3.
Low learner or employee retention
Learners or newly hired workers disengage before completing training or remaining in employment long enough to create value.
STRATEGIC DIAGNOSTIC QUESTION
Are learners/workers motivated and supported to complete training?
Assesses whether support systems and workplace conditions help participants persist through training and transition into work.
RECOMMENDATION
Support systems are effective
Current support and retention mechanisms adequately sustain learner and employee engagement.
RECOMMENDATION
Support coaching and mentoring models
Introduce coaching, mentoring and practical support structures to improve completion and retention.
Employer Role
- Provide workplace mentors
- Offer work-based learning opportunities
Offer mentoring and structured work-based learning opportunities that help learners integrate into the workplace. Personalised support improves motivation and persistence.
Employer Benefit
- Higher completion rates
- Lower turnover
Mentor schemes, buddy systems and structured onboarding plans support retention during training-to-work transitions.
EXAMPLE TYPE
Mentored work-based learning model
Employers assign workplace mentors and provide structured work-based learning opportunities to support learners during training and transition into employment, improving completion and retention.