Simulation-Based Training: Better Retention Outcomes You Can Measure

When it comes to employee onboarding and education, simulation-based training has become a strategic asset in industries beyond healthcare. Improving how quickly material is retained directly translates to operational performance, safety, and compliance; yet, one of the highest barriers for decision-makers isn’t whether simulation works—it’s how to prove it.

Why Retention Matters to the Bottom Line

Poor retention results in rework, compliance violations, and inconsistent performance. In a hospital setting, forgetting a step in central line placement can lead to patient harm and legal risk, while in finance, a new hire failing to retain anti-money laundering (AML) red flags during customer onboarding can result in missed fraud detection, regulatory breaches, and reputational damage to the firm. Retention is about readiness, and readiness is a huge factor in profit protection.

According to the Learning Pyramid model, passive methods like lectures and reading result in 5–20% retention. By contrast, learning by doing —the precise scenario that simulation-based training provides —yields retention rates of up to 75–90%. 

The difference isn’t just cognitive, it’s operational.

Simulation-Based Training = Learning That Sticks

In contrast, active learning experiences, such as those provided by simulation-based training, engage multiple brain regions simultaneously—visual, auditory, motor, and emotional—which significantly boosts the likelihood that information will be stored and retrieved when needed. 

A 2010 study published in The Journal of Engineering Education found that learners who participated in simulation-based instruction outperformed their peers and experienced an overall increase in motivation.¹ This is because simulations mimic the context in which knowledge will be applied, making the learning relevant, actionable, and interesting—all key factors identified by neuroscience as critical to memory formation (Brown, Roediger, & McDaniel, Make It Stick, 2014).

In practice, this means that an employee who has completed a safety simulation is far more likely to recall the steps under pressure than someone who has simply watched a slideshow. It also means that organizations benefit from faster ramp-up, fewer errors, and reduced retraining costs—critical drivers of productivity and profit margin.

Simulation-based training doesn't just make learning more engaging—it transforms it into something that sticks, enabling smoother operations and higher organizational resilience.

Measuring The Impact

Pre- and Post-Assessments:

Simply stated, the most effective way to quantify the impact of simulation-based training is by measuring what learners knew before—and what they retained after. Pre- and post-training assessments provide a comparison between baseline knowledge and post-training competency. This straightforward measurement allows you to quantify the impact of your curriculum in real time.

Platforms like SIMTICS and SimTutor Author bake this measurement process into the platform so you can easily assess knowledge levels before and after training. In addition, integrated assessments can be customized to reflect your operational procedures and automatically tied to each simulation module. This allows for immediate feedback, automatic scoring, and an evolving performance record that instructors and managers can review at any time.

In environments where safety, accuracy, or compliance is non-negotiable, these metrics add to your operational intelligence.

Spaced Repetition Analytics:

Retention builds over time through reinforcement. Spaced repetition, a cognitive technique in learning science, is the process of re-engaging with increasing amounts of training content over time to strengthen memory and recall.

Simulation-based training is particularly well-suited for this purpose. Unlike a one-time lecture or static video, simulations can be revisited. Learners can encounter new outcomes, repeat decision-making processes, and build confidence over multiple interactions.

SimTutor Author supports this kind of iterative engagement by allowing training managers to create re-playable modules with branching scenarios, randomized challenges, and time-based checkpoints (don’t panic, it’s much easier than it sounds to set these up!). The platform also tracks usage over time, providing insight into which learners are reinforcing their skills and where additional nudges may be needed.

Spaced repetition is built into simulation-based platforms, providing training that sticks.

Manager Observation Checklists:

Quantitative data is powerful, but the human lens remains critical, mainly when translating simulation-based training into field performance. Observation checklists are a structured way for your managers and instructors to assess how effectively learners apply skills in the real world.

These checklists can include key indicators like:

• First-time task success
• Adherence to safety protocols
• Use of proper techniques
• The number of support tickets submitted post-training

By integrating these observations into your overall learning strategy, you establish a feedback loop that links virtual readiness with operational performance.

Platforms like SIMTICS allow you to link simulation outcomes with real-world observations. You can identify who required multiple attempts in a simulation and then track whether that same individual needs extra support on the floor. This type of blended insight bridges the gap between training and execution—and empowers leaders to intervene early, coach more effectively, and allocate resources where they matter most.

• Pre- and post-assessments: Establish baseline knowledge, then test again post-training. Use SIMTICS or SimTutor’s built-in assessments to track these automatically.
• Spaced repetition analytics: Allow learners to revisit simulations and build long-term memory through interval practice—a proven cognitive strategy for retention.
• Manager observation checklists: Track learner performance across multiple real-world indicators—safety compliance, first-time pass rates, or support tickets logged post-onboarding.

The Payoff

In high-stakes, high-cost environments, training is about preparing people to perform reliably when it matters most. Simulation-based training elevates your learning strategy from mere awareness to genuine retention, where actions become second nature and mistakes are identified and corrected before they occur.

With platforms like SimTutor Author and SIMTICS, you’re not only delivering content—you’re building confidence, capturing data, and creating a culture of readiness that scales across teams, shifts, and sites. From real-time assessments to retention analytics and observational insights, these tools help ensure your investment in training is backed by measurable, operational returns.

Ready to turn retention into results?

Book a demo today and discover how simulation-based training can help your teams learn faster, retain more information, and perform better in your company.

1. Koh, Caroline, et al. “Investigating the Effect of 3D Simulation Based Learning on the Motivation and Performance of Engineering Students.” Journal of Engineering Education, vol. 99, no. 3, July 2010, pp. 237–251, onlinelibrary.wiley.com/doi/10.1002/j.2168-9830.2010.tb01059.x/full, https://doi.org/10.1002/j.2168-9830.2010.tb01059.x.

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