A workforce shortage is coming, and one of the best things you can do for your manufacturing or logistics company is to upskill or reskill your current workforce. Deloitte recently conducted its fifth manufacturing talent study, finding that the U.S. manufacturing industry could have 2.1 million unfilled jobs by 2030.1 While AI, automation, and the COVID-19 pandemic have displaced some jobs, they have also created new opportunities, and experts agree that human judgment is still critical for both old and new roles.
The primary concern, however, is that manufacturers are struggling to fill open positions. U.S. manufacturing executives say finding the right talent is 36% harder now than in 2018. To address this issue, more companies are focusing on building learning cultures. Around 75% of industrial organizations believe reskilling their workers can help solve the talent shortage. Yet, according to Deloitte, only 10% are fully prepared for this trend.
Upskilling and Reskilling: Growth Mindset and a Continuous Learning Culture
It’s no longer news that technology is advancing at lightning speed, especially in the manufacturing and logistics industries. Automation, artificial intelligence (AI), the Internet of Things (IoT), and robotics are now part of everyday operations, making work processes more efficient. The problem is that many workers might lack the tech competence needed to manage these new systems. And with a looming talent shortage, scrambling to hire from a shrinking pool of external candidates isn’t the best option.
When considering it, it’s better to invest in retaining your current workforce and developing a learning culture to help them enhance the skills needed to handle new technologies and fill hard-to-staff roles. This is where building a culture of continuous learning through reskilling and upskilling comes in.
Upskilling involves equipping employees with new or advanced skills to improve their job performance. Reskilling trains employees in new skills to transition into different organizational roles. These two strategies are becoming more popular—nearly half of manufacturing companies have already implemented processes to redeploy workers as needed. Additionally, based on Deloitte’s survey, 57% of companies have training or rotational programs to help reskill employees.
The impact of these initiatives on employee engagement and employee retention is significant. MyShortlister reports that 46% of workers consider professional development opportunities when choosing a workplace, while 76% of employees will likely stay with a company that offers continuous learning and development.²
Developing a Learning Culture: 10 Adaptive Learning Strategies for Your Manufacturing Business
Here are ten ways you can build a powerful performance management plan to improve your team’s capabilities and integrate learning into your company culture:
1. Embrace Digital Transformation and Technological Literacy
If your workforce lacks the digital literacy needed to operate advanced systems effectively, the benefits of these tools will be limited. Consider implementing comprehensive digital training programs to help employees master new technologies.
Along with traditional training, you can use simulation tools or even virtual reality (VR) to provide hands-on practice in a controlled environment. This gives employees a safe space to learn without the risk of mistakes that could affect real-world operations.
2. Create a Robust Learning Infrastructure
Gone are the days of depending on classroom-style training every few years. In today’s fast-paced world, employees need learning resources that are available whenever needed.
Online learning through a Learning Management System (LMS) is a great solution. According to MyShortlister, about 40% of Fortune 500 companies use LMS platforms to stay competitive. With an LMS, employees can log in and access training modules, webinars, and other resources on-demand at their own pace. This way, continuous learning becomes part of their daily routine rather than a big task that takes them away from their work.
3. Encourage Certifications and Credentialing
Encouraging employees to pursue certifications relevant to their roles can go a long way toward building a more capable and confident workforce. By supporting your employees’ efforts to get certified, you can play a critical role.
Offering financial support or time off for professional development shows that you’re invested in their growth. Another great way to motivate your team is by linking certifications to career advancement. When your employees know that earning a certification can lead to a promotion or raise, they’ll be more motivated to take their learning seriously.
4. Integrate Continuous Learning into Corporate Strategy
For a company to thrive, continuous learning can’t be an afterthought. It needs to be integrated into the company’s overall strategy, with leadership fully committed to driving the initiative from the top down.
One of the best ways to achieve this is by aligning continuous learning initiatives with the company’s core objectives. For example, if sustainability is a crucial focus, training on eco-friendly manufacturing and green logistics should take priority.
Companies can set clear learning and development (L&D) goals to demonstrate leadership’s commitment further. These goals should be embedded into the company’s broader strategy, ensuring employee growth is recognized as vital to overall success.
