Training programs are a substantial investment for companies, with US training expenditures surpassing $100 billion. However, one significant challenge facing these programs is the rapid decay of knowledge retention post-training. Research indicates that learners forget about 70 percent of new information within a day of training and 90 percent within a week. Training should be viewed as a continuous process rather than a one-time event. The key issue is that employees often revert to old habits when returning to their work environment. Even well-designed training events have limited effectiveness in retaining knowledge. To maximize the value of training, programs should extend beyond a single classroom event. This can involve breaking training into smaller, spaced-out sessions, scheduling follow-up sessions, providing digital resources, using recap videos, accountability buddies, email reminders, visual cues, collaborative online boards, badges and certifications, challenges, office hours, peer learning, post-training action plans, and rewards for effective application. By incorporating these strategies, companies can bridge the gap between learning and real-world application, ensuring that training investments yield long-lasting results and contribute to a culture of continuous learning in the workforce.