Addressing the manufacturing labor shortage and skills gap is a critical challenge for industrial companies. The manufacturing workforce needs more people, but it also needs skilled workers. However, manufacturers don’t always have the time and resources to ensure workers are sufficiently trained, especially at small- to medium-sized enterprises.
To combat these workforce issues, companies need to invest more in employee training, both for new employees and for long-time employees who need to be upskilled on new technologies. Despite this viable solution, many manufacturers are reluctant to lose employees for one or several days for training. But those companies that take the initial step see firsthand the production benefits from having an upskilled workforce.
Engaging Workers With Hands-On Training
There are many training options out there for the manufacturing workforce, but not every training course is equal. Some methods are more effective than others. This is the mindset Phillips Corp. had when setting up its training division.
Service Training Manager Todd Price, who conducts Phillips’ machine maintenance classes, spearheaded the creation of the company’s training division almost a decade ago. Price saw the need for more experienced, highly skilled workers, both within Phillips and at customer facilities.
“We needed a consistent approach across all our training; that’s how the training center came about,” Price explains. “Our focus was creating easy-to-understand training that doesn’t use ‘engineering speak’, but rather a common-sense approach. With the maintenance classes, that means focusing on how a component failed and troubleshooting that failure.”
Price believes this approach is what makes Phillips’ training classes successful. The program has evolved from an internal offering to one that is available externally to companies and machine shops. Training courses are hosted at one of two training facilities and led by expert instructors. Currently they offer courses on machine maintenance and operator training, as well as advanced classes.
Larry Johnson, an instructor for operator/programming courses, expands on Phillips’ training approach, highlighting the hands-on aspect. “For the operator training, we’ll take them through machining processes step-by-step. They have the machine in front of them — it’s very hands-on. And if they get stuck, we can jump in, give them a hand and walk them through the process.”
It’s the same for maintenance, Price adds. Phillips’ training centers have machines dedicated specifically to these courses. “That’s what differentiates our maintenance training,” says Price. “We actually break the machines, and allow participants to take the machines apart and learn how to troubleshoot and solve issues.”
This premise of small-group, hands-on, in-person training combined with uniquely equipped training facilities has allowed Phillips’ training division to become a standout in the industry. Brad Adams, president of the education division at Phillips, took some of Johnson’s classes to gain firsthand knowledge of their levels of quality and expertise.
“I’m new to machining, so I know how it feels when you’ve got a control board in front of you, you’re getting stuck and you’re able to lean on somebody,” says Adams. “Larry would sense when I was struggling and preemptively help me out, or ask a question and help me figure it out myself. It’s a really engaging training for machinists.”
Training to Combat the Manufacturing Skills Gap
Providing engaging training makes it easier for machinists and service technicians to learn. Phillips ensures that its training courses include both practical knowledge and real-world scenarios, which not only helps workers be more effective in their jobs but also meets an industry need: bridging the skills gap.
Expanding on this idea, Price says, “We're seeing an age gap right now. A lot of workers who come through are older, and need to be brought up to speed with newer technology and newer types of machines. We’re also getting younger people who are just coming into this industry, and need to understand the systems and how they work together.”
Focusing on systems training rather than specific machine training enables workers to troubleshoot issues regardless of which machine they’re working on. Maintenance technicians with these skills can save a company from losing days of productivity.
“Will they always be able to get it fixed?” asks Price. “If they only come to a one-week class, maybe not. But they can identify quickly, down to a component level, what's going on with the machine, and minimize downtime. That’s one of the biggest returns on investment our customers see when they send their employees to training.”
Commenting from an operator training perspective, Johnson says, “Customers like when their employees come back from training and don't have to rely on somebody, like a lead guy, to help with offsets or program adjustments. It speeds up the production process when operators know what they’re looking for.”
Navigating the Manufacturing Labor Shortage
Investing in training is helping to bridge the skills gap, but the industry is still in need of more workers. Many companies, including Phillips, are taking steps to expand partnerships and create more opportunities for people to enter the manufacturing workforce. These include establishing apprenticeships, working with other training programs, and connecting with high schools and colleges that have industrial labs.
