Once a cue has triggered a behaviour, the next phase of habit formation is the routine—the actual behaviour or action the learner takes. In the world of corporate training, routines are the learning tasks, activities, and experiences that we want employees to engage with consistently.

Creating effective routines is about more than just delivering content; it's about making learning a repeatable, easy-to-follow process. Let’s explore how to design learning routines that stick.

What is a Routine?

A routine is a sequence of actions that happens in response to a cue. In corporate learning, routines can include engaging in e-learning modules, completing quizzes, attending workshops, or even applying new knowledge in day-to-day work tasks.

For a learning routine to become habitual, it needs to be simple, achievable, and rewarding. The more intuitive the routine, the more likely employees will repeat it and integrate it into their work habits.

Why Learning Routines Matter

Routines are the backbone of any habit loop. The more an employee repeats a routine in response to a cue, the more automatic that behaviour becomes. Over time, well-designed learning routines make it easier for employees to engage with content, helping them absorb information and apply it in real-world scenarios.

Tips for Designing Effective Learning Routines

1. Start Small with Microlearning

Microlearning is one of the most effective ways to build learning routines. Breaking down learning content into small, bite-sized modules makes it less intimidating and easier to complete. For example, a five-minute video tutorial or a daily knowledge check is far less overwhelming than an hour-long training session.

Small learning routines increase the chances of completion and encourage employees to repeat them regularly.

2. Integrate Learning into Workflows

Routines are most effective when they align with the employee’s existing workflow. If a sales team is always preparing for client calls, you could design a learning routine that involves revisiting sales training modules before key meetings. By making learning part of their daily responsibilities, it becomes an embedded routine rather than an additional task.

3. Make it Interactive and Engaging

An effective routine doesn’t have to be passive. Active learning techniques—like interactive quizzes, gamified challenges, or peer feedback—make routines more engaging. Employees are more likely to return to a learning task that stimulates their curiosity or offers a sense of achievement.

Gamifying learning routines with badges, points, or rewards can also incentivize employees to return and engage with the material.

Optimizing Learning Routines for Long-Term Success

An effective routine is one that balances complexity and achievability. If the task is too difficult or time-consuming, employees are unlikely to repeat it. On the other hand, if it’s too simple, it might not provide enough value to justify the effort.

To optimise routines for long-term engagement, consider these questions:

• Is it repeatable? Can employees easily complete the routine on a regular basis without much mental effort?
• Does it add value? Is the learning routine immediately useful, helping the employee solve a real problem or perform a job function better?
• Is it motivating? Does the routine incorporate elements that keep learners engaged, such as social interaction, feedback, or progress tracking?

Final Thoughts: Designing Learning Routines that Stick

Routines are where learning habits are truly formed. By making learning experiences simple, engaging, and relevant to employees’ everyday tasks, you can create routines that employees want to return to. In the end, well-crafted routines are what turn one-off learning events into sustainable learning habits.