Modern Training Programs for Manufacturing Employees: A 5-Step Guide

Today's factories need precision and speed to stay competitive. From robotics to automation, every component must work in sync. But there’s a growing mismatch between what manufacturers need and what the workforce can offer. According to Deloitte and The Manufacturing Institute, the U.S. could face 2.1 million unfilled manufacturing jobs by 2030 if the skills gap persists.

This gap doesn't just mean unfilled roles—it's creating real safety risks on the factory floor. Workers who aren’t properly trained to use new software, equipment, or processes may struggle to perform safely and efficiently. In some cases, it means candidates can’t accept jobs at all. In others, it leads to preventable accidents, compliance violations, or production delays.

Traditional methods of training for manufacturing employees, like shadowing, classroom lectures, or generic eLearning, can’t close this gap on their own. Modern programs need to blend proven approaches with immersive tools like digital twins that deliver site-specific, hazard-free training in a way that is both engaging and repeatable.

Comparing manufacturing training delivery methods

Most manufacturers still rely on the same one-size-fits-all training they've used for decades. Shadowing on the floor, classroom lectures, and static eLearning modules have long been the default, but each comes with trade-offs. 

On their own, none of these methods can fully prepare today’s workforce to operate safely and adapt to new technologies.

A stronger approach combines the familiarity of traditional methods with modern tools that make learning safer, more consistent, and more engaging. Let's break down where each method works and where it doesn't.

On-the-job shadowing

Shadowing remains one of the most common ways to train new hires: pairing them with an experienced employee and letting them learn by observing and assisting on real equipment. Trainees learn in the actual environment where they'll work, and they can ask questions or get immediate feedback as they go. It also builds camaraderie between seasoned workers and newcomers.

But the same qualities that make shadowing valuable also make it risky. A busy production floor isn’t an ideal classroom. Novices can slow down operations, and worse, they may be exposed to hazards before they’ve completed essential safety training. Quality varies widely, depending almost entirely on whether you get a patient, skilled trainer or someone who's just going through the motions.

On its own, shadowing is difficult to standardize across sites or shifts. Smart manufacturers are starting to pair shadowing with immersive tools.

Classroom instruction

Everyone knows classroom training. It's simple, cheap, and doesn't require any fancy tech. It works well when the goal is to:

• Facilitate group discussion – Instructors can field questions in real time and encourage dialogue among peers.

• Lower the barrier to entry – No special equipment is required—just a room and an instructor.

But let's be honest about the downsides:

• Limited retention – When you're stuck in a conference room, it's hard to connect lessons to what actually happens on the floor.

• Scheduling headaches – Pulling teams off the line for multi-hour sessions can be disruptive and costly, especially across shifts.

Matterport offers a way to enhance classroom-style sessions with interactive, virtual demonstrations (see below).

This model shows how instructors can project a 3D walkthrough, annotate key areas, and let trainees explore the environment together—retaining the collaborative feel of classroom instruction while grounding the lesson in a realistic setting.

eLearning modules

Online training brought a wave of efficiency to manufacturing. Employees can complete courses on their own schedule, repeat modules as often as needed, and scale the same material across global sites without additional cost. For compliance training or standardized procedures, it’s hard to beat that level of reach.

The problem is that scale often comes at the expense of engagement. Static slides or video lectures can feel like a chore, and without an interactive element, retention drops quickly. eLearning also struggles to replicate the spatial context of a real facility. Knowing the theory behind lockout/tagout procedures, for instance, is different from recognizing the exact control points on a piece of equipment.

eLearning works best as a starting point, not the whole program. It delivers the baseline knowledge, but employees still need an environment that brings those concepts to life.

Immersive learning

Immersive learning gives employees a way to practice in a realistic environment without putting themselves or production at risk. Instead of sitting through slides or shadowing on the floor, trainees can explore a digital replica of the facility, follow step-by-step procedures, and repeat scenarios until they’re confident. 

The approach stands out because it is:

• Site-specific. Training mirrors the actual plant layout and equipment.

• Hazard-free. Employees learn without exposure to dangerous conditions.

• Engaging. Interactive walkthroughs and simulations hold attention better than lectures or videos.

• Repeatable. Workers can revisit scenarios anytime, reinforcing knowledge at their own pace.

Granite Construction has already seen the impact. By scanning its asphalt plants and layering interactive modules on top, the company created gamified training that lets new engineers walk through a site virtually, complete challenges, and understand material flow before their first day on the floor. The same digital twins are now used for truck driver orientations and even corporate onboarding, helping reduce downtime and boost retention.

Engineering services firm RemSense is also taking advantage of immersive training experiences. They developed “Virtual Plants” for clients in mining and energy that serve as training grounds for equipment operation, safety checks, hazard analysis, and remote inspections. Employees can rehearse complex tasks in VR, building confidence and accuracy long before they face the real environment.

By combining realism with safety, immersive learning closes the gaps left by traditional methods and gives manufacturers a scalable way to prepare workers for the risks of modern production.

How to design a safe and efficient program for training manufacturing employees

You can't build an effective training program on good intentions alone. Manufacturers need a framework that protects employees, ensures compliance, and keeps pace with evolving technology—all without slowing production. A tactical, step-by-step approach helps turn those goals into a repeatable system that works across sites, shifts, and roles.

The five steps below outline how to design training that is safe, efficient, and built to last.

