Something goes sideways at work—missed deadlines, bad customer feedback, you name it—and the first suggestion is: “We need training!” Sound familiar? It’s like reaching for a Band-Aid when what you really need is a lifestyle change. Training can be powerful, but it shouldn’t be your knee-jerk solution to every workplace hiccup.

Here’s the hard truth: Training is the last stop, not the first. If you’re jumping to training without laying the groundwork for great performance, you’re wasting time, money, and effort. Let’s break down what you need to be doing instead—and why it matters.

Step 1: Hire for success

Think of hiring as the foundation of your performance “house.” If you’re building on shaky ground, even the best training program won’t save you. You need the right people in the right roles from the get-go.

Here’s how to hire smarter.

Be crystal clear about what you need: Don’t settle for generic job descriptions like “good communication skills.” Define what success looks like in the role.

Ask about real situations: Look beyond polished resumes and ask candidates how they’ve handled challenges in the past.

Prioritize cultural fit: Skills can be taught, but a mismatch with your team’s vibe or values is much harder to fix.

Smart hiring sets the stage for performance, minimizing the need for “fix-it” training later.

Step 2: Set clear expectations

You know what drives me up the wall? Leaders who say, “They should just know what to do.” Really? Since when are we hiring mind readers? If you want great performance, you need to spell it out—clearly and consistently.

Here’s how to set expectations that stick.

Be specific: Don’t say, “Do better.” Say exactly what “better” means: “Respond to all customer inquiries within 24 hours.”

Write it down: Memory is unreliable, and verbal instructions are easy to forget (or misinterpret). Document everything.

Keep the conversation going: Expectations aren’t one-and-done. Reinforce them regularly in meetings and one-on-ones.

Clarity eliminates confusion, giving your team a clear path to success—and fewer excuses for poor performance.

Step 3: Model the behavior you want to see

Here’s a truth bomb: Your team is watching you. If you preach punctuality but show up late to meetings, you’ve already lost the plot. Leadership isn’t just about what you say; it’s about what you do.

Here are ways you can walk the talk.

Practice what you preach: Whether it’s meeting deadlines, showing respect, or staying organized, lead by example.

Own your mistakes: Perfection isn’t the goal. When you mess up, acknowledge it and show how you’ll fix it.

Live your values: If collaboration is a core value, show it by inviting diverse input and recognizing contributions.

When you model the standards you expect, you set the tone for everyone else to follow.

Step 4: Provide the right tools and resources

Expecting great performance without giving people the tools to succeed is like asking someone to build a house with a toy hammer. Before blaming performance, ask yourself, “Do they have what they need?”

Here’s what to check.

Technology: Is their software up to date? Slow tech kills productivity and morale.

Time: Are workloads reasonable, or are you stretching people too thin?

Knowledge: Do your people know where to find information and resources? If not, create guides, FAQs, or training documents.

When people have what they need, they’re empowered to succeed and training becomes less of a crutch.

Step 5: Hold people accountable

Here’s the thing about accountability: Without it, even the best plans turn into wishful thinking. It’s like signing up for a gym membership and never going. You have the potential, but nothing’s happening.

Here’s how to make accountability work.

Address issues quickly: Problems don’t get better with time. If something’s off, call it out immediately.

Give actionable feedback: Be specific about what went wrong and what needs to change. “The report was late” isn’t as helpful as, “The late report delayed our project timeline and caused extra work for others.”

Follow through: Empty threats are worse than no accountability at all. If you set consequences, enforce them consistently.

Accountability bridges the gap between expectations and results, ensuring that everyone stays on track.

Step 6: Provide coaching and mentorship

Not every performance issue requires formal training. Sometimes people just need guidance from someone who’s been there, done that. It’s like using GPS instead of fumbling with an old-school road map.

Here are some ways to provide coaching.

Regular check-ins: Use these to offer targeted advice and discuss progress.

Peer mentoring: Pair experienced team members with newer ones to share knowledge and skills.

Shadowing opportunities: Let employees observe high performers in action.

Coaching creates a supportive environment for learning and growth—with no need for a formal training program.

Step 7: Make training targeted and purposeful

If you’ve done everything above and still see performance gaps, then—and only then—you should consider training. But make it count.

Identify the root cause: Don’t train for the symptoms; train for the actual problem.

Keep it relevant: Skip generic courses and focus on the specific skills or knowledge your team needs.

Follow up: Training doesn’t end when the session does. Monitor progress and ensure the learning is being applied.

Training is most effective when it’s part of a broader performance strategy—not a stand-alone fix.

Top takeaway ideas

Training isn’t a magic wand. It’s more like the cherry on top of a well-built sundae. If you’re relying on training to solve performance issues without addressing the bigger picture, you’re doing it wrong.

To build a high-performing team, focus on the fundamentals. Hire well, set clear expectations, model excellence, provide the right tools, hold people accountable, and offer coaching. Then, if gaps still exist, use training strategically.

Remember: Great performance isn’t trained—it’s built. Step by step, with the right pieces in place, you’ll create an environment where people can thrive without leaning on training as a crutch.