In the fast-paced and rapidly evolving food manufacturing industry, we continuously hire. And staff continues to quit.
What in the world right?
The great news is that empowered employees stay with you, and you can help your employees become empowered staff.
Today, let’s talk about helping our team learn better in food manufacturing, create better workflow and help them build skills they can be proud of. When employees know you are willing to invest in them, they are willing to invest in your food business, too.
Understanding Adult Learning in Food Manufacturing
Principles of Adult Learning and their Application in Food Manufacturing
Adult learning is based on several key principles. Adults are self-directed learners who prefer practical and relevant information with immediate applicability. They draw on their experiences as a rich resource for learning, choose to learn at their own pace, and are goal-oriented in their learning pursuits. These principles can be applied fruitfully in the food manufacturing sector to enhance workforce training efforts.
Here are some practical examples of how these principles can be leveraged in food manufacturing. Remember, there is no one-size-fits-all. Rather, using a combination to boost the learning will help your team to learn.
Hands-on Learning
Since adults prefer practical application, hands-on learning can be highly effective. For instance, conduct mock audits for food safety, arrange workshops for equipment handling or host sessions for product tasting. These activities will not only teach employees critical aspects of their job but also provide immediate practice.
E-learning
With advancements in technology, e-learning emerges as a convenient platform for adult learning. It allows learners to pace their learning based on their comfort and offers a customized learning experience. Online modules, virtual reality simulations, and digital quizzes are some examples.
Peer Learning
Adults learn a lot from their peers via knowledge sharing and collaboration. Food manufacturing units can encourage this by facilitating cross-departmental ‘learning lunches’, study groups, or mentorship programs.
Inspiring Learning and Facilitating Implementation
Once a learning environment is created, the next step is ensuring effective knowledge implementation. Regular reflections and assessments can ensure learning outcomes translate into on-the-job performance. Here are some ways to encourage implementation:
Recognizing and rewarding learning implementation
Rewards, even if they are symbolic, prove highly motivating for adults. When employees successfully implement newly learned skills, they could be recognized in team meetings or given a token of appreciation. This encourages not only them but also others to put their learning into practice.
Periodic Refresher Courses
Repeated exposure to information increases retention and solidifies learning. Offering refresher courses or training can assist employees in recalling and implementing their knowledge accurately. Example, will be annual GMP refresher.
Promoting a Culture of Continuous Improvement
Promote a learning culture where employees feel safe to share their newfound knowledge with their peers, ask questions, learn from their mistakes, and strive for continuous improvement. This facilitates a cycle of learning, implementing, sharing, and learning again, which drives the organization’s overall growth.
Take Away for Learning Strategies for Staff
Understanding how adults learn can significantly boost the effectiveness of training programs in the food manufacturing industry. Using the right techniques to deliver this training, followed by strategic steps to encourage implementation, can create a productive, skilled, and continuously improving workforce.
That is why we bring training in multiple formats for our clients. Our training program combines self-study, live Zoom training and in-person training.
Are you looking to grow your staff and encourage learning, apply these tips and find a Time with Felicia Loo so we can help you with your employee retention.