Worker safety is a top priority for organizations across all industries, especially considering how dangerous some day-to-day tasks can be. Accidents and human error on the job can lead to serious injury and even death.
Among the many risks supply chain organizations face in today’s dynamic environment, workers are the most unpredictable factor. That’s why all effective risk management strategies begin with worker training.
However, worker training cannot begin and end with an organization’s direct employees. Any worker on a company’s property or job site must be sufficiently trained, including contractors and other temporary employees. These workers often have the same complex responsibilities as permanent staff—requiring an equal understanding of company policies, equipment, and safety protocols.
To establish a safe and efficient work environment, training programs must be comprehensive, up-to-date, and engaging for all workers—whether full-time employees or contract staff. Insufficient training increases the risk of accidents and impacts a company’s compliance, productivity, and reputation. An effective worker training program addresses these challenges by setting clear expectations, reinforcing safety protocols, and ensuring all workers, regardless of employment status, have the knowledge and skills to perform their roles safely.
The Risk of Insufficient Training
Worker training programs ensure that employees are properly trained at all times to conduct their jobs while following safety protocols and avoiding hazards. Ineffective, incomplete or out-of-date training poses just as much risk as no training at all.
Inadequate or inconsistent training leads to a hazardous workplace with error-prone staff and unsafe practices spurred by a lack of knowledge or skill. Even just one insufficiently trained worker poses significant risk to everyone. That’s why engaging training programs are critical to ensuring workers pay attention. Workers who aren’t engaged during trainings may miss vital safety information. Worker complacency can lead to ignoring safety protocols, taking dangerous shortcuts, and being less vigilant about hazards.
Unfortunately, contract or temp workers may be more likely to lack engagement or interest in required training since it is not tied directly to their full-time employer. Without adequate training, contract workers may pose significant risks to themselves, others on the job site, and overall operations. Just as with direct employees, unsafe acts or behaviors by contract workers threaten the safety of everyone on-site.
Worker training programs must be regularly updated to align with changing regulations, industry best practices and evolving risks. On top of federal and state regulations, many industries also require specific certifications or trainings. Failure to meet these guidelines puts workers and organizations alike at risk. Workers can face serious injury or fatality (SIF), while companies can also face legal fines, reputational damage and a loss of operational efficiency. The best training programs are the ones that are consistently measured and updated to meet the dynamic workplace.
Worker training: whose job is it anyway?
Though a cliched metaphor, it actually does take a village to develop a successful worker training program for company employees, third-party contract and temp workers. As with all risk management and safety initiatives, effective worker training programs must start with executive leadership buy-in. Safety among employees and contract workers must be part of the company culture and expectations; otherwise, training programs may not be prioritized.
It may be easy to think of worker training as a box that can be checked off with safety videos, attending a couple of safety courses, and spending a few days or weeks of job shadowing during onboarding. In reality, it goes far beyond that. There are many stakeholders who play an important role, including:
Hiring/Procurement – Hiring and procurement teams are responsible for hiring, vetting and onboarding employees, suppliers and contractors. This includes finding the qualified companies or workers, verifying necessary credentials and training qualifications, and managing the entire onboarding process.
Training Drivers & Administrators – These individuals—who may hold a variety of different positions including HR, Health & Safety Officer, QHSE Professional and Compliance Officer—design, implement, monitor, and evaluate all worker training programs. This includes aligning training with company standards and industry regulations and ensuring all workers meet required competency levels.
Supervisors – Depending on the company’s structure, supervisors may encompass Project Managers, Site Managers, and/or Contract Supervisors—anyone who oversees worker performance. Supervisors oversee workers’ day-to-day activities and enforce safety standards and procedures. Due to their proximity to the workforce, supervisors must also assess training effectiveness and provide additional training, as necessary.
Workers – Finally, workers are responsible for actively participating in training programs, following safety protocols, and applying the knowledge gained to their daily work.
Developing and Deploying Worker Training Programs
Sufficient worker training programs begin with structured plans that outline role-specific requirements, ensuring both employees and contract workers are prepared to perform their jobs safely and efficiently. Training should cover multiple aspects, including key competencies, safety protocols, and compliance issues while addressing job-specific concerns, such as industry regulations and unique hazards. It must also be ongoing, with regular refresher courses to reinforce critical skills and share updated best practices or federal/industry guidelines.
When developing a worker training program, there are a few best practices to keep in mind:
Keep Training Content Updated – As already mentioned, outdated materials pose significant safety risks. Training content must be reviewed periodically to reflect regulatory changes, industry updates, and site-specific conditions. New technology or emerging risks should prompt immediate updates. Additionally, feedback and performance data from supervisors should inform training programs to ensure updates and refresher courses are made in a timely manner.
Utilize Interactive Training – We know that unengaged and complacent workers are more prone to risk. Interactive methods like simulations, role-playing, and hands-on activities improve engagement and retention. Not everyone learns and retains information the same way, so training should be flexible to accommodate different learning styles such as visual, auditory, and kinesthetic. Offering multilingual training ensures accessibility for diverse workforces.
Measure and Monitor Effectiveness – Tracking training outcomes through assessments, feedback, and performance metrics can help identify knowledge and compliance gaps. Regular evaluations and follow-ups ensure long-term retention and application in real-world settings. This is another area where supervisor insight can be a useful tool. Another way to assess areas for improvement is to compare results across teams or sites.
Leverage Technology for Efficiency – Technology touches every aspect of our lives, and training programs are no exception. Learning Management Systems (LMS) can make delivering and tracking training easier, especially for large companies with diverse workforces. LMS platforms provide easy access to training materials, maintain digital records, and enable real-time updates—even for remote or contract workers. Companies can create a safer, more effective training program by maintaining an adaptive, engaging, and technology-driven approach.
Challenges associated with worker training programs
Designing, managing, executing, and overseeing worker training is an immense undertaking that naturally involves a variety of challenges and risks. These risks, which include remaining compliant with changing regulations, addressing different learning styles, ensuring quality and consistency, and maintaining engagement and consistency, may only be amplified by using contractors. Time and resource constraints can also pose a significant challenge, especially when addressing temporary and contract workers, who often need to be trained in an accelerated timeframe.
Good training programs are always evolving. As with any good risk management strategy, training programs must be continuously updated and improved upon to provide the correct information to trainees and remain effective.
It’s important to remember that the destination necessitates the journey. Thorough worker training is a worthy investment, even if it means pulling workers off the job temporarily, because it keeps everyone safe and can help companies avoid the negative ramifications associated with SIF.
Training is an ongoing effort, requiring constant attention and refinement. However, by following these best practices, companies can ensure that their workforce is well-prepared, compliant, and safe—minimizing risks to workers (both full-time and contract) and operations.
