A nice post from Google: https://testing.googleblog.com/2023/11/write-clean-code-to-reduce-cognitive.html
How Cognitive Load Works
Cognitive load refers to the total amount of mental effort being used in the working memory at a given time. Working memory is the part of our brain responsible for holding and manipulating information needed for complex tasks like learning, reasoning, and problem-solving. It has a limited capacity and duration.
Cognitive Load Theory (CLT) posits that our working memory can only handle a certain amount of new information at once. When the demands of a task exceed this capacity, cognitive overload occurs, hindering learning and performance.
CLT identifies three types of cognitive load:
- Intrinsic Cognitive Load: This is the inherent difficulty of the material itself. It’s determined by the number of interacting elements that need to be processed simultaneously. For example, understanding a complex mathematical equation has a higher intrinsic load than memorizing a simple definition. Intrinsic load cannot be eliminated but can be managed by breaking down complex information into smaller, manageable chunks.
- Extraneous Cognitive Load: This is the load imposed by the way information is presented to the learner. Poor instructional design, irrelevant information, distracting visuals, and unclear instructions contribute to extraneous load. This type of load does not contribute to learning and can be reduced or eliminated through effective design.
- Germane Cognitive Load: This is the effort dedicated to processing and constructing schemas (organized knowledge structures) in long-term memory. It’s the “good” type of load that actively contributes to learning and understanding. Effective instructional design aims to minimize extraneous load to free up working memory resources for germane load.
In essence, the total cognitive load experienced by an individual is the sum of these three types:
Total Cognitive Load = Intrinsic Load + Extraneous Load + Germane Load
Effective learning occurs when the total cognitive load does not exceed the working memory capacity, and a significant portion of that capacity is dedicated to germane load.
Why Companies Struggle to Deal with and Identify Cognitive Load
Companies often struggle with cognitive load for several reasons, leading to decreased productivity, errors, burnout, and difficulties in learning and adapting:
1. Lack of Awareness and Understanding:
- Invisible Problem: Cognitive load is a mental phenomenon and isn’t always easily observable. Unlike physical strain, its effects might manifest as errors, delays, or decreased engagement, which can be attributed to other factors like lack of motivation or poor skills.
- Limited Training: Managers and leaders often lack training in cognitive psychology and CLT. They may not be aware of the concept or its impact on employee performance and well-being.
- Focus on Output, Not Process: Companies tend to focus on tangible outputs and deadlines rather than the mental processes involved in achieving those outcomes. This makes it difficult to recognize when employees are mentally overloaded.
2. Organizational Factors Contributing to High Cognitive Load:
- Information Overload: The modern workplace is characterized by a constant influx of emails, messages, meetings, and data. This relentless stream of information can easily overwhelm working memory.
- Complex Systems and Tools: Implementing numerous, often poorly integrated, software systems and tools can significantly increase the mental effort required to navigate and utilize them.
- Ambiguous Roles and Responsibilities: Lack of clarity in roles, processes, and expectations forces employees to spend mental energy figuring out what to do and how it fits into the bigger picture.
- Multitasking and Task Switching: Encouraging or expecting employees to juggle multiple tasks simultaneously severely strains working memory and increases extraneous load due to the mental “switching costs.”
- Poor Communication and Collaboration: Inefficient communication channels, unclear instructions, and lack of context can force employees to spend extra mental effort seeking clarification and understanding.
- High Workload and Time Pressure: Excessive workloads and tight deadlines leave little mental capacity for learning, problem-solving, or adapting to new information.
- Distractions and Interruptions: Open-plan offices, constant notifications, and frequent interruptions fragment attention and increase extraneous load by forcing employees to constantly refocus.
- Ineffective Training and Onboarding: Poorly designed training programs that present too much information at once, lack clear structure, or use confusing language can lead to cognitive overload and hinder learning.
3. Difficulty in Identifying Cognitive Load:
- Subjective Nature: Cognitive load is an internal experience, and individuals may not always be consciously aware of when they are overloaded or may be hesitant to report feeling overwhelmed due to perceived weakness.
- Lack of Direct Measurement Tools: While there are some physiological and subjective measures of cognitive load, they are not routinely used in most workplace settings. Identifying overload often relies on observing indirect signs.
- Attribution Bias: When employees struggle, managers might attribute it to a lack of skill or effort rather than considering the possibility of cognitive overload caused by systemic issues.
- Normalization of Overwork: In some company cultures, being constantly busy and feeling overwhelmed is normalized or even seen as a sign of dedication, making it harder to recognize and address the underlying issue of cognitive load.
- Delayed Consequences: The negative effects of chronic cognitive overload, such as burnout, decreased innovation, and high turnover, might not be immediately apparent, making it difficult to connect them directly to the underlying cognitive strain.
By understanding how cognitive load works and the various organizational factors that contribute to it, companies can begin to identify the issue and implement strategies to mitigate it, leading to a more productive, engaged, and healthy workforce.