Every year, motor carriers invest thousands of dollars and countless hours into safety training programs. From classroom instruction to virtual modules, the goal is clear: educate employees on safe work practices to reduce incidents and create a culture of safety. However, too often, these trainings become a checked box instead of a step toward lasting behavior change. Unless new safety training is integrated into an employee’s daily job, most of what they learn may be forgotten within minutes.
THE PROBLEM WITH ONE-AND-DONE TRAINING
It is common for training courses to focus on the event itself, where new knowledge is transferred to learners. But learning does not stop when the training ends. German Psychologist Hermann Ebbinghaus’s research consistently showed that unless learning is reinforced, most people forget 70 percent of what they’ve learned within 24 hours. After one week, up to 90 percent can be forgotten.
This phenomenon, often called the “forgetting curve,” highlights a significant challenge: knowledge fades fast if unused. In the transportation industry, a forgotten procedure or overlooked hazard might result in a preventable accident or injury. That is why job integration—not just instruction—should be the goal of safety training.
JOB INTEGRATION IS CRUCIAL
Integration means connecting what an employee learned in training to the employee’s real-world job tasks. It’s about making new knowledge stick through repetition, feedback, and daily application. For example, if employees are trained on updated fall-protection protocols, supervisors can reinforce training during job briefings, safety meetings, and while observing work in progress. It also means adjusting workflows or expectations to reflect the training.
If forklift drivers complete refresher training on pedestrian awareness zones, then floor markings, signage, and traffic flow can reinforce that message. Otherwise, the training exists in a vacuum—detached from reality and easy to forget.
THE SUPERVISOR’S CRITICAL ROLE
Supervisors and managers are the bridge between training and behavior. Their involvement in the post-training phase is essential. They should model safe behaviors, follow up with questions, and coach employees through real scenarios that reflect what was taught. Without supervisor engagement, even the most well-designed training may fail to take hold.
Here are a few ways supervisors can support training integration:
- Reinforce Training Immediately: Follow up with the learner within twenty-four hours of the training to discuss what the employee learned and answer questions. This is a critical window during which reinforcement has the greatest impact.
- Conduct Hands-On Practice: Let employees apply their knowledge in a controlled, supervised setting. Whether operating new equipment or using new PPE, doing is more powerful than listening.
- Give Immediate Feedback: When you observe unsafe behavior, correct it in the context of the recent training. And when an employee demonstrates safe behavior, praise the behavior. Recognition helps reinforce the value of learning.
- Document and Follow Up: Use checklists or coaching forms to track whether employees apply their learning. This practice builds accountability and creates a paper trail of continued engagement with the material.
MAKING TRAINING STICK
Training integration should begin during the planning phase, not after. When designing a safety course, instructional designers should ask:
- How will supervisors be involved in reinforcing this?
- Are there job aids, checklists, or posters that can serve as reminders?
- Can we include real-life scenarios from our operations?
- Is there a mechanism for employee feedback after the training?
Motor carriers that excel at safety culture view training as a process, not an event. They integrate training into performance metrics, operating procedures, and employee and supervisor evaluations. Training becomes part of the job rather than something extra or optional.
WHY IT MATTERS
Training integration can directly impact risk. A driver who practices proper load securement may be less likely to experience a cargo shift. A warehouse worker who lifts items properly can potentially avoid injury. Integrating safety training into an employee’s job can also improve morale.
Employees often feel supported when given the tools, time, and reinforcement needed to do their jobs safely. Moreover, from a compliance standpoint, integrated training can help prove due diligence. If an incident occurs, triggering an OSHA or DOT investigation, documentation of training and evidence of follow-up can demonstrate that your company takes safety seriously.
Planning and delivering a safety training session is only the beginning. Most of the training effort may be wasted if the lessons learned are not reinforced and applied in the workplace. Job integration is a key to making safety training meaningful and effective. Supervisors should be empowered and expected to play an active role in this process, ensuring that employees both remember and live the safety lessons they’ve been taught.
Note: These lists are not intended to be all-inclusive.
The information in this article is provided as a courtesy of Great West Casualty Company. To see what additional resources Great West Casualty Company can provide for its insureds, please contact your risk control representative, or click below to request a quote.
