How should training for shift teams be carried out?

Working shifts is indeed troublesome; only at the end of the day shift (usually at 16:00) is there time to spend a little over an hour on training, after which one can leave at the same time as those who work the full day shift. This was how it used to be when I was in the workshop, and once it became standard practice, the people working there got used to it and had no complaints anymore.

In the past, our company conducted training during regular working hours, gathering members from all four teams together; usually, the same content was taught twice. As a result, there was a lot of dissatisfaction among the employees, and some even slept in the classrooms. Later on, training was delegated to the individual teams, with team leaders handling the training sessions. The trainees would rate the instructors, and payment would be given to those instructors. This approach reduced complaints, as training could be carried out on a team-by-team basis. However, the quality of this training was poor – the team leaders simply read from the slides I had prepared earlier. Now, the approach has been changed again: training is now carried out by process supervisors, managers, and team leaders, with one topic being covered every two months. The training times are determined by the teams themselves. Although the quality of training varies due to differences in the skills of the instructors and their ability to manage the training sessions, it is still better than when only team leaders were responsible for training. We are also constantly exploring, but we are still some way away from achieving the ideal result.

Training team members is an important part of work in the workshop. However, the method we use here involves training team leaders, and the results are average; experienced workers who are already proficient don’t need any training. The issue here isn’t so much about how to provide training, but rather how to boost employees’ interest in learning. This is especially a difficult problem when it comes to new employees and those who have changed roles and are unwilling to learn

In my opinion, training for shift workers doesn’t necessarily have to be limited to in-person classes; shift workers work differently from day-shift workers and particularly need rest. Therefore, I believe that the training content could be presented in card form and placed at the production stations, allowing employees to learn while working on a daily basis*. After some time, workshop managers can go to these stations and use the cards to conduct random checks on employees’ learning progress; this way, normal production is not disrupted, yet better results can be achieved compared to centralized training.

1. When companies conduct training, there is a need to enforce the acquisition of knowledge; employees lack initiative. 2. From the instructor’s perspective, it is important to consider the quality and feasibility of the teaching materials, as well as whether there is a proper plan in place. 3. Are there any assessments for the trainees, such as exam scores, ranking, rewards for those who perform well and penalties for those who don’t? Those who receive penalties are discussed with senior management. 4. Mentorship program: a one-to-one coaching activity is carried out, with skill competitions held at the end of the year, where both mentors and trainees compete to assess the outcomes of the training over the course of the year. Actually, I have been in charge of training and education here for many years, and the quality of training depends on whether the skill level of those who receive it improves. If the training is the same after one year, then it is a failure of the training. This is my personal opinion. I’m not sure if it can be of any help to you.

The training for shift workers should primarily be carried out by the team leaders themselves, with a focus on reward and punishment systems for evening training as well as the assessment of its effectiveness.

1. For workshop-level training, we organize it after working the night shift. 2. Team-level training requires the skills and competence of team leaders. . Every pre-shift and post-shift meeting is a training session.

Your method works. At the end of each day shift, half an hour of training is sufficient; a little over an hour is a bit too long.