employees retain information longer and apply it effectively on the job.
1. Reinforce training regularly
One-off training events often fail because knowledge fades soon after the session. Regular reinforcement, whether through refreshers, workshops, or ongoing practice, helps employees revisit and strengthen what they’ve learned.
2. Using different formats to deliver learning
Not all employees learn the same way, and not all skills should be taught through a single method. A multi-format approach addresses diverse learning needs and keeps content engaging.
- eLearning: Flexible online courses that allow employees to learn at their own pace.
- On-the-Job Training (OJT): Practical, hands-on experience guided by a mentor or manager.
- Instructor-Led Training: Classroom or virtual sessions where learners can ask questions and interact in real time.
- Collaborative Training: Peer-to-peer knowledge sharing through workshops or discussion groups.
- Video Training: Demonstrations and how-to videos that show processes step by step.
- Gamification Training: Learning activities that use game mechanics like points or badges to sustain motivation.
Blending these formats creates a more inclusive training program that improves both engagement and recall.
3. Make training interactive and engaging
Passive approaches like long manuals or lecture-heavy presentations rarely stick. Active learning where employees solve problems, participate in discussions, or practice skills creates deeper cognitive connections. Gamification elements, scenario-based exercises, and interactive modules help transform training from a chore into an experience that employees want to engage with.
4. Enable earning in the flow of work
Employees are more likely to remember what they apply immediately. “Learning in the flow of work” means embedding guidance, resources, and reinforcement into daily workflows so employees can learn while doing their jobs. This approach eliminates the gap between training and application, making knowledge relevant and actionable at the moment of need.
5. Microlearning
Long training sessions often overload employees with more information than they can retain. Microlearning delivers knowledge in small, targeted bursts, usually 3–5 minutes, that employees can apply right away. Because the content is short, focused, and accessible on demand, microlearning aligns with modern work patterns and improves both engagement and recall.
6. Spaced learning
Spacing training out over time strengthens memory more effectively than cramming everything into a single event. By reintroducing material at increasing intervals, spaced learning ensures employees recall knowledge just as they are about to forget it. Pairing spacing with activities like practice questions or short assignments helps reinforce knowledge even further.
7. Keep content relevant
Employees are more likely to retain information that feels directly useful to their roles. Training content should be tailored to job-specific scenarios, workflows, or challenges. When employees understand how training helps them perform tasks more efficiently, their motivation to learn increases and retention improves.
8. Ensure accessibility
Retention improves when employees can access training whenever and wherever they need it. Mobile learning, on-demand resources, and content designed with accessibility standards (such as WCAG) make training more inclusive and flexible. When training is easy to access, employees are more likely to revisit material, strengthening long-term retention.
Operationalizing Learning Retention with Whatfix
Turning retention strategies into measurable business outcomes requires more than theory, it requires tools that embed learning directly into the flow of work. Whatfix enables L&D leaders to reinforce knowledge, reduce forgetting, and accelerate skill transfer through a unified platform.
In-App Guidance for Step-By-Step Tasks
In-app guidance gives employees contextual, on-screen instructions that walk them through tasks as they perform them. Instead of relying on memory from a training session, learners see exactly what to do, when to do it, and why it matters, directly inside the application. This reduces cognitive load because employees don’t have to juggle between training materials and their workflow.
Self Help for Just-In-Time Answers
Employees can access on-demand support inside the applications they use. This eliminates the need to search external resources or interrupt peers, keeping workflows efficient while reinforcing knowledge in the moment of need.
Task Lists, Pop-ups, and Nudges
Automated reminders and prompts deliver reinforcement at the right intervals. These tools help learners revisit and apply knowledge over time, directly addressing the forgetting curve.
Mirror for AI Roleplay and Simulated Assessments
Whatfix Mirror allows employees to practice in realistic, risk-free environments before applying skills on the job. Through AI-powered roleplay, learners can engage in simulated conversations, decision-making exercises, or process walk-throughs that mirror real workplace scenarios. This helps employees move beyond passive learning and build confidence through active practice.
Mirror also supports adaptive assessments that validate user readiness for real-world scenarios. These interactive, role-based evaluations measure knowledge retention after training by asking employees to demonstrate new competencies and skills in tailored assessments. By adapting to the learner’s role and context, these assessments provide L&D leaders with accurate insights into workforce proficiency.
Analytics to Track Retention Impact
Whatfix analytics measure adoption, time to proficiency, and error reduction on real workflows. This data connects retention strategies to business outcomes, giving L&D leaders tangible proof of impact.
Frequently Asked Questions
What is Ebbinghaus’s forgetting curve?
The forgetting curve is a theory first introduced by Hermann Ebbinghaus in 1885. It shows how memory retention declines rapidly after learning unless knowledge is reinforced through techniques like repetition and recall.
How fast do people forget new information?
Studies suggest that people can forget up to 50–70% of new information within a day if no reinforcement occurs. The actual rate depends on factors such as the difficulty of the material, its relevance, and opportunities to practice and recall it.
How can organizations overcome the forgetting curve?
The most effective methods include spaced repetition, retrieval practice, microlearning, and embedding learning opportunities in the flow of work. These approaches reinforce knowledge over time and make it easier to recall.
What is the difference between the forgetting curve and the learning curve?
The forgetting curve describes how quickly memory declines after training, while the learning curve shows how quickly skills or knowledge are acquired with practice. Together, they explain how people learn, retain, and apply new skills.
Why is the forgetting curve important for L&D leaders?
Understanding the forgetting curve helps L&D leaders design programs that emphasize reinforcement, practice, and accessibility. This ensures training investments result in measurable performance improvements rather than forgotten knowledge.
Learning Clicks Better With Whatfix
Beating the forgetting curve requires more than well-designed training sessions, it takes reinforcement, practice, and support in the flow of work. Whatfix makes this possible by embedding guidance, self-help, and simulations directly into your applications, ensuring learning translates into lasting performance.
Request a free demo and see how Whatfix can help your workforce retain more and achieve more.
