In the realm of corporate training, one of the most overlooked yet critical elements of habit formation is the cue—the trigger that sets the entire habit loop into motion. For learning experiences to become habitual, they must be consistently initiated by effective cues embedded within the learner's environment.

But what exactly are cues, and how can learning designers use them to create more effective, repeatable training experiences? Let's break it down.

What is a Cue?

A cue, also known as a trigger, is a signal that prompts a specific behaviour. It can be something as simple as a time of day, a specific location, an emotion, or a notification that reminds the brain to initiate a behaviour. Cues act as a catalyst for routine action, which in the context of corporate learning could be the starting point for engaging with a training module, attending a workshop, or reflecting on a new concept.

There are several types of cues:

• Time-Based: Specific times of day or week (e.g., daily email prompts to review lessons).
• Event-Based: Certain actions or events (e.g., a sales meeting triggering a review of relevant training material).
• Environmental: Visual or situational triggers (e.g., a workstation reminder or a desktop widget encouraging a 5-minute microlearning session).
• Emotional: Feelings or states that initiate action (e.g., feeling stressed triggering mindfulness training).

How Cues Drive Learning

Effective learning cues work by seamlessly fitting into employees’ daily workflows, minimizing resistance to starting the learning process. Without a cue, learning opportunities remain sporadic or dependent on external motivations, which can be fleeting.

Here are some practical ways to leverage cues in corporate learning:

1. Time-Based Cues for Consistency

Learning experiences that occur at a specific time each day, such as a scheduled training reminder, are powerful. By sending a daily push notification at 9 AM to remind employees to complete a five-minute microlearning exercise, you’re using a consistent cue to trigger a learning behaviour.

Incorporating time-based cues into a routine ensures that learning becomes a predictable and stable part of the workday.

2. Event-Triggered Learning

Imagine a team preparing for a project debrief meeting. A notification in their project management tool could cue them to revisit a training video or a set of guidelines relevant to the upcoming discussion. This is event-triggered learning, where a specific task or event signals the need for learning.

These types of cues are particularly effective in just-in-time learning environments, where employees need information or skills exactly when they are most relevant.

3. Environmental Cues: Subtle and Persistent

Environmental cues are physical or digital elements in an employee’s surroundings that prompt action. For example, an icon on a desktop dashboard, a sticky note, or even a company chat bot could serve as a cue to remind employees of available training resources or checklists.

By integrating learning cues into the tools employees already use, such as a Slack reminder or a visual notification on a project management board, training becomes a natural part of the work environment.

Designing Effective Cues for Learning

Not all cues are created equal. For a cue to work effectively, it should be:

• Clear: The trigger must be easy to recognize. A vague or easily missed cue won’t be as effective as a well-timed, prominent reminder.
• Aligned with the Routine: Cues should be tied directly to the routine you want to trigger, such as a notification to read an article before a weekly meeting.
• Contextually Relevant: A cue works best when it aligns with the learner’s immediate needs or context, like offering a reminder to review customer service tips right before interacting with a client.

Final Thoughts: Mastering Cues in Learning Design

Cues are the entry point for any habit. Without the right cue, the learning habit never takes off. As learning experience designers, our job is to understand the workflows, environments, and rhythms of the employees we design for and to strategically place cues that trigger learning behaviours.

Incorporating effective cues into corporate learning systems is the first step in transforming one-time training events into habitual learning experiences that employees want to repeat.