Does training improve performance in modern teams?

Most leaders intuitively feel that investing in their people is the right move, yet the question remains – does training improve performance in a measurable way? In a world where budgets are tight and time is our most precious resource, understanding the direct link between learning and bottom-line results is essential for any growing business.

The disconnect between learning and doing

We have all been there – sitting through a generic workshop that feels miles away from our actual daily tasks. You leave with a thick folder of notes that eventually finds its permanent home in a desk drawer, never to be opened again. This is the great training disconnect. When we ask, "does training improve performance?", the answer depends entirely on whether the training is relevant, timely, and aligned with how people actually work.

For many mid-sized organisations, the problem isn't a lack of desire to grow; it is a lack of precision. Without a clear understanding of the gaps within a team, training becomes a 'spray and pray' exercise. We spend thousands on leadership retreats or technical certifications without first asking if those specific skills are what the team needs to hit their next milestone. To see a real return, we must move away from generic programmes and toward targeted development.

How targeted training drives measurable results

Research consistently shows that when training is aligned with organisational goals, the impact is significant. It is not just about teaching someone a new software or a better way to file a report. Effective training boosts confidence, reduces errors, and – perhaps most importantly – increases employee engagement. When people feel that their employer is invested in their professional growth, they are more likely to go the extra mile.

However, the most successful teams realise that training is not a one-time event. It is a continuous cycle of assessment, learning, and application. By focusing on high-impact work activities, you can ensure that every hour spent in a 'classroom' translates to better outcomes on the floor. This is where understanding your team's natural tendencies becomes a competitive advantage. When you know who is naturally The Doer and who prefers to lead as The Pioneer, you can tailor development to their specific strengths.

Aligning development with work personality

One of the biggest hurdles to improving performance through training is the 'one size fits all' approach. Everyone learns differently because everyone is motivated by different work activities. A training session focused on rigid compliance and detailed reporting might be a dream for The Auditor, but it could leave The Campaigner feeling stifled and uninspired.

To truly answer 'does training improve performance', we have to look at the individual. By using a framework like the Compono Culture, Engagement & Performance Model, businesses can identify the 8 key work activities that define high-performing teams. If your team is missing a critical 'Evaluating' component, training your current staff to bridge that gap is far more effective than a general team-building day. This targeted approach ensures that development is not just a perk, but a strategic lever for growth.

The role of leadership in training ROI

Training often fails not because the content is poor, but because the environment doesn't allow for application. Leaders play a crucial role in ensuring that new skills are put to use immediately. This requires a shift in mindset from 'supervising' to 'coaching'. When a manager understands the work personality of their team members, they can provide the right kind of support to make the training stick.

For example, The Coordinator might need a clear plan on how to integrate new skills into their existing workflow, whereas The Advisor might prefer to discuss the new concepts in a collaborative setting first. At Compono, we believe that development is most effective when it is personalised. Our Compono Develop module helps leaders identify these unique needs, providing a roadmap for growth that respects individual differences while driving collective performance.

Closing the skills gap with modern tools

In the modern workplace, the skills gap is a moving target. Technology evolves, markets shift, and the roles we hired for two years ago might look very different today. This is why a 'fresh start' approach to talent management is so powerful. Rather than relying on outdated resumes or gut feelings, data-driven insights allow us to see exactly where our teams stand.

When you are looking to bring new skills into the fold, it is not just about external hiring. Often, the talent you need is already within your building – they just need the right development pathway to unlock it. Tools like Compono Hire help you identify the right 'fit' from the start, but it is through ongoing development that you retain that talent. By creating a culture of continuous learning, you ensure that your team remains agile and ready for whatever comes next.

Key takeaways

• Training improves performance most effectively when it is targeted to specific skill gaps rather than being generic.
• Individual work personalities dictate how people engage with and apply new training.
• Leadership support and a culture of application are essential for training ROI.
• Development should be viewed as a continuous cycle, not a one-off event.
• Aligning training with the 8 key work activities ensures all facets of a high-performing team are covered.

Where to from here?

• Explore: Compono Platform
• Talk to an expert: Book in a 15-minute chat to get a walkthrough of Compono.

Frequently asked questions

Does training improve performance for all employees?

While training provides the tools for improvement, the results depend on the individual's motivation and the relevance of the content. Aligning training with a person's natural work personality significantly increases the likelihood of performance gains.

How do you measure if training is actually working?

Success can be measured through productivity metrics, reduced error rates, and employee engagement scores. Comparing performance data before and after targeted development sessions provides the clearest picture of ROI.

What is the best type of training for high-performing teams?

The best training focuses on the 8 key work activities: Evaluating, Coordinating, Campaigning, Pioneering, Advising, Helping, and Doing. Identifying which of these is currently a 'gap' in your team allows for the most impactful training.

Can training replace the need for new hires?

In many cases, yes. Upskilling existing staff is often more cost-effective than hiring. However, it requires a clear understanding of your team's current capabilities and their potential to grow into new roles.

Why does some training fail to improve performance?

Training often fails due to a lack of relevance, poor timing, or a lack of opportunity to apply the new skills. Without leadership support and a clear application plan, the knowledge is quickly forgotten.