You trained them.
They nodded. Took notes. Maybe even roleplayed a few scenarios.
But a week later…
- Calls sound the same
- Objections aren’t handled
- TOs are fumbled
- Follow-ups get sloppy
You’re left thinking:
“Didn’t we just go over this?”
You did. But they didn’t retain it.
Here’s why — and what to do about it.
1. Most Training Gets Forgotten in 72 Hours
It’s not your team’s fault — it’s biology.
Studies show that without reinforcement:
- People forget 50% of what they learn within a day
- Up to 90% is lost within a week
This is called the Ebbinghaus forgetting curve.
And unless your training system fights it, your content will disappear into thin air.
2. Information ≠ Installation
You don’t build skill through exposure.
You build skill through repetition and feedback.
Think about it:
- You don’t learn how to handle objections by hearing examples
- You learn by doing it badly → getting coached → doing it better
If your team keeps forgetting, it’s not because they’re lazy.
It’s because no one helped them install the behavior.
3. Your System Might Be Teaching Too Much, Too Fast
Trying to cover 12 things in one session?
You’ll get zero.
Instead, try this:
✅ 1 concept per week
✅ Tied to one behavior
✅ Practiced intentionally
✅ Reinforced by leadership
Microlearning wins.
Because small wins stick longer — and stack faster.
4. Observation Is the Missing Ingredient
Want training to actually change behavior?
Your managers need to:
- Watch the rep in real interactions
- Coach immediately after
- Connect the behavior to results
This is where learning moves from theory → muscle memory.
Without observation, you’re guessing.
With it, you’re guiding.
5. Make It Visual. Make It Rhythmic. Make It Matter.
Boost retention with:
- Quick visual aids (one-pagers, desk prompts)
- Structured refreshers (weekly huddles)
- Gamified reps (team challenges, skill battles)
- Manager modeling (leaders demonstrate live)
And most of all: connect the dots.
Make sure your team knows why this skill matters — and where it shows up in their paycheck.
Final Thought
Your people aren’t broken.
Your training loop might be.
If you want your team to retain what you teach —
you’ve got to stop dumping knowledge and start installing skill.
That takes rhythm.
That takes leadership.
That’s where growth begins.
