Frontline managers are the linchpins in developing a skilled and capable workforce, up and down the food supply chain, where safety and quality are non-negotiable. Workplace learning extends far beyond formal training programs, whether face-to-face or online. Employees gain valuable knowledge and skills through daily tasks, work interactions and hands-on experiences.

To truly unlock this potential, frontline managers must approach their roles differently. They need to foster a workplace culture that values all forms of learning, supports structured processes for training and development, and empowers employees to reach their full potential. In leading by example, fostering a workplace learning culture, and establishing clear pathways for skill development, frontline managers can empower and transform their teams.

At a national conference in Sydney, Australia, the author presented how frontline food and hotel services managers in healthcare settings could embrace learning (Table 1). This example is based on the original work of retired workplace learning consultant Jane Hart, and it is applicable across the food supply chain. The discussion highlighted the importance of balancing formal education and training with on-the-job learning to create a comprehensive approach.

Table 1. Food and Hotel Services Manager Learning and Development

Why Frontline Managers Matter

As someone heavily involved in education, training and development, I have witnessed firsthand how frontline managers shape a skilled workforce. Their influence goes beyond operational oversight—they create the systems and environment that enable employees to learn, grow, and thrive.

While frontline managers might not design training programs, their role in guiding and supporting employees is critical. Success lies in connecting structured learning to practical application, ensuring that training translates into safe and efficient workplace practices.

Keys to Success for Frontline Managers

Strong Induction Training for New Employees

The induction phase is critical, as it sets the tone for a new employee's success. A comprehensive onboarding process ensures that food safety remains a priority while helping employees integrate into the team. Essential elements include:

• Walkthrough and practical discussion of fundamental skills and safety practices, such as hygiene and cross-contamination prevention
• Clear job description reviews that outline performance standards and the role's contribution to organizational goals
• Hands-on learning with experienced colleagues, supported by early feedback to build confidence and competence.

Frontline managers who prioritize structured onboarding programs establish a strong foundation for long-term success and commitment to food safety practices.

Clear Job Descriptions

Effective food safety begins with well-defined roles. Job descriptions should:

• Define specific responsibilities (e.g., allergen management, temperature monitoring) and participation in external audits
• Highlight the skills and knowledge required to meet current and future challenges.

For example, a food production worker's role might emphasize hygiene and cross-contamination prevention, while a supervisor's responsibilities could include HACCP implementation and corrective action analysis. Regularly updating job descriptions ensures alignment with operational and regulatory changes.

Tailored Individual Training Plans

Generic training often fails to address the unique challenges employees face. Frontline managers can bridge this gap with individualized training plans tailored to:

• Skill levels: Assess existing knowledge and identify gaps
• Role-specific needs: Address hazards, processes, and equipment unique to the role
• Career goals: Align training with organizational objectives and employee aspirations.

For example, a line cook might benefit from focused training on cross-contamination management during peak production times, while a supervisor might require advanced training on root cause analysis.

Ongoing Communication About Goals

Regular discussions and information-sharing keep employees aligned with workplace objectives and food safety standards. Frontline managers should:

• Schedule regular catch-ups to discuss progress and goals
• Provide constructive feedback to reinforce safe practices and encourage improvement. 

Encouraging Professional Growth

Inspiring employees to grow professionally boosts morale and retention. Frontline managers can:

• Support employees in taking on more responsibilities or pursuing advanced qualifications.
• Recognize achievements and foster leadership potential within the team.

Notifying Senior Leaders of Training Gaps

When training needs exceed available resources, frontline managers must identify these gaps and inform senior leadership, ensuring the team has the support necessary for success.

Creating Systems and Environments for Success

Training does not end after completing an online module, webinar, or workshop. Frontline managers play a vital role in integrating learning into daily operations by:

• Valuing on-the-job learning: Recognizing everyday tasks as opportunities for growth
• Encouraging knowledge-sharing: Facilitating team discussions and collaborative problem-solving
• Using job aids and checklists: Providing practical tools to help employees consistently apply their knowledge.

From the Author's Perspective

In my experience, the transformation is remarkable when frontline managers embrace their roles as mentors and advocates for learning. Frontline managers are instrumental in building a skilled workforce and fostering a safety-first culture. They can turn compliance-focused training into a system that drives competence and lasting change by establishing clear expectations, supporting structured training, and committing to ongoing development.

Takeaway

The growing demands for quality and safety across all sectors of the food industry require frontline managers to step up as mentors and facilitators of learning. By creating supportive environments, setting clear expectations, and integrating training into daily tasks, they empower their teams to excel in performance and food safety.

The future of food safety depends not only on what employees learn, but also how effectively they apply it. Transformation begins with frontline managers.