The Journey to Frontline Training Success: Develop Skills that Align with Your Organization’s “Big Bets” (Part 3 of 3)

Preparing your workforce for success starts by directly tying skills development to your organization’s goals. Think of these as the “big bets”: audacious initiatives or upcoming strategic shifts that require new capabilities to thrive. L&D leaders who perform well in this area tie their workforce development plans to upcoming expansions, ambitious goals, and new product lines.

Quanta Services, for example, attributes its long-term growth to workforce training created to secure large-scale infrastructure contracts. Similarly, Ericsson’s annual effort to spotlight its Global Critical Skills ensures employees are primed for innovation and global mobility.

So, where to begin? Here are some key questions to address:

• What strategies or priorities depend on employees acquiring new skills?
• Are there clear development paths to mobilize frontline talent for these objectives?
• How can you directly engage workers to contribute to these enterprise-driven initiatives?

Once you’re clear on your objectives, here are some actions to take:

• Identify big milestones or shifts (upcoming products, market expansions, etc.) and connect them to skill needs.
• Use skill forecasts and workforce planning data to set priorities.
• Provide visibility and incentives for workers to participate in enhancing their expertise in these areas.

When frontline workers develop skills that position them as integral to your vision, you’re building flexibility on your team and creating a workforce equipped to adapt and grow with the organization.

Building employee skills for tomorrow’s tasks

New technology doesn’t just reshape industries—it redefines the roles and tasks within them. From updating a tech stack to integrating AI, the right platforms continue to automate some tasks while highlighting the need for a human touch on others. Leaders with an eye on the future are identifying the skills employees need today to stay agile as jobs evolve.

Let’s take the example of grocery stores adopting self-checkout kiosks. Cashiers no longer exclusively scan items. They also multitask, resolve issues, and help ensure smooth customer experiences. Amid the technical changes, there’s growing demand for frontline retail employees with “soft skills” like adaptability, nuanced communication, and technology proficiencies.

Here are some questions to consider when determining which skills you should train for:

• Which trends (tech or otherwise) are reshaping frontline work?
• What tasks will automation take over, and where will human skills still shine?
• Do you have pathways to reskill or redeploy your workforce as tasks evolve?

With a strategy in mind, here are some actionable next steps:

• Identify tasks likely to change through automation and map associated skill development opportunities.
• Use a mix of manager feedback, employee insights, operational data, and future market trends.
• Focus skill-building efforts on areas that enhance traits machines can’t mimic (such as creativity, negotiation, and adaptability).

Transforming work challenges into skill-building opportunities accelerates your ability to adjust to disruptive trends while providing your employees opportunities to enhance their knowledge and advance their careers. 

Leveraging internal mobility to unlock frontline talent

When it comes to organizational growth, frontline workers are often an organization’s most untapped resource. Unfortunately, many frontline employees don’t see clear pathways to transition beyond their current jobs into leadership positions. Solving this begins with visibility. In addition to career maps and training, your employees need frameworks highlighting opportunities for lateral shifts, upskilling, and long-term growth.

One energy technology company provides its manufacturing employees with training in multidisciplinary skills, enabling them to move across regions. By proactively mapping skills to new opportunities in other locations, the company keeps its workforce agile and quickly adapts to operational shifts and cycles.

Some critical questions for leadership teams looking to build greater career mobility:

• Have you clarified how current roles can evolve into thriving career paths?
• What barriers might impede mobility, and how can they be removed?
• Does your organization provide tools, coaches, or mentors for employees to explore options confidently?

Essential steps to take:

• Standardize skill frameworks and make them accessible across your workforce.
• Offer opportunities like job rotations or on-the-job training to diversify skillsets while addressing immediate needs.
• Showcase testimonials or career journeys of employees who’ve successfully transitioned within the business.

Clear career pathways empower a more engaged workforce while increasing employee engagement and retention. Employees who see growth potential are more likely to stay with the company and become key contributors to your organization’s long-term success.

Sharpening focus to future-proof workforces

Organizations that invest in their frontline talent gain employees with the skills they need, as well as greater resilience for the challenges ahead. Businesses getting it right are working to align their training efforts with strategic goals, shift training programs to target skill-building priorities as business needs evolve, and create clear paths for career mobility.

By focusing on what matters most, your L&D team can transform career development into a powerful tool that bridges the gap between business strategy and workforce potential. For a deeper dive into the latest strategies and insights shaping frontline workforce development, download the full report from RedThread Research, licensed by Schoox.