Today, we want to cover what cross training employees is, its benefits, some of the risks, the keys to implementing a strong cross-training program, and then review an Indeavor tool that we believe is necessary to support your program’s success.
In a study conducted by Deloitte, 73% of business executives interviewed expect to experience talent shortages over the next three years. The entire industry has seen a decline in experienced labor, resulting in a shift toward upskilling rather than hiring key talent. So, what is upskilling? It essentially means learning new and enhanced skills related to your current role, job, or function.
In manufacturing, cross-training—a common term for upskilling—is often mentioned, but few organizations are truly effective at it. Cross-training employees in manufacturing means training employees to perform multiple roles within a production process, allowing them to work in different workstations or tasks beyond their primary job responsibilities. This creates a flexible workforce capable of adapting to change and builds resiliency in your workforce through adequate preparation.
What are some of the benefits of cross-training? Schedule flexibility is one of the most important benefits. It also supports process improvements by enabling employees to share best practices from different areas of the operation. Worker engagement improves, as employees feel valued for their knowledge, boosting morale and overall job satisfaction. Lastly, it strengthens succession planning by fostering career-minded employees who are motivated to contribute to the organization’s long-term success.
What are the risks of not cross-training employees? You create a single point of failure tied to labor availability, which can lead to low employee engagement, boredom, decreased job satisfaction, and retention problems. There is also limited career development, increased burnout when good employees are put into difficult situations, and potential safety and quality issues due to a lack of knowledge or training.
What are the keys to a strong cross-training program? First, identify the key skills needed in your operation and focus on those that are transferable with low to medium effort. Create a structured training plan that addresses essential business tasks. Ensure your training includes hands-on learning, shadowing, and clear measures of success to keep employees motivated. Foster a learning culture by encouraging and rewarding cross-training while maintaining a fair and equitable workload.
Next, engage site leadership to ensure expectations are supported. Without proper support, short-term business priorities will take over, ultimately undermining the culture you are trying to build. Finally, implement a system of record to support the site’s cross-training plan.
The key to implementing a strong cross-training plan is having the right tools to facilitate a well-thought-out strategy and execution. Many who have attempted these programs know that administrative efforts often derail progress. This is precisely the business challenge that Indeavor addresses with its Skills and Competency Management solution.
Indeavor’s Skills and Competency Management solution provides several key benefits that support both HR and operations leadership in executing an efficient cross-training plan. It enables a data-driven HR strategy by identifying skill gaps, tracking training progress, and providing insight into future workforce needs. It also reduces compliance risk by monitoring qualification expiration dates to ensure timely training execution.
For operations leaders, it streamlines scheduling by enabling competency-based workforce planning, where experience and skill proficiency are critical. It empowers frontline leaders to track and maintain their teams’ training plans with real-time data, ensuring insight into expiring qualifications.
To summarize, our customers describe our Skills and Competency Management solution as delivering three major advantages. First, comprehensive visibility—instantly see who is qualified for specific jobs, locations, or skills, track competency levels, and monitor expiration dates. Second, customized reporting—tailor data views and matrices to your organization’s needs. Third, proactive training management—identify expiring qualifications or skill gaps and prioritize training to ensure compliance, readiness, and cost efficiency.
If your business considers skills and qualifications mission-critical but struggles to track, maintain, and access real-time data when needed, Indeavor’s Skills and Competency Management solution is a game-changer for your cross-training requirements. With a solid plan, the right tools, and an unwavering focus, you can create an operations culture centered on skill-driven performance.
