Training has evolved significantly in recent years. Even in industries involving skilled trades — where reluctance for training is common — employers now embrace the concept of continuous training. Opportunities for continuous learning and development (L&D) have become widely recognized as a crucial part of any business strategy.

In skilled industries such as manufacturing, construction, commercial and residential plumbing, heating, ventilation and air conditioning (HVAC) and electrical services, effective training can be one of the most important tools to navigating competitive markets. This industry has faced labor shortages for decades, and recent events in the economy have only exacerbated the situation.

According to recent research, over 77% of tradespeople recognize the labor shortage as a critical problem for the industry. In our post-lockdown employment market, many trades employers struggle to meet consumer demand because of critical staffing issues. In particular, companies have great difficulty hiring and training experienced technicians and tradespeople.

Training offers a solution. Instead of engaging in increasingly expensive bidding wars for skilled workers who have their choice of job opportunities, businesses can hire capable, trustworthy employees with limited trades experience and train them on the job. It’s a strategy that’s not unique to the trades — it applies to almost any field.

However, research indicates that a lot of workers lack the time to train. As a result, many businesses fail to see the results they expect from their training investment. It either takes too long to get new employees up to speed or veteran employees make rookie mistakes. As a result, inefficiency continues eating away at productivity and profits.

Oftentimes, companies adopt outdated training methods that aren’t compatible for rapidly upskilling employees or don’t provide focused, flexible options to reinforce existing skills. One of the most familiar training methods for tradespeople involves a one to two day offsite session with a manufacturer’s rep. The training is typically in-depth, but the technicians may not see these specific products for weeks or even months. And by the time they do, they’ve forgotten most of the training.

Also, traditional classrooms are often filled with people who have a wide range of skill levels, experience and learning preferences. It’s a one-size-fits-all approach that’s not customized to the needs of individual learners.

It can also be hard to synchronize schedules for training. Some contractors may schedule a team training session for a specific date and time, but in the service industry, it can be difficult to block out two hours a week ahead of schedule and find time to get everyone together.

Traditionally, service professionals have learned from watching more experienced techs. While there is value in this immersive style of learning, there are also significant drawbacks. Seasoned techs may not necessarily know best practices for effectively delivering training. They may teach someone how to do something, but not why it’s important. They may also inadvertently pass on bad habits.

Rapid Upskilling with Digital On-the-Job Training

Online training that allows learners to train when they have the time and at their own pace is a proven way to rapidly upskill the skilled workforce. Hands-on, customized training, led by expert instructors, can be an efficient way to build foundational skills that new techs need and instill confidence on the job site. Beyond the specific training content, effective digital training programs can include skill assessments to measure what learners know before and after training.

Digital learning platforms can also provide employees with the flexibility to learn new skills. Personalized training programs can meet each employee at their own skill level. Training schedules can be threaded throughout a company’s workflow with 15-minute check-ins for coaching and feedback. With digital on-the-job training, learning simply becomes embedded within a worker’s day to day.

In addition to upskilling, self-paced training can help employers attract and retain talent. Today, workers want more flexible learning opportunities, tailored to their work schedule. According to research by PwC, an overwhelming majority of employees indicated that they prefer more flexible workplace options.

Whatever training program a contractor decides to implement, it’s important to know why you’re doing it. Training just to train won’t drive results. The reason we train is to instill the skills our people need to help the business grow.