How to Handle:
“Training will be too much work”
Training concerns often reflect deeper worries about productivity loss and the total cost of switching. Prospects need to see that the short-term investment pays off quickly.
Why Prospects Say This
They're worried about lost productivity during transition. Past training experiences have been painful. They lack internal resources for training. The team is already stretched thin.
Best Responses
The Speed Claim
“Most of our users are productive on day one—not because they've mastered everything, but because they can do the basics immediately. The 'advanced' features roll out over time. How quickly did your team need to be at full speed?”
Why It Works
Sets realistic expectations for time-to-value.
Best For
Tools with low learning curves
The Training Included
“Training is included in our implementation—we handle it, not you. We run live sessions, have on-demand resources, and provide ongoing support. Your team won't be left to figure it out alone.”
Why It Works
Removes the training burden from the customer.
Best For
When you have strong onboarding resources
The ROI Calculation
“Let's do some math: if training takes 4 hours but saves 5 hours per week after, you're net positive in week one. Most of our customers see payback within the first month. What does your time currently cost you?”
Why It Works
Reframes training as an investment with fast payback.
Best For
ROI-focused buyers
Do's and Don'ts
Do This
- Quantify the learning curve honestly
- Highlight training resources you provide
- Calculate time-to-value vs. training investment
- Offer phased training that minimizes disruption
Don't Do This
- Claim no training is needed (it's not believable)
- Underestimate real onboarding time
- Push training burden onto the customer
- Ignore concerns about productivity loss
Follow-up Questions to Ask
“How quickly does your team need to be fully productive?”
“What training approaches have worked well for you in the past?”
“Would a phased rollout minimize the training impact?”
“Can we start with power users who can then train others?”
Industry-Specific Variations
“We can't take staff off the floor for training”
“We train during shift overlaps or through 15-minute micro-sessions. No multi-hour workshops that pull staff from patients. Our healthcare clients typically do training over 2-3 weeks in small doses.”
“Seasonal employees won't learn a complex system”
“Seasonal staff need to be productive fast—that's why our interface is designed for minimal training. New users can do the basics after a 10-minute walkthrough. The system guides them through the rest.”
Pro Tips
- Time-to-productivity is often more important than total training time
- Train-the-trainer programs scale well for larger organizations
- In-app guidance and tooltips reduce formal training needs
- Early wins during training build confidence and enthusiasm
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