1. Assess skill gaps, risks, and regulations

The foundation of any training program is understanding what your workforce can do today versus what they’ll need to do tomorrow. That means looking at three areas side by side:

• Skill gaps. Map out the technical, diagnostic, and soft skills required for each role, then compare them to your current workforce using skills matrices or assessments.

• Safety risks. Conduct audits that identify where employees are most exposed to hazards—whether it’s unguarded machinery, complex lockout/tagout procedures, or repetitive strain risks.

• Regulatory compliance. Review applicable standards (OSHA, ISO, GMP, or local equivalents) and run gap analyses to see where current practices may fall short.

This assessment gives you real data to work with, not just hunches. It highlights which areas require immediate attention, where additional resources are needed, and which training modules should be prioritized first. Without this step, training programs often default to generic content that fails to address the real challenges employees face on the floor.

2. Identify key training pillars

The best manufacturing training programs focus on four key areas that cover both technical demands and human needs:

• Safety and compliance. This is the starting point for every program. Employees need to know how to follow lockout/tagout procedures, navigate hazard communication, and meet regulatory standards. Companies like Danone use digital walkthroughs to reduce exposure in sensitive environments—new hires complete food-safety training virtually before ever stepping on the production floor.

• Job-specific technical skills. Once safety is established, training should focus on operating equipment, troubleshooting problems, and maintaining quality standards. Digital environments make it possible to simulate these tasks repeatedly until employees are confident.

• Soft skills and teamwork. High-performing teams rely on clear communication and quick escalation when issues arise. Scenario-based exercises bring these interactions to life, helping employees practice how to respond under pressure.

• Employee well-being. Training shouldn’t ignore ergonomics or mental health. Addressing safe body mechanics and stress management helps reduce injuries and burnout, reinforcing that performance depends on people as much as machines.

These pillars work together to create training that goes beyond compliance—building a safe, capable, and resilient workforce.

3. Choose the right mix of delivery methods

You can't use the same format for every training scenario. The most effective programs blend delivery methods so content is clear, engaging, and easy to retain. A few best practices stand out:

• Break content into digestible modules. Micro-learning helps employees absorb material in short sessions rather than long, overwhelming blocks. This makes it easier to fit training into busy production schedules.

• Incorporate gamification. Challenges, points, or progress tracking keep employees engaged and motivated to complete modules. Gamified learning also improves retention compared to passive formats.

• Mix media for variety. Embedding text, video, quizzes, and 3D interactions into a digital training environment keeps lessons dynamic and repeatable. Matterport digital twins, in particular, allow these elements to be layered into a realistic virtual workspace, giving employees multiple ways to engage with the same content.

Programs that combine these approaches not only deliver knowledge more effectively but also keep employees coming back to refresh and reinforce their skills.

4. Implement and collate certifications

If you can't track it, verify it, and update it, your training isn't finished. That’s why a strong certification process is just as important as the training itself. 

Modern learning management systems (LMS) make this easier by creating role-based learning paths, sending automatic reminders for renewals, and maintaining a clear record of who is certified to do what. Digital certificates can be issued instantly and synced with HR systems, removing the manual effort that often slows down compliance reporting.

But you can’t just stick this info in a database and forget about it. With digital twins, certification requirements and reference materials can be attached directly to the relevant equipment or location. 

An operator reviewing a machine can see safety tags and manuals, plus any required training updates or certifications.

Matterport's quick scanning means training content updates easily after system changes or layout adjustments—just add new Tags to the model instead of reprinting manuals.

By treating certification as an integrated part of the training environment, manufacturers can keep compliance airtight while making critical information accessible in the moments when employees actually need it.

5. Scale training across shifts, sites, and roles

Even the best training program won’t deliver its full value if it can’t scale. Manufacturing teams are spread across sites and shifts, with new hires starting alongside seasoned operators. Training for manufacturing employees needs to work at all levels—whether it’s onboarding on day one, refreshing compliance for a night-shift team, or giving experienced employees new skills as equipment evolves.

Digital twins make that possible by turning training into a resource employees can access anytime, from anywhere. They reduce first-week accidents through pre-start orientations, let remote or satellite teams complete walkthroughs on their own schedules, and support real-time coaching through live screen-share inside the model.

Industry leaders have shown how scalable training comes to life:

• Self-guided, gamified walkthroughs let new employees learn site layouts and processes virtually, so they’re prepared before setting foot on the floor.

• Granite Construction uses Matterport digital twins and Treedis’ no-code platform to onboard 300+ engineers a year, reducing the need for travel and in-person sessions.

• Standardized modules across sites ensure consistent onboarding and safety training for distributed teams, without requiring software development expertise.

• Immersive hazard training helps employees identify risks and procedures virtually, minimizing disruptions to active operations.

• Engaging content design—integrating quizzes, multimedia, or even AI tutors directly in the twin—boosts knowledge retention and keeps employees motivated.

By combining these practices, manufacturers can roll out training at scale without sacrificing context or engagement. The result is a system that keeps employees aligned across sites and shifts, while reducing downtime and safety risks.

Building a workforce ready for modern manufacturing

The days of one-size-fits-all manufacturing training are over. Programs that balance proven approaches with tech-enabled solutions like digital twins give employees the knowledge and confidence to work safely, meet compliance standards, and adapt quickly to new demands. The result is a workforce that reduces risk, accelerates performance, and keeps modern factories running at full speed.

Want to see how digital twins can bring this kind of training to life in your facilities? Get a demo of Matterport and explore how immersive, scalable training environments can transform the way you prepare your teams.