Good training isn’t cheap. And cheap training isn’t good.
Yesterday, we were on a call where we learned that a provider was paying less than $400 for a 4.5-hour virtual workshop, with moderators making under $100. We were stunned. This is the type of compensation being offered to professionals responsible for guiding learning experiences that shape company culture, communication, and performance.
Let’s be blunt: that’s not a sustainable model—it’s a disaster waiting to happen.
And if you’re leading Learning & Development or overseeing employee training in any capacity, this should be a red flag waving wildly in your face.
What Happens When You Undervalue Training Talent?
When fees fall that low, here’s what you’re signaling:
- Experience doesn’t matter. You’re not paying for decades of expertise—you’re hoping someone will do it for less.
- Quality is optional. These workshops are treated as checkboxes instead of transformation tools.
- Engagement is a gamble. Low fees often mean overworked or underprepared facilitators going through the motions.
- Culture suffers. Employees know when training is a budget cut, not an investment in their growth.
And let’s not ignore the moderators—the behind-the-scenes glue that ensures a smooth virtual experience. Paying them under $100 for several hours of live facilitation? That’s not just undervaluing their time—it’s disrespecting the role entirely.
Training Is an Investment—Not a Line Item
Some companies still see training as a “nice-to-have” or a compliance checkbox. That mindset leads to cutting corners. But here’s the reality:
- Companies that invest in high-quality, customized training see measurable boosts in retention, engagement, and productivity.
- Great facilitators don’t just deliver content—they spark change.
- Every dollar you save by underpaying trainers could cost you five in turnover, miscommunication, or underperformance later.
- You get what you pay for. That’s not just a cliché—it’s a business principle.
When the Focus Is on Margins, Not Impact
Let’s talk about what’s going on.
Some training providers are focused more on maximizing their margins than delivering lasting value. That means slashing facilitator pay and hiring less experienced professionals to keep internal costs low.
The problem? Everyone loses.
- The facilitator, who’s not paid fairly for their time and talent.
- The employees, who sit through forgettable sessions.
- The organization ends up with poor results, wasted time, and disengaged teams.
In some cases, this becomes a liability. Imagine investing in DEI, harassment prevention, or customer service training—only to discover the delivery was flat, the content poorly facilitated, and the feedback overwhelmingly negative. Now you’re facing brand damage, employee complaints, and possibly compliance risk.
Pay Trainers What They’re Worth—Because the Stakes Are High
When companies work with TrainSMART, they’re not buying hours on a calendar.
They’re investing in:
- Proven experts with deep industry experience.
- Customized content designed for real-world application.
- Workshops that move the needle on culture, performance, and retention.
- A team committed to learning that sticks.
We don’t compete on price. We compete on impact. And we never want to be the vendor who cuts trainer fees to win a bid. That’s not who we are. That’s not how change happens.
Final Word: If You Pay Peanuts, You Get Monkeys
There’s an old saying we’ve seen come true too many times:
“If you pay peanuts, you get monkeys.”
It’s true in training. It’s true in consulting. It’s true in business.
So if your organization is serious about improving employee performance, culture, or communication, start by respecting the professionals who make that happen.
Want a partner who prioritizes impact over shortcuts?
Let’s discuss how TrainSMART can enhance your training experiences and ensure your investment truly delivers value. Book a 30-minute strategy call today.