Continuous Training is the Key to Closing the Skills Gap in Manufacturing
All training is not created equal, and equipping teams to meet future demand requires more than ad-hoc solutions or sporadic sessions. Ongoing learning tied to both individual growth and broader organizational goals is a better way to prepare for the evolving complexity most industries face. Leaders in sectors like manufacturing, packaging, and construction have seen the consequences of overlooking this approach as they’ve struggled with labor shortages and skills gaps. While “making do” with what’s available may feel like the only option—especially when time is tight and a dozen fires need putting out—reactive training won’t build the resilient workforce needed for what’s ahead.
For executives already juggling tight budgets, shifting policies, and regulatory pressure, continuous training and new learning technologies often fall to the bottom of the priority list. Even without these competing demands, employee scarcity alone is enough to keep manufacturing leaders up at night. After all, if there aren’t enough people on the floor, finding time to train the ones who are there becomes even more difficult.
In packaging, for example, 85 percent of companies struggle to find skilled workers. Construction isn’t far behind. The number of people in trade roles is 11 percent below 2007 levels, leaving a gap of about 500,000 skilled laborers.
There is a clear path forward, and it starts with investing in and adequately preparing the people already in place. Training programs and strategies built with the future in mind can meet the demands of modern workplaces, characterized by fast-paced environments, lean staffing, and a growing need for agility. With the right approach, companies can upskill workers more efficiently, reduce turnover, and create more resilient, high-performing teams. Continuous, effective training not only addresses skill gaps, but also drives productivity, boosts engagement, and strengthens adaptability in constantly evolving landscapes.
STRONG CASE FOR CONTINUOUS, ADAPTIVE TRAINING
Industries that have been hit hardest by labor shortages, such as packaging, construction, and manufacturing, are also the ones most reliant on frontline workers. Known as “deskless employees,” they make up 80 percent of the global workforce, yet they often face the greatest barriers to training. They’re hindered by limited access to technology, inflexible schedules, and a lack of learning formats that reflect the realities of their day-to-day work.
When training is irrelevant or inaccessible, it becomes easy to dismiss—and disengagement follows. But when learning and development (L&D) initiatives are tailored, convenient, and connected to real career growth, the story changes. In fact, 51 percent of deskless workers say they would leave their current job for one that offers more autonomy and flexibility. And 36 percent are eager to train if it leads to greater autonomy in their roles.
That’s why continuous, personalized learning shouldn’t be seen as a luxury reserved for large, highly profitable corporations. It’s essential for companies of all sizes that want to improve employee retention, productivity, and long-term viability. For deskless employees, this might look like quick, mobile-based training modules that fit between shifts and deliver relevant, role-specific guidance when and where it’s needed most.
When the workforce is stretched thin, one-size-fits-all training simply doesn’t cut it. Employees want to know their time and career paths are valued, and that their training reflects that.
To better meet this need, customized learning can align content with specific roles, skill gaps, and career goals. It also reflects how people actually learn and allows them to go at their own pace, in their preferred format, and within the context of their work.
The research backs it up. More than 50 percent of the workforce participates in training, and over 80 percent say professional development adds purpose to their work. When companies make learning feel relevant and empowering, the results go beyond boosted retention to establish a foundation of trust.
TRAINING OFFERS A COMPETITIVE EDGE
In addition to minimizing turnover and staff attrition, continuous learning offers organizations a strategic advantage. When teams are trained to adapt quickly, companies gain:
- Faster adoption of new technology;
- Improved safety and compliance; and
- More efficient workflows and production.
In fast-moving industries like packaging and manufacturing, where change is constant and skilled labor is in short supply, leaders that prioritize training are setting themselves up for long-term success. Their workforce investments will help to ensure a more resilient future for both their companies and their people.
LEARNING IN THE REAL WORLD
SouthernCarlson, a national distributor of industrial suppliers, provides a compelling example of how rethinking training can transform outcomes.
With more than 1,500 employees across 140+ locations, many of whom are deskless, SouthernCarlson initially relied on inconsistent, on-the-job training. This approach led to uneven results, knowledge gaps, and dissatisfaction among employees who wanted more structure and transparency in their development.
In late 2022, the company launched a digital training program through a learning management platform. The results were immediate and significant:
- 34,000+ courses completed in the first year.
- Over 1,300 employees logging in monthly.
- Training delivered in both English and Spanish.
- 400+ role-specific course assignment rules for maximum relevance.
SouthernCarlson’s story is a reminder that investing in scalable, accessible learning isn’t just good for compliance—it builds morale, improves safety, and fosters loyalty.
The challenges facing today’s production sectors aren’t going away. But with a focus on continuous, personalized L&D, it’s possible to close the skills gap and create workplaces where people want to stay and grow. Training isn’t just about what teams can learn—it’s about how businesses endure.
