The Training-to-Churn Loop: How Much Time Are You Wasting?

If you’ve ever hired an executive assistant (EA) or support staff, you know the drill:

• Find the right person.
• Train them.
• Onboard them into your systems.
• Get them up to speed with your workflows.
• Start delegating tasks.
• Just as they’re becoming truly helpful… they leave.

And then? You do it all over again.

This cycle—the Training-to-Churn Loop—is one of the biggest hidden costs in leadership. Most leaders don’t even realize how much time and energy they’re bleeding into onboarding and retraining because they’re focused on the immediate problem: getting help now.

But let’s do the math.

The True Cost of EA Turnover

Every time an EA quits, here’s what it actually costs you:

🕒 Time spent hiring – Sifting through resumes, interviewing, negotiating offers. 🛠 Time spent training – Explaining processes, teaching tools, setting expectations. 📉 Productivity dips – Until they’re fully ramped, you’re still doing half the work yourself. 🔁 Lost knowledge – When they leave, they take their understanding of your preferences, workflows, and needs with them.

This cycle doesn’t just waste time—it stalls momentum.

So how do you break free?

Building for Stability Instead of Churn

The best leaders don’t just hire for today. They build support systems that create stability, retention, and long-term impact.

1. Stop Hiring on Urgency Alone

Many leaders hire assistants out of immediate overwhelm. They grab the first available person without thinking about long-term fit, career trajectory, or growth opportunities.

Instead, ask:

✔️ Will this person see this as a job or a career?
✔️ Do they have the skills to grow with me, or will they outgrow the role in 6 months?
✔️ Am I setting them up for success with clear expectations and SOPs?

2. Systematize with SOPs and AI

Every assistant needs time to learn your preferences, but that time should compound—not reset with each new hire.

How? SOPs (Standard Operating Procedures) and AI-enhanced workflows.

• Documented processes mean faster onboarding and fewer repetitive questions.
• AI tools can help with inbox management, meeting prep, and task prioritization.
• A structured system ensures that even if someone leaves, the knowledge stays.

3. Offshore, But Do It Right

Many leaders hesitate to offshore because they think they’ll get inconsistent quality. The truth? Offshore teams can provide higher retention, better stability, and greater ROI—if you do it right.

Instead of chasing rock-bottom prices (which leads to low commitment and high churn), invest in a structure where assistants are: ✅ Paid fairly so they’re invested in staying long-term. ✅ Given a clear growth path so they don’t see the job as a short-term stopgap. ✅ Part of a system where training is streamlined and retention is prioritized.

Breaking the Cycle

The Training-to-Churn Loop isn’t just frustrating—it’s avoidable.

By shifting from a reactive hiring mindset to a long-term support strategy, you can build a team that actually sticks. That means:

• Hiring for stability, not just speed.
• Systemizing onboarding to reduce repetitive training.
• Investing in offshore support that’s built to last.

The choice is simple: Keep repeating the loop, or build a structure that actually scales.

Which one are you choosing?