Knowledge Retention

Most of what you taught last month
is already gone.

That is not a failure of your trainers or your people. It is how memory works — and it is the single largest waste in most L&D budgets.

Request a Demo How it works

An employee completing a short daily retention drill on a mobile phone.

Understanding the forgetting curve

Without reinforcement, people lose a large share of new information within days and most of it within a month. Every organisation is paying for training twice: once to deliver it, and again in the performance gap that opens once it has faded.

The fix is not more content or longer sessions. It is retrieval — being asked to recall something at the point you are about to lose it, which is what moves a fact from recognition to knowledge.

The challenge in a real workplace

Retention is hardest exactly where it matters most: shift patterns, high turnover, dispersed sites, and no hour in the day that anyone can spare. Any tool that needs a room and a block of time has already lost most of the workforce.

Two to three minutes on a phone is the only format that survives that. It fits before a shift, during a quiet spell, or between appointments — and it works because it is frequent, not because it is long.

Retention you can actually see

Because every concept is scheduled per learner, the platform always knows how secure each person is on each topic. That produces something most L&D teams have never had: a live map of organisational knowledge rather than a completion report.

You can see which concepts are fading across the business, which teams need support, and whether last quarter’s programme is still holding.

Benefits

What the retention tools do

Spaced repetition, retrieval practice and certainty-based marking, wrapped in a habit people will actually keep.

Quick and engaging

Two to three minutes a day, on a phone, in a gap that already exists. Nobody is taken off the floor to learn.

Long-term retention

Spaced repetition brings each concept back as it is about to fade, so knowledge is still there months later rather than days.

Confidence, measured

Certainty-based marking separates someone who knows it from someone who guessed right — the difference that matters on the job.

Competitive elements

Streaks, progress and standings keep people coming back, and can be switched off entirely where a league table would do harm.

Any device, any time

Runs on whatever people already carry, around shifts and time zones, with progress synced across all of it.

Proof, not completions

Reporting on what each person actually knows, concept by concept, rather than who clicked through the module.

The organisational impact

Vertex cut training time by 87% while knowledge retention rose 60%. The two are not in tension — a shorter format repeated more often beats a longer one delivered once.

See the reporting

In their words

Wranx success stories

See how managers, like you, are using Wranx to make training land.

With traditional e-learning you can get saturated with information and knowledge – and that becomes useless. Wranx does the complete opposite and allows learners to digest information easily and at their own pace.

Chris Lorio Director of Commercial Training & Development Vertex

This platform has had a direct impact on our customers, as a higher level of training has ensured they have an enjoyable experience in store. The uplift in sales is clear, as customers said they were influenced by our store colleague’s advanced product knowledge!

Paige Davis Senior Training Manager The North Face

I have heard nothing but positive feedback from our employees about using Wranx. It’s a much more doable format for them and almost makes a game out of learning. It’s more bite-sized and doable on a repeat basis.

Kim Michaud Process and Project Leader DFIN

Product Training

Vertex