December 2025
When customer demands are pressing, investing in training often feels out of reach. Building a culture of development requires engaged and committed leadership to steer the organization with intention. It’s not an overnight change, it’s a gradual process, and prioritizing it is a challenge we all face.
How do Manufacturers successfully provide for employee development and training in the face of typical obstacles like:
· Workflow disruptions and Limited shift flexibility (33% each)
· Tight schedules and Lack of back up coverage (17% each)
(Percentages indicate Oct 2025 poll results)
Strategic approaches:
· Leveraging Downtime and Off-Peak Hours: To avoid halting production lines, schedule training during slower periods like planned machine maintenance or during shift changes.
· On-the-Job Training (OJT): A significant portion of training occurs on the shop floor and can be integrated into the actual workflow.
· Individual Development Plans: Managers work with employees to create personalized plans with clear objectives and milestones, supported by dedicated study time or tuition reimbursement programs for certifications (e.g., Six Sigma).
· External Partnerships: Leverage local resources, such as Lanier Technical College and North Georgia Technical College, both of Technical College System of Georgia. They each have active Continuing Education and Economic Development courses tailored to tailored to industry needs. Most can be delivered at the college or on your site at convenient times. And, of course, Workforce Strategies Group LLC can be your strategic training partner too.
Tactics to accomplish the strategies:
· Mentors: Experienced workers are paired with team members to facilitate knowledge transfer and provide immediate feedback, an approach that builds camaraderie and ensures practical skills are learned in a real-world setting.
· Take a Phased Approach: Key team members receive intensive training first and then train smaller, manageable groups of colleagues.
· E-learning: Online modules provide flexibility, allowing employees to access information at their own pace and convenience, potentially even off-the-clock.
· Microlearning: Short-form content can provide just-in-time refreshers.
· Classroom/Simulator Sessions: For more complex topics often supplemented by hands-on practice an off-production floor classroom is suggested.
Consider your Scheduling and Workforce Management process:
· Skill-Based Scheduling: Strategically schedule workers to ensure all necessary roles are covered. Some organizations utilize software allowing managers to identify skill gaps. Data driven information can help in planning the right targeted training programs and the right time.
· Flexible Shift Patterns: Allowing flexible options like compressed workweeks (e.g., four 10-hour days) or staggered start times to incorporate skill development may provide employees with greater autonomy, which in turn makes time management for personal development easier. Thinking about this idea usually presents opportunities that were not considered.
Determining which of these tactics will help get skill and knowledge increases, foster a culture of continuous improvement, and build a resilient workforce capable of adapting to what’s new and achieving what’s required without sacrificing productivity.
The core challenge in a production environment is balancing operational demands with the necessity of skill enhancement, which is typically achieved through a multi-faceted approach. Finding ways to stretch your existing structure and processes, even a little, can provide a chance to train and develop. Pick these easier tactics and scheduling of building developing than choosing to remain where you are and not moving forward.
~Greg Vitek, Workforce Strategies Group, LLC
December 2025
