If the title and photo got you, then you’re my people.
Training can be SOOOO annoying… especially when your company keeps getting together for this “Mandatory Fun” and nothing changes… nothing EVER changes.
Some people love the exciting, goofy corporate trainer.
Not you. He’s just a waste of time. Why?
Because you’re the one who actually knows what they’re doing. You solve problems before they happen. You make work easier for everyone. And your boss? Clueless about most of what you do… In fact… this place might not even function if you left…
So why in the would you need… training?!? (I hear you… I hear you… PREACH!!!)
Too many companies—and employees—treat training like a box to check, rather than a way to level up.
After all,
It’s repetitive.
It’s boring.
And this trainer is annoying… (That rhymed!)
and nothing will change anyways, JANET will still mess up every time she turns in a HD501c…
(If this is how it feels.. of course it’s a waste of time!)
But in the back of your mind you know it’s importantbecause that one coach or teacher back in the day said that one phrase that sounded something like…
“Those who train, win. Those who don’t, don’t.” – Insert an inspirational and undefeated sportsball coach’s name
“But Josh! How do I survive it? How do I sit through ANOTHER one of these annoying-do-nothing presentations and act like it’s all okay? I’m BUSY!!”
Here’s a quick study that your bosses are reading so you can understand why. (…and give Janet a little time… she’ll figure it out… plus she’s the only one who regularly cleans the fridge…)
The Real Cost of Skipping Training
Some of your leaders are assuming that your coworkers will “figure it out” over time.
The reality? The cost of nottraining is much higher than investing in it.
Here’s the breakdown:
- Lost Productivity – Most of your coworkers are only using about 10% of their software and tools because they were never trained properly according to the Harvard Business Review. Your management basically thinks they bought a Ferrari and haven’t ever taken it out of first gear.
- Higher Turnover – Coworkers who don’t feel supported in their growth are 12 times more likely to quit within a year from a LinkedIn Workplace Learning Report. More hiring, more onboarding, more headaches. (And if you think these coworkers are bad… wait till you get the next ones…)
- Inconsistent Standards – Without training, teams develop bad habits, make costly mistakes, and rely on outdated information. That’s a recipe for inefficiency, errors, and frustration—and even a small win in your world could be a big win. Have hope!
Bottom line: Either your team trains, or you pay the price in disengagement, turnover, and lost revenue. (…and if you want to get noticed by management and build your own value, investing in your team’s training is a smart move… but you already knew that…)
Training Is YOUR Competitive Edge
If you want to help the team, convince management to invest in training—even if you think you don’t need it yourself.
The best companies don’t see training as an expense; they see it as a power move.
There’s a classic story of the two woodcutters (Millennials and Gen Z, this one’s for you your bosses might have forgotten to tell you this one…):
Two woodcutters start their day with the same goal—chop as much wood as possible. Woodcutter A works tirelessly, swinging his axe without stopping.
Woodcutter B pauses periodically throughout the day.
By sunset, Woodcutter B has chopped three times more wood than Woodcutter A.
Confused, Woodcutter A asks, “How did you do that? You kept taking breaks, all day!”
Woodcutter B smiles and replies, “I wasn’t resting—I was sharpening my saw.”
Training is how you sharpen the saw.
It’s how companies stay ahead, how employees stay engaged, and how you maintain your edge. (…and if you want to help your peers, you help sharpen their axe for them… or join them in training…)
What Effective Training Looks Like
What people hate about training is the dull PowerPoints, the cheesy jokes (Sorry! I’ve worked on this!), and the endless “HR Presentations”disguised as “training” but are actually just “company policies.”
That’s not training.
That’s the cure for insomnia.
From my experience, I can tell you the best training is engaging, practical, and designed for real learning and retention.
Here’s what actually works:
- Clear Objectives – What’s the goal? What do your coworkers need to take away? What does your management actually want?
- Varied Formats – Mix it up with lectures, discussions, role-playing, and hands-on exercises. Get them involved in theirlearning.
- Repetition & Consistency – Sun Tzu put it best: “He will win whose army is animated with the same spirit throughout all its ranks.” Consistency in training = consistency in execution.
- Measurement & Accountability – Pre- and post-training assessments ensure employees actually retain and apply what they learn.
The Payoff? Huge.
You may want to remind your management that companies that take training seriously see measurable results:
- 24% higher profit margins (Association for Talent Development)
- 40% lower turnover rates (LinkedIn Learning Report)
- Stronger engagement & morale (Because people like knowing they’re growing. That’s human nature.)
Train or Feel the Pain
At the end of the day, your management has two choices:
- Invest in training and build a high-performing team.
- Skip it and watch your best people (YOU), leave.
So, what’s your company doing to ensure employees keep learning and growing?
Make it your mission to get their attention as to how important training is.
After all, you were the one smart enough to read this… have they? (Maybe they should!)