Have you maximized the Value of Your Operator Trainers?
This article explores the importance of operator trainer development in manufacturing settings.
You have experienced operators performing their jobs well, so you made them trainers.
- Do they know how to explain concepts in a clear and simple manner?
- Can they adapt to the different learning styles of the people they will train?
- Do they know how to tell when someone is “getting it”?
Manufacturing facilities rely on experienced operators to train new hires in critical job skills and processes. However, being an expert on the plant floor does not automatically translate to being an effective trainer. Operators need dedicated training on how to teach their specialized knowledge to others. With the right “train the trainer” program, operators can become skilled at instructing and onboarding new team members.
Why Operator Trainers Need Formal Training
Operators develop specialized knowledge from months or years of working with specific machines and systems. They need techniques for structuring and transferring this deep expertise to new hires unfamiliar with the equipment.
People learn in diverse ways. Effective operator trainers need strategies to explain concepts differently based on an individual’s learning preferences and background.
Training requires far more patience and communication than just performing the job independently. Operator trainers need coaching on how to be supportive, provide clear direction, and give constructive feedback.
Trainers must continuously gauge how healthy trainees are absorbing key concepts and skills. Formal training gives operators the methods for evaluating knowledge retention and progress.
Core Competencies for Operator Trainers
A ‘train the trainer’ program should focus on building essential operator training skills across four foundational competencies:
1. Instructional Delivery
Operator trainers need techniques for communicating instructions clearly and structuredly. This includes breaking down complex tasks, avoiding jargon, utilizing visual aids, and allowing for questions. Trainers also need to hone their public speaking and demonstration abilities.
2. Coaching & Motivation
Beyond delivering content, great trainers act as coaches to encourage development. Operators need tools to assess trainees’ strengths and weaknesses, provide constructive feedback, maintain positivity during setbacks, and motivate continued progress.
3. Adaptability
With each new hire, trainers must tailor their approach based on preferred learning styles and paces. Instructional methods that work with one trainee may not click with another. Operator trainers need flexibility to explain concepts in multiple ways and adjust when necessary.
4. Evaluation
Trainers must continuously evaluate comprehension and skill development during training. Numerous tools allow trainers to identify knowledge gaps and modify their training approach accordingly.
Structuring an Effective Operator “Train the Trainer” Program
Manufacturing plants can leverage various methods for implementing a manufacturing train-the-trainer program, including:
- Shadowing and assisting experienced operator trainers for weeks allows new trainers to learn hands-on skills and see training approaches modeled in live settings.
- Practicing instructional delivery and coaching with other operators or new hires lets them gain first-hand experience while getting feedback.
- Participating in workshops that offer best practices for manufacturing training on critical competencies like instructional design and learning styles.
- Completing online learning modules allows operators to develop initial knowledge around training techniques on their schedule. eLearning should focus on core theories and strategies.
- Pairing new operator trainers with veteran mentors who can observe live training sessions and provide guidance based on years of experience gives newer trainers someone to shadow and consult as they refine their skills.
- Completing “Train-the-Trainer” certification courses at an external training organization leads to a professional trainer certification, which companies can leverage to market their services and engage and grow their employees.
Get Buy-In from Seasoned Operators
When introducing a new training program, getting veteran operators on board as participants and mentors is essential. Recognize experienced trainers for their existing skills and emphasize how formal development will make their training role even more accessible. Show how the program saves veteran operators time since new hires develop proficiency faster with improved onboarding. Highlight opportunities for experienced and new trainers to learn from each other. Proper change management gets the team excited about professional development.
Outcomes of Improved Operator Training Skills
By investing in operator trainer development, manufacturing plants reap significant rewards, including:
- Faster new hire onboarding and proficiency in critical safety and compliance procedures
- Reduced errors and accidents from new hires
- Improved job satisfaction among new team members
- Increased workforce stability from higher new hire retention
- Greater productivity as new hires get up to speed quicker
- Reduced workload on veteran operators who spend less time re-training improper work
For manufacturing facilities looking to expand their teams with quality new hires, establishing an internal “train the trainer” program for operators transforms recruitment and onboarding. With structured approaches for transferring institutional knowledge, plants can build an experienced, cohesive workforce for the future. Investing in operator trainer skills ultimately leads to more innovative, safer operators ready to hit the ground running, and the training is sustainable, consistent, and repeatable.