The worst-kept secret in training and development is that while talent development professionals work hard to design and deliver meaningful, effective training, employees often don’t use what they’ve learned on the job. Over the years, many ideas have been suggested to solve the problem of learning application, such as human performance improvement, coaching, action learning, performance support, e-learning, mobile, social, 70-20-10, microlearning—the list goes on. We won’t solve all learning application problems in this space, but we’ll present some practical suggestions to designing learning in a way that gets employees using it on the job.