Key takeaways
- The real problem is not training but people leaving after training.
- Let growth be small and visible. Then staying feels better than leaving.
- Link rewards to proven steps, not hours in a class.
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Agree simple arrangements for knowledge transfer.
The real problem
You pay for training. Someone learns a lot. Then that person leaves. You are left with no knowledge and no time. That feels rotten. You just want people to stay and for what they learn to make your team stronger.
Good news: you can steer this with simple agreements and clarity. No difficult contracts. But small steps that make someone proud and that you can see.
Make the path super clear
What you do: Write on one sheet what a person learns and proves in the first 90 days.
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Goal: What can you do by then independently.
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Three proofs: show something small that you actually made or did.
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Release: after each proof, you get more responsibility.
Why this helps: people know where they are going. You see progress. Staying feels logical.
Give a simple pat on the back every week
What you do: Each week, say one concrete thing that was good. Write it down briefly.
Example: “Because of your checklist, we finished 30 minutes faster at customer X.”
Why this helps: people want to be seen. Pride binds better than fines.
People stay not because of fines but because of progress they see and feel.
Grow wages with the facts
What you do: Link small bits of pay or benefits to proven steps, not titles.
Example: after proof 1, you get independent duties. After proof 2, you get breakdown bonus or extra day of home work.
Why this helps: progress feels fair and clear. People stay to get to the next step.
Set up a simple “stay or leave” plan
People can leave anyway. Make sure you don't lose everything then.
What you agree on at the start:
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On departure within 6 months: 1 short transfer session of 60 minutes.
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The evidence folder remains in the team.
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Open checklists are finished or neatly handed over.
Why this helps: No fuss, no bother. You keep the knowledge in house.
Small calendar to get started
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Week 1: write the 90-day sheet with goals and 3 proofs.
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Week 2: create a simple evidence folder in your shared folder.
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Week 3: Schedule 10 minutes every Friday to give and record 1 compliment.
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Week 4: Link a small reward to evidence 1 and evidence 2.
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Week 5: prepare the departure plan on 1 page.
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Week 6: Look together at what worked and what is still missing. Adjust the sheet.
What you notice quickly
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Less stress when someone leaves because the knowledge stays.
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More eagerness to stay because the next step is clear.
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Less discussion, more doing.
Briefly: Keep learning small, visible and honest. That way training stays on your team and not with the competition.
Book a meeting with Tarquin, founder of MediaGuru, to solve your challenges.
