No development plan. No career path. No reason to stay.
Your senior engineer is good. Reliable. Handles the hard tickets.
When did you last ask what they want to learn? Engineers who stop growing start looking. The MSPs with the lowest turnover have structured development plans. The ones with the highest turnover have "we’ll figure it out later."
The scenario:
You want to build an engineer development programme that increases skills and reduces turnover.
The prompt:
You’re creating a professional development framework for MSP engineers.
Context: [paste your team structure, current skill levels, and certification goals]
Build a programme that:
Maps a skill progression path for each role (L1, L2, L3, specialist)
Assigns one certification target per engineer per year (funded by the company)
Schedules monthly learning time (4 hours, protected, non-billable)
Creates a mentorship pairing system (senior to junior)
Links skill development to compensation reviews
Tracks progress quarterly with the engineer (not just annual reviews)
Include a skills matrix template and a development plan one-pager per engineer.