Upskilling: Investing in Talent for Tomorrow’s Success

A significant and persistent labor shortage in the manufacturing sector is a problem that requires a strategic, proactive solution, which starts with investing in existing talent.

Since January 2025, the U.S. has averaged nearly 430,000 unfilled manufacturing jobs per month, based on data from the Bureau of Labor Statistics.

The rapid advancement in manufacturing technology, from automation to AI, is creating a skills gap that further increases the demand for workers with capabilities beyond their learned trade skills or specific job duties.

The aging out of the manufacturing workforce has given way to a generation of workers who were navigating iPads before they could walk. They weren’t building shoebox dioramas for class projects; they were designing video games.

Bridging that skills gap starts with embracing and adapting to technological advancements.

Contrary to the common misconception that automation equals job loss, the reality is that automation fills those gaps, performing tasks that emerging workers do not want to do.

“By implementing automation for repetitive tasks and upskilling workers, companies can redirect employee efforts toward higher-value activities,” said Beatriz N. Gutierrez, CONNSTEP President & CEO.

Automation creates the need for a workforce of critical thinkers, capable of maintaining automated systems and analyzing data to diagnose and troubleshoot issues.

Leveraging employee development and training programs to harness the technological capabilities that come naturally to next-generation talent can have a significant positive impact on both employees and organizations.

When employers invest in the professional development of their workforce, employees become more engaged and feel a greater sense of accomplishment.

“If you can boost employee confidence and improve company culture while increasing efficiency and productivity, it’s a win for the entire company,” said Gutierrez.

Providing employees with the resources to gain skills like robotics, AI-integrated production, and data analytics shifts their focus to higher-value activities.

These skills, acquired through classroom instruction, digital learning platforms, and even “gamified” learning, enable employees to use problem-solving and creativity to drive innovation.

“People know that you have a clear vision for them and you are there to help them grow…that is part of your mission in life as a company and as a person,” said Katty Garcia, Siftex Equipment Company, Inc. General Manager.

When workers understand and can efficiently execute complex manufacturing processes, it leads to reduced errors, waste, and production downtime.

For the organization, building a culture of continuous learning creates a future-ready workforce, prepared to adapt to inevitable change.

Bridging the skills gap through upskilling and reskilling leads to sustained growth, ensures a steady supply of qualified talent to fill open positions, and demonstrates an organization’s dedication and commitment to its people.

“At the end of the day you want a company who’s going to have your back,” said Garcia.

Creating pathways for employee skill development opens doors to higher salaries, career progression, and can reduce turnover.

It is also a way to attract new talent who see a future with an organization that actively supports the growth of its employees.

For manufacturers, having a skilled workforce is imperative to maintain a competitive edge.

Empowering existing employees through training and skill development programs is one of the most effective ways for an organization to ensure they have the best-equipped team to drive efficiency, productivity, and future success.