Getting the Best Results When Training Employees for Manufacturing Roles

Training employees for their manufacturing duties can reduce accidents, increase competency and make workers more likely to stay at companies longer. However, education coordinators must follow some best practices to achieve great outcomes.

Accommodate Students’ Varied Learning Styles

People have different ways they prefer to learn. While some can comprehend the material by reading textbook chapters, others are more likely to retain the information if they watch demonstrations. 

When planning the methods for training employees, try to use options that account for such diversity. That doesn’t necessarily mean having separate educational programs or tools for each student. However, a more accessible possibility is to use a training option that presents the content in various ways. Perhaps people will read through short modules, and then watch accompanying videos to reinforce their understanding.

There are also plenty of ways to make the educational content even more immersive. For example, researchers at Rochester Institute of Technology are developing a manufacturing curriculum that incorporates virtual and augmented reality. They believe that approach will prioritize safety and efficiency by mimicking real-world environments.

Identify the Primary Reasons for Training Employees

Worker education should be an ongoing part of a person’s experience working at a manufacturer. Some companies emphasize training employees when they first join a company but prioritize it much less afterward. In any case, those overseeing education should determine the most pressing reasons to plan upcoming sessions. 

Perhaps the company recently invested in new robots, and the training relates to working safely around the machines. Alternatively, decision-makers may have identified opportunities to optimize processes and want to explain what’s new. 

Once the people in charge of worker education figure out what they most want to achieve, crafting the curriculum to meet those goals will be easier. A well-defined purpose is also an excellent motivator to engage and interest people in the training. Most students understandably want to know what’s in it for them. Staying focused on a goal is an excellent way to keep the content relevant. 

Remember That Employees May Lack Desks

One of the challenges of training employees at manufacturing plants is that many workers won’t have desks or offices to use for training. Consider the best ways to accommodate that reality, including providing students with tablets they can take home or temporarily setting aside a small, quiet area of a manufacturing facility for training. 

A 2023 global study found 60% of workers would like to receive training content on mobile devices. However, only 19% have that option. Additionally, 74% of workers feeling unhappy with their current training circumstances would rather work for employers that make it easy to access the material. 

Suppose the manufacturing plant has scheduled lunch breaks for all employees on specific shifts. Then, one option could be to plan that the training will occur during those meal periods. However, that’s only if the material is relatively low-key, so people can take it in while eating. If the content requires a lot of focus on highly technical content, training employees in a more formal environment is likely needed. 

If the manufacturing plant’s team is relatively small, renting a meeting or conference room could be the most appropriate choice. That’s especially true if the work site does not have a suitable place for deskless employees to gather.  

Invest in Training Employees as a Perk

Many manufacturers face persistent labor shortages driven by workers reaching retirement age or misjudging the impact of the highly strenuous work many roles require. Some company leaders have coped by approving salary increases or more flexible work schedules. Those are viable paths to take. However, research indicates they should present ongoing training as an employee advantage, too. 

The study found an interesting disconnect between how workers and executives perceive education, however. The results showed 84% of workers expected employers to provide the training needed to keep their skills current. In contrast, 51% of participating executives thought their existing educational programs were a waste of time. 

Perhaps the most actionable takeaway there is that it’s time for leaders to scrutinize their present curriculums and make them more relevant to students. Most people can recall attending training sessions that were ultimately useless. However, they’re more likely to see the value in getting educated if the material closely relates to their jobs. 

Some companies tie ongoing training to financial incentives, too. They might come as bonuses or opportunities to advance to higher-paying positions after completing training that includes a particular certification. 

When company leaders position training as something that’ll help employees progress, workers are much more likely to show interest in the opportunities. It’s also worth mentioning that 42% of manufacturing employees in a 2021 survey said training and education influenced whether they stayed with companies. So, besides attracting workers to open positions, training employees could improve retention rates.

Allow Time for Employees to Adapt

Training sessions can initially feel overwhelming, especially when the learned content is wholly new to participants. That’s why the people leading education efforts should not expect people to immediately grasp everything presented to them. Some might, but others will need more time.

Learners will also appreciate if the training includes plenty of time to ask questions — before and after sessions. Sometimes, people don’t realize they need more clarification until they get to the point of applying what they’ve learned in the real world. 

Numerous variables — such as a person’s previous experience in manufacturing, their familiarity with the training format and their attitude toward change — could affect how easily they embrace the new concepts learned. But, in any case, most people need some time to integrate what they’ve learned into their workflows. 

Education leaders will get the best outcomes by incorporating that reality into their training schedules and expectations. For example, if the learning modules relate to a new assembly line machine, it could take a few months for everyone to feel comfortable working with it. That time frame does not mean the training was ineffective. 

Even when most learners understand the concepts presented, they’ll need to adjust to the new processes. People’s productivity and other positive metrics should increase as they feel more comfortable.

Training Employees Will Help Your Manufacturing Company

Ongoing education is a critical part of helping all your employees feel well-equipped for their roles. After having people go through each module, get their feedback and use it to improve future efforts. The content used for training employees should ideally get updated frequently, too. After all, the manufacturing industry is fast-moving and innovative. When the educational materials reflect that, workers will have the knowledge needed to succeed.