But it’s clear that the manufacturing workforce is still lacking. Both Johnson and Price continue to hear from their customers about the need for more people. And though interest in manufacturing careers is increasing, more must be done to mitigate this issue.
“All the statistics show an aging skilled labor workforce,” says Adams. “There are not enough people going into the trades; not enough people going into machining. And then there's all this talk of moving production back to the U.S. Who’s going to do the work?”. Phillips wants to help solve these challenges.
To do that, says Adams, “We need a lot more ties to early education, shop classes in high schools and community colleges, and ways to better partner with a network of schools already teaching manufacturing curriculum. We want to be part of that re-skilling and upskilling that the industry needs.”
From Price’s perspective, the education system isn’t effectively teaching the skills students need to be successful. And Phillips’ training division is already serving as a proxy to ensure new workers coming into manufacturing have the skills they need for the job.
“Companies hire an individual based off a resume, whether that be past work history or education, and then that worker isn't able to do the job,” Price says. “Those companies send these workers to us to bring them up to speed.”
Phillips is uniquely positioned to quickly upskill these workers due to its engaging approach and training facilities. Expanding on this, Johnson says, “It’s really the hands-on focus that’s a success. Schools teach from books and show videos, but you’ve got to do it. Turn some handles, put some tools in, and break a tool every now and then. That's how you learn.”
Adams believes this disconnect between manufacturing education and practical skills is the area in which Phillips can add the most value. “It’s profound when you think of the magnitude of the actual labor shortage, and we’re always looking for more people as well, but ultimately our goal with the training division is to attack the skills gap. As we evolve, that’s how we can meet the industry where it is and provide even more value.”
The labor shortage and skills gap will continue to be significant issues for the manufacturing industry in the coming years. Investing in training and developing partnerships to generate more interest in manufacturing will help mitigate these challenges, but effectively solving these issues will take a more concentrated effort from government, educational institutions, and the manufacturing industry as a whole.
Phillips’ training division is continuing to expand to meet this industry need. Visit the website to explore more training options and inquire about classes. And if you’re a manufacturing professional wanting to learn more about industry challenges and solutions, consider attending the Manufacturing Technology Series of events — where regional industrial ecosystems convene to advance manufacturing.
Biographies
Brad Adams, President Education Division
Phillips Corporation
Brad Adams joined Phillips Corporation in 2024 as President of Phillips Education. He is a global senior executive with over two decades of experience scaling high-growth education technology and technology organizations from early-stage to nearly $1B in revenue. He has led complex global operations, including service delivery, product development, sales, marketing, and technology, with a strong record of operational efficiency, profitable growth, and large-scale transformation.
Most recently serving as Chief University Operations Officer at 2U, he helped expand the company’s reach to 35 million learners worldwide and oversaw global teams of more than 2,500 full-time and 4,000 part-time professionals. His earlier leadership roles at Educate Online/Sylvan, Mindsurf Networks, and MCI highlight his expertise in building scalable systems, launching new products, and guiding organizations through transitions from startup through IPO.
He holds an MBA from the University of North Carolina at Chapel Hill and graduate and undergraduate degrees from the University of Pittsburgh.
Todd Price, Service Training Manager
Phillips Corporation
With an impressive 32 years of Haas experience, instructor Todd Price is a cornerstone of Phillips, serving as the Service Training Manager. He has spent 25 years with Phillips Corporation, including 9 years as a training instructor and 16 years as a Field Service Engineer. Todd’s favorite part of teaching is the look on the students’ faces when they grasp a new concept. He believes Haas Training is invaluable because it equips students with lifelong skills and enhances companies’ efficiency by improving their troubleshooting capabilities. Outside of work, Todd is passionate about building and racing cars. As one of our top-rated Phillips instructors, he continues to make a lasting impact on every class.
Larry Johnson, Field Service Engineer & Training Instructor
Phillips Corporation
Larry Johnson’s 30-year tenure at Phillips Corporation includes a year as an instructor and nearly 3 decades as a Field Service Engineer. Specializing in programming and machine setup, Larry finds joy in showing customers how to set up and run their machines, particularly when they successfully run their first part. He asserts that Haas Training saves students time and money by teaching them proper machine setup and maintenance techniques. Outside of professional life, Larry loves spending time with his family and introducing his granddaughter to the great outdoors.