Follow Up With Five Minute Training and Measure the Trend Over Quarters

The follow-up module lands within days of the click, while the embarrassment and the lesson are still warm, and it takes about five minutes - the exact checks that this round's email tested, shown on that email. Long annual courses do not change behaviour; short, immediate, specific lessons do. Completion is tracked like any training, kindly and without drama, and the module ends by rehearsing the report button one more time.

1. Clicked: the module, plus the private coaching conversation if they also clicked last round.
2. Reported: a thank-you and the one-minute refresher - reward the behaviour publicly in aggregate, never by naming in a leaderboard.
3. Neither: the all-staff summary covers them; silence is a normal result, not a suspicious one.
4. Everyone: the round-up note with totals, the lesson, and the date window of the next round.

Chart two lines per quarter, at a steady difficulty class: clicked rate and reported rate. Expect noise - a holiday month, a harder scenario, a new department joining. One round proves nothing in either direction; four rounds tell the truth. The healthy signature is unglamorous: clicks drifting down, reports drifting up. If clicks refuse to move, change the teaching before blaming the staff - check difficulty, mail volume per role, and whether the report route is genuinely one click, because a hard-to-report culture hides inside a bad click rate.

Retire templates everyone now passes, raise difficulty one notch for groups that ace their rounds, rotate the scenario families so the office practises range rather than one trick, and re-read the ethical rules with HR once a year - the excluded cruel lures, the no-password rule, the aggregate reporting. Programmes stay welcome in a company exactly as long as they stay visibly fair; the annual review is how you keep that true on paper as well as in spirit.