eLearning courseDyninno Group
Retention Course for Sales Supervisors
A 60-minute eLearning course and a 1-hour live session that teach sales supervisors how to keep new agents. Built from an analysis of exit-survey data on why new agents leave.
- Audience
- Sales supervisors, some first-time leaders
- Format
- 60-min eLearning in 6 blocks, 1-hour live session, AI practice trainer
- My role
- Analysis, course map, objectives, 3 blocks
- Tools
- PowerPoint, Claude, ElevenLabs, Mindtickle
- Problem
- Retention was part of supervisors' KPIs, and we wanted to equip them with the skills that help keep people. The existing communication course wasn't reducing early resignations.
- What I did
- Analyzed exit-survey data, interviewed subject matter experts, wrote the course map and objectives, and built 3 of the 6 blocks as narrated video episodes.
- Status
- In production. Success measures are defined for launch.
The problem
Retention was part of supervisors' KPIs, and we wanted to equip them with the skills that help keep people.
- Leadership asked for a 1-hour eLearning and a 1-hour live session on communication, onboarding, 1:1s and retention.
- They also wanted evidence that every supervisor holds at least one 1:1 with each agent per month.
- Most supervisors had already completed our Effective Communication course, so the gap was not knowledge alone.
What the exit data showed
- The most common reasons were within a supervisor's reach: unrealistic bonus expectations, no visible career path, little recognition, and not feeling heard.
In a supervisor's hands
Realistic bonus expectations, career path, recognition, early burnout
Stays with leadership
Salary bands, shift policy, office conditions
The course states this split openly, so supervisors don't hear it as blame for all turnover.
The course
Objectives
| Supervisors will be able to | What success looks like |
|---|---|
| Spot early signs of retention risk | In a realistic case, tell warning signs from one-off behavior and decide what happens next |
| Set clear expectations | Instructions cover what, why, by when and what good looks like; understanding is checked |
| Run a 1:1 that surfaces problems early | Current state, progress, barriers, next steps; actions and dates written down |
| Handle key retention moments | The right approach for onboarding, mistakes, low engagement or signs of leaving |
Design decisions
Built on our own exit data
Supervisors trust their own team's numbers more than industry statistics.
Cases, not definitions
Knowledge checks and the live session give supervisors a realistic case to solve instead of a definition to recall.
Practice in a separate tool
The course explains the skills. An AI practice trainer I built lets supervisors rehearse 1:1s and get feedback.
Faster video production
I drafted scripts with Claude from my outline, produced voiceover in ElevenLabs and reviewed every line. Each episode took about a third of my usual build time.
How success will be measured
The course is still in production. These are the measures agreed for launch:
- Behavior1:1 completion: the share of supervisors who hold at least one 1:1 with each agent every month, tracked through a short form submitted after each 1:1.
- LearningSkill checks: scores on the scenario-based questions after each block, and practice results in the AI trainer.
- RetentionEarly turnover: the share of agents who leave in their first 3 months and within 10 months, taken from HR records and compared with the same months of the previous year.
The coaching 1:1 branching scenario practices the same skills.
Play the scenario