Frontline employees play a valuable role in the manufacturing, distribution, and logistics industries, and it's important that they continuously build their skills to stay up to date with the latest tools, technology, and compliance standards. However, these employees often have busy workdays filled with tight production deadlines and physically time-consuming labor, which can make it difficult to find the time for professional development. 

In this article, we’ll explore some of the challenges frontline employees face that can get in the way of learning and offer practical strategies to help you and your teams overcome these barriers. 

Challenges to learning on the production floor 

Time is a precious commodity for frontline employees — and the most significant barrier to learning. The pressure to stay on top of production or launch timelines can be all-consuming, making it difficult to step away from the immediate tasks at hand and make time for learning. This lack of time can be a major obstacle to professional growth, and to the company's ability to innovate and respond to market changes. 

Frontline employees may also face a lack of access to learning materials and resources. Unlike office workers, they don't usually have the luxury of a quiet cubicle or a personal computer with internet access to dive into online learning. Some can’t even bring their phone into work! And even if you offer online learning that employees can engage with outside of working hours, it’s important that you don't assume every employee has internet access at home or the time to pursue L&D in these off hours. 

Additionally, while some frontline employees may be eager to grow and progress in their careers, others may be resistant to change. Some folks are hesitant to embrace new ways of doing things due to a fear of the unknown, or they may just be comfortable with their current ways of working. Regardless of the reason, resistance to change can lead to missed chances for growth and innovation. 

Finally, for employees who aren't native speakers of the language for the region of your organization, language and literacy barriers can add an extra layer of complexity to learning. Misunderstanding training materials or struggling with instructions can make it harder to pick up new skills, and asking for help can be intimidating. It might even hold employees back from fully engaging in group learning activities and discussions, leaving them feeling disconnected from the learning process. 

A comprehensive approach is key to tackling these hurdles. It involves creating time for professional development, making sure resources are accessible, and nurturing a culture of continuous learning. By doing so, companies can empower their frontline employees to see learning as not just something that’s possible for them, but a lifelong experience. 

Creating an accessible learning environment 

To make sure factory floor employees are always growing, it's important that they have access to spaces that are conducive to learning. To make this happen, you can establish dedicated learning spaces that provide access to computers, the internet, and a library of training resources in multiple languages and formats. There are a few different approaches you might take to setting up these spaces. 

First, consider converting underutilized areas, like an unused meeting room or storage space, into learning spaces with desks and computer stations. This will enable employees to get away from the noise of the production floor so they’re better able to focus. Alternatively, you can take advantage of existing multipurpose spaces and add a computer where there's room. For example, you might set up a computer in the break room so employees can use it during their lunch break. Keep in mind that you may want to set these computers up with security measures in place and enable them to work only within certain time frames. 

If you don’t have any spare space on-site, you could invest in portable devices, like tablets or laptops, that are pre-loaded with training materials and security measures. These can be easily moved to different locations on the floor for quick, on-the-go learning or if your team is comfortable with it, loaned out for access. 

To keep up with the fast pace of the production floor, employees must be empowered to set aside time for learning. By making learning an expected part of employee routines — and a team-wide norm — taking time to learn won't interfere with their daily tasks and deadlines. 

Managers are key to this process. Managers should make learning a priority and help their employees schedule time for professional development. This might mean that every employee on their team has a designated time set aside each day for professional development, or maybe each employee is assigned an hour or two per week to spend on learning. 

Microlearning can also help employees fit learning into their schedules. By offering small, bite-sized pieces of learning content from apps like Blinkist, employees can spend just a few minutes in between tasks taking in new information. Rather than sitting down for hours to learn a new skill, they can make the most of their down time and learn in short bursts. These small moments, when added up over time, can lead to significant growth — all without missing a beat in productivity. 

Providing on-the-job training and collaboration opportunities 

On-the-job training is a powerful way to enable your team members to learn and grow in their roles, while simultaneously remaining productive at work. By offering hands-on experience and immediate application of new skills, you can help your team members develop a deeper understanding of their work. 

One strategy to consider is job rotation. Cross-training employees on multiple functions and rotating roles and responsibilities gives employees a chance to try their hand at different tasks on the floor. This not only broadens their skillset but also makes them more adaptable. From there, they can decide which skills they're most interested in and pursue training that helps them grow in these areas. Plus, if ever needed, they can assist in someone’s absence to fill a skill or role gap. 

You can also offer shadowing opportunities, so employees can learn straight from their colleagues and get their questions answered directly. By watching and learning from others, employees will pick up on the most effective techniques and approaches to problem-solving. This will also give them a chance to try out new tasks with a colleague present to advise and supervise them. 

Another strategy you can implement is an employee mentorship program. Mentors not only help employees decide on the work they want to pursue but can also aid them in figuring out what kind of learning will help them accomplish their goals. The mentor-mentee relationship can be valuable in building bonds at work that reinforce trust, camaraderie, and loyalty. This doesn’t just make the employee experience more enjoyable — it can also benefit the business by leading to increased retention. 

Leveraging technology makes training more flexible and personalized, so employees can adapt it to their needs and schedules. When possible, implementing online learning allows employees to access training materials anytime, anywhere. This might involve logging in to an online platform or downloading an app to their phone, which is especially useful for employees who want to complete a course or brush up on new skills outside of working hours. 

Taking advantage of technology can also be helpful if you have employees whose native language isn't the one widely spoken at your organization. Some online learning programs, like Go1, offer courses in multiple languages, so you can enable your entire team with training content in the language that they're most fluent in. Because that’s what accessible learning is about — meeting your employees where they're most comfortable. 

Plus, online learning can provide a more interactive and engaging experience for employees, which is proven to be more effective. With the use of videos, quizzes, and simulations, employees can actively participate in the learning process. This can be especially beneficial for visual or hands-on learners who may struggle with traditional training methods. 

Fostering a culture of continuous learning among frontline employees is essential for helping employees grow and develop their skills. By creating learning spaces in the workplace, encouraging structured time for professional development, and embracing technology for tailored and accessible learning experiences, companies can effectively address the unique challenges faced by these production floor workers who often go without the L&D they should be given. This holistic approach ensures that learning becomes an integral part of your team’s daily routine, empowering employees to contribute more effectively to their roles and drive innovation from the production floor. 

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Learning looks a little different for employees in manufacturing, distribution, and logistic roles who don’t work from an office. These strategies will help frontline teams make time for learning without delaying production.

Creating time for frontline employees to learn

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