The hidden majority that is underserved by traditional L&D efforts are the frontline workers that power most industries. This partner article explores how compliance training, mobile learning, and early development can evolve from tick-box exercises into performance drivers that unlock skills, boost retention, and helping build smarter, more agile teams.

Frontline workers, those who serve customers, operate machinery, move goods, and support communities, make up around 80% of the global workforce. Yet, they remain underrepresented in corporate learning strategies, which still focus disproportionately on office-based roles and leadership development.

The cost of neglecting this workforce is high. Poor training directly impacts service quality, compliance, employee retention, and operational efficiency. In sectors like UK manufacturing, significant investment goes into automation, but training budgets for human operators lag behind.

How can organisations bridge the gap, unlocking both employee potential and business performance

A Social Mobility Commission report confirms that well-structured training can improve pay and mobility for frontline staff – but it’s often absent, optional, or inaccessible, leading to poor uptake and stagnant development.

So why has frontline learning been neglected? And how can organisations bridge the gap, unlocking both employee potential and business performance, all while ensuring compliance to regulatory standards?

From compliance burden to performance enabler

Redesigning compliance training

Compliance is mission-critical in regulated industries, yet training is often reduced to a tick-box exercise and frontline teams quickly disengage. That’s largely because traditional training formats (desktop-based modules, generic content, and time-consuming classroom sessions) aren’t suited to mobile, time-poor employees.

These approaches fail to reflect the best principles of Life in the Flow of Work (LIFOW), a concept widely championed for office-based teams but rarely extended to those on the frontlines. Operational staff deserve equally effective, in-the-moment learning experiences to meet compliance standards, and to support their growth and long-term development.

Making compliance learning work

By embedding learning into daily work, organisations can shift compliance from being a burden to becoming a tool for development. Tactics include:

• Microlearning via mobile: Training that fits into existing workflows
  
  
• Peer learning: Job shadowing, mentoring, and real-world scenarios make learning practical
  
  
• Clear pathways: Badging and recognition motivate employees to build skills with purpose

Apprenticeships and early careers: Building a stronger talent pipeline

For businesses looking to future-proof their workforce, integrating regulatory upskilling into apprenticeships and early-career training is key. Young professionals entering frontline roles need a structured yet adaptable way to build compliance skills while developing a broader understanding of their industry.

Companies that invest in early-career upskilling lay the groundwork for long-term success. By standardising regulatory training from day one, they ensure new hires build strong compliance foundations from the outset.

At the same time, encouraging self-directed learning empowers apprentices to take ownership of their development. This approach also helps establish clear career pathways, positioning regulatory skills not as barriers, but as stepping stones to meaningful progression.

Upskilling as a business strategy

Upskilling is not just good HR or a glossy L&D programme title, it drives measurable outcomes:

✅ 33% less non-productive time

✅ 50% fewer operational errors

✅ Stronger customer satisfaction

In retail, better-trained staff convert more sales. In logistics, skilled teams prevent costly delays. In manufacturing, well-trained technicians maintain high standards and reduce downtime.

When frontline employees are empowered, their impact scales across the business.

Case in point: Klara x Safran

One global enterprise using Klara’s skills management platform reported a 2x increase in manager-employee learning conversations, highlighting the role of structured, ongoing development in driving engagement.

By integrating a digital-first training approach, the company made learning more accessible and easier to apply. Using this platform as an on-the-job training cornerstone tool helped teams:

• Identify skill gaps in real time
• Deliver personalised, role-specific training
• Track compliance alongside capability development

Learning became part of daily workflows, not a separate burden. As a result, engagement rose, operational performance improved, and upskilling became a shared responsibility between managers and employees.

This case reinforces a broader truth: when frontline training is done right, it fosters collaboration, confidence, and clarity, which drives both compliance and competitive advantage.

To read more about this, take a look at the full case study.

Smarter tools for a smarter workforce

Frontline teams need flexible, mobile, and role-relevant training. Relying on in-person sessions or spreadsheets just doesn’t cut it anymore. Modern digital platforms bring three major benefits:

• Live skills tracking: Managers can spot gaps and act fast
  
  
• AI-personalised learning: Training adjusts to individual needs and performance data
  
  
• Anytime access: Mobile-first delivery ensures learning happens where work happens

With less admin and more insight, managers can focus on coaching and developing people, rather than chasing completions or logging spreadsheets.

Klara’s platform clients report:

📊 2x faster skill acquisition

📉 40% less time spent on manual tracking

📈 86% average employee engagement with training

It’s a leap from compliance to performance, powered by tools built for the modern frontline.

Embedding a culture of learning

The most resilient organisations are those where learning is continuous rather than episodic. For frontline workers, the ability to adapt quickly, whether to new technology, shifting customer expectations, or evolving regulations, is essential. When a learning culture is embedded into daily operations, teams become more adaptable and able to pivot without disruption.

Collaboration flourishes as peer learning becomes the norm rather than an added bonus, and employees who are consistently upskilled are more capable of resolving problems before they escalate. Organisations that foster a growth mindset and support on-the-job learning not only retain talent more effectively but also respond to change more swiftly and see stronger cross-functional collaboration.

The time to invest in frontline learning is now

Frontline roles are no longer peripheral—they’re core to operational success. Investing in upskilling for this segment delivers measurable impact: better performance, higher retention, and stronger compliance.

A skills-first, tech-enabled approach ensures training is:

• Accessible – mobile, flexible, embedded into work
  
  
• Relevant – tailored to real tasks and responsibilities
  
  
• Scalable – trackable, measurable, and personalised

With platforms like Klara, businesses can stop treating frontline training as a checkbox, and start using it as a lever for growth.

Is your organisation ready to unlock the potential of your frontline teams?