5. Organize Workshops and Seminars for Deep Learning Opportunities
Workshops and seminars provide a more intensive learning experience, particularly for employees needing more profound knowledge on specific topics. For example, a workshop on implementing AI in supply chain management could give logistics employees a hands-on understanding of using AI to optimize routes, predict demand, and reduce waste.
While more time-intensive, these workshops offer employees a space to ask questions, experiment with new tools, and collaborate with peers.
6. Encourage Experimentation
Equipping employees with new skills is not enough; they also need to be given the freedom to apply what they’ve learned.
One idea is to create “innovation labs” where employees can experiment with new technologies, test out ideas, or improve existing processes without fear of failure. For instance, logistics employees might try out new warehouse automation tools, while manufacturers could test different machine configurations to find the best solutions.
When employees feel safe trying new things, they become more engaged in their learning, which drives innovation.
7. Provide Flexible and Diverse Learning Pathways
Your workforce is diverse, and so are their learning needs. MyShortlister reports that 58% of employees prefer to learn at their own pace. Some may like hands-on training, while others prefer online courses. Some might want to deepen their skills in areas like robotics programming, while others are interested in soft skills like communication and leadership.
Offer flexible, personalized learning options to meet these different needs. For example, a machine operator might need specific equipment training, while someone in logistics might focus on supply chain management. Letting employees choose their learning paths makes the training more relevant and engaging.
Flexibility also means offering training that fits with employees’ work schedules. Since many manufacturing and logistics jobs involve shift work, traditional training sessions might not be convenient. Online or on-demand training lets employees learn at times that work best for them.
8. Promote Collaborative Learning
Learning doesn’t happen in isolation. Cross-departmental collaboration is a powerful way to encourage continuous learning within your company. Different teams—like operations, quality control, and supply chain management—often work separately in manufacturing and logistics. Encouraging collaboration between these departments can lead to knowledge sharing and innovative problem-solving.
You can create cross-functional project teams where employees from different departments work together on challenges, such as optimizing warehouse management or improving production efficiency. Job rotation and shadowing programs, where employees move to other roles or observe experienced coworkers, can also help them better understand how the business operates.
9. Recognize and Reward Learning
Providing recognition and rewards is a crucial learning strategy for maintaining a culture of continuous learning. When employees see that their efforts to learn are appreciated, they are more motivated to keep growing.
There are many ways to reward employees’ learning efforts, such as promotions, salary increases, or even public acknowledgment among peers. For instance, a “Learner of the Month” program can highlight employees who excel in acquiring new skills and going above and beyond in their learning efforts.
10. Regular Feedback and Encouragement
Building a learning culture also means offering feedback for continuous improvement. Employees need to know where they stand and how they can improve. Regular check-ins, performance reviews, and open communication channels help workers stay on track with their lifelong learning goals. Also, when managers actively encourage skill development and acknowledge achievements, it fosters a positive learning environment.
NEED TOP TALENT TO DRIVE YOUR BUSINESS? DON’T LET THE TALENT SHORTAGE SLOW YOU DOWN!
At Spectra360, we understand that hiring the right people is the lifeblood of your manufacturing or logistics business. In this era of talent shortages and skills gaps, finding skilled, reliable candidates can feel like a battle, but it doesn’t have to be.
We’re here to connect you with the people who can drive your company forward. Whether you need machine operators, logistics experts, or tech experts to manage the latest innovations, our team has the expertise to find candidates who are not just qualified but the perfect fit for your business.
Why battle the hiring process alone? Let us do the heavy lifting so you can focus on what you do best—growing your business. Contact us now before the talent pool dries up!
References
- Wellener, Paul, et al. “Creating Pathways for Tomorrow’s Workforce Today.” Deloitte Insights, 9 Sept. 2024, www2.deloitte.com/us/en/insights/industry/manufacturing/manufacturing-industry-diversity.html.
- MyShortlister. “90+ Employee Training Statistics in 2024: Investing in Employee Development.” Shortlister, 15 Feb. 2022, www.myshortlister.com/insights/employee-training-statistics.
