Frontline workers are eager to learn, but too often the training just isn’t there. Erika Sandoval explains why companies should invest in smarter, more flexible learning that fits easily into busy lives. From AI-driven tools to on-demand sessions, it’s time employers stepped up because without proper training, everyone loses out
Companies that fail to invest in their workforce risk more than just high turnover. In the UK, 72% of organisations report that they are struggling to fill critical skills gaps, particularly in frontline sectors.
Companies that get this right see tangible benefits: higher engagement, stronger performance, and greater loyalty
Without proper training, employees struggle to keep pace with evolving job demands, and businesses miss out on a stronger, more skilled workforce. Yet, despite the clear need for upskilling, the reality is that many frontline workers aren’t receiving the training they need.
Particularly in frontline sectors, skills gaps are widening, potentially leading to a more vulnerable workforce and contributing to a cycle of costly turnover. As a significant portion of the workforce ages and fewer young people enter these industries, there’s a growing demand for upskilling current employees so they can meet new and emerging demands.
And it’s not that frontline employees aren’t eager to learn. In fact, it’s the opposite, with a growing appetite for skill development across industries. However, the challenge lies in whether employers are providing the right training opportunities to allow these key workers to grow.
The demand for career development
Frontline employees want more than a salary. They’re looking for career progression, new challenges and a sense of purpose. According to UKG’s Perspectives from the Frontline Workers report, 68% of frontline workers are interested in learning new skills, 58% say continuous learning is important for their personal and/or professional growth, and nearly three-quarters of frontline employees (73%) even say they don’t mind learning new skills outside of work hours.
These figures indicate a strong desire across frontline industries for learning and development, yet many companies are falling short. A significant portion of employees feel their workplace training is inadequate, leaving them disengaged and open to new opportunities elsewhere.
For instance, according to the same UKG report, 33% of distribution and logistics workers rank training and skills development as a key factor in job selection, yet only half receive more than an hour of training per month, while another 50% report receiving none at all. These figures highlight the need for a renewed focus on upskilling and better training support for frontline employees.
What’s holding companies back?
Training is widely recognised as important, yet many organisations still face hurdles in delivering it effectively especially when it comes to shift based, more transient workforce. Budget constraints, outdated and inflexible programmes, and a lack of alignment between learning and business goals often result in lacklustre development efforts.
A common mistake is relying on traditional, one-size-fits-all training models, which fail to engage employees effectively. Today’s frontline workforce expects flexible, tech-driven learning that caters to individual career aspirations and fits into their schedules. Without this, enthusiasm dwindles and employees lose motivation.
Another major barrier, particularly in frontline sectors, is time. Many frontline workers, particularly those on shift-based schedules, simply can’t afford to attend long training sessions, even if the company is willing to invest in their development. And while employees strongly desire improved learning and development, data shows they aren’t spending much time doing it. In fact, 30% of frontline employees say that, in a typical month, they spend less than an hour on learning and skills development activities at work, and another 17% spend no time at all.
Making learning work for everyone with smart technology
Closing the training gap means adopting a smarter, more accessible approach. The solution lies in meeting the frontline where they work –through flexible, tech-enabled learning that fits into their lives. Human Capital Management (HCM) platforms can help overcome common barriers by supporting flexible learning models that fit around the schedules of frontline staff. These platforms offer personalised learning pathways and adaptable scheduling, making it easier for employees to access training without disrupting their day-to-day responsibilities.
Without this kind of flexibility, training becomes an inaccessible luxury – especially for workers juggling professional and personal commitments. In fact, 27% of frontline employees across sectors cite a lack of flexibility as a key reason for leaving their jobs. That figure alone highlights just how vital it is to embed flexibility into training as standard.
On-demand training enables staff to learn at their own pace, without stepping away from the demands of the job. Rather than positioning learning as an extra task, businesses should weave it into the fabric of daily work, making development a natural, ongoing process.
AI-driven tools can further enhance this experience by tailoring content to individual roles and career ambitions, keeping learning relevant and engaging. Real-time feedback also allows employees to track progress, helping to build a culture where continuous learning isn’t just encouraged, but expected.
The business case for better training
When training is engaging and accessible, employees take ownership of their growth. Companies that get this right see tangible benefits: higher engagement, stronger performance, and greater loyalty. Employees who feel valued and invested in are more likely to stay, reducing costly turnover and boosting overall productivity.
Employers must acknowledge that training is an investment. A skilled, motivated workforce is a company’s most valuable asset. Those who prioritise development will stand to both retain top talent and build teams equipped for long-term success.
Erika Sandoval is Global Senior Partner, Human Insights & Strategic Advisory Group, at UKG
