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Training is Done - Now What? Ensuring Efficient Knowledge Transfer

– The Importance of Sustaining Training and Development

The Association for Talent Development (ATD) reports that companies spend an average of $1,273 per employee on e-learning each year. However, only 20% of this investment leads to knowledge transfer or skill application.

If employees do not apply what they have learned, then the training program fails to deliver value. How can organizations prevent this from happening?

A learning sustainment plan provides the solution.

Learning is Not a One-Time Event

To make it effective, leaders, managers, and supervisors must:

  • Align training with business objectives.

  • Participate in the course development.

  • Understand the learning goals.

  • Support employees after training concludes.

Many instructional designers successfully engage leaders in the first three steps. However, ongoing support after the training program ends is often overlooked. Some leaders assume that once employees complete the course, they will automatically apply the new skills. Unfortunately, this is rarely the case.

How Leaders Can Support Training Retention


1. Conduct Regular One-on-One Meetings

Frequent check-ins help reinforce the outcomes. During these meetings, leaders can ask:

  • What did you find most valuable in the training?

  • How have you applied your new skills? What worked well?

  • What challenges have you faced?

  • How can I provide additional support?

2. Establish ‘Reconnect’ Sessions

Reconnect sessions create opportunities for employees to discuss their experiences and refine their skills. These sessions can be held virtually or in person. Best practices suggest scheduling them 30, 60, and 90 days after a learning event.

During these sessions, leaders can:

  • Present case studies for employees to analyze.

  • Encourage employees to share examples of how it has improved their work.

  • Identify persistent challenges and facilitate peer-led problem-solving.

  • Provide updates on the e-learning topic and answer employee questions.

A Complete Strategy is Essential

An effective training program requires a comprehensive approach—from planning to sustainment. A structured follow-up process ensures that organizations maximize their investment.

By making learning an ongoing process, leaders foster better performance, higher job satisfaction, and long-term business success.

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