Food manufacturers have long understood that training underpins food safety. Yet despite decades of effort and increasing regulatory pressure, many organizations still struggle to translate training into consistent on-the-floor behaviors.

"How to Build a Better Training Program and Why," based on the ninth Global Food Safety Training Survey,¹ sheds light on this challenge and offers a data-driven path forward.

For food safety leaders, the message is urgent: training programs must evolve from compliance checkboxes into performance-driven systems that shape workforce behavior.

The State of Food Safety Training: Progress with Persistent Gaps

The survey highlights a critical tension: while organizations are committed to food safety, many are not achieving the outcomes they expect.

One of the clearest insights is the gap between training intent and execution. Even when companies invest time and resources, employees do not always follow established protocols consistently on the plant floor. This suggests that traditional approaches focused mainly on knowledge transfer fall short of influencing real-world behavior.

The research also proves that "good enough" training isn't good enough, after all. While the majority of facilities rate their training program as "sufficient," the data shows that facilities with "above average" programs realize significant lifts in several key performance indicators. 

These findings also point to opportunity: organizations that adopt more structured, modern approaches can differentiate themselves and achieve better outcomes.

The Link Between Training Quality and Operational Performance

The research shows a strong correlation between effective training programs and operational success. Organizations with strong training programs are more likely to achieve consistent adherence to protocols and are able to spot risks before they become incidents.

The implications extend beyond food safety. Better training is also linked to improved engagement, stronger performance, and more reliable execution on the floor—benefits that matter in an industry facing labor shortages, high turnover, and growing complexity. 

The survey also suggests that many organizations underestimate training's broader business impact. Some respondents reported limited or unclear connections between training and outcomes such as retention or productivity, highlighting a need to better measure and communicate the value of training investments. 

Why Traditional Training Approaches Fall Short

To improve results, it is important to understand why many training programs fall short.

1. Training is Treated as an Event, Not a System

In many organizations, training is still treated as a periodic requirement completed during onboarding or before an audit. This approach does nothing to build a safety culture mindset, limits reinforcement, and makes it harder for employees to retain and apply knowledge over time.

2. Limited Use of Data and Technology

The survey highlights relatively low utilization of tools such as learning management systems (LMS) and AI. Without them, organizations often lack visibility into training effectiveness or the ability to improve continuously.

3. Inconsistent Engagement of Frontline Workers

Frontline employees play a direct role in food safety outcomes, yet training programs are not always designed around their needs. Long sessions, generic content, and limited interactivity can reduce engagement and retention, ultimately leading to incorrect application on the floor.

4. Gaps in Leadership and Structure

Challenges such as limited time for training, insufficient resources, and inconsistent leadership support continue to hinder program effectiveness across industry. 

5. Training Program is Not Built for the Challenges

The research clearly shows the biggest training challenge for food manufacturers, by far, is scheduling time for training. Yet many programs still rely on classroom trainings that require large groups off the floor at once. Compared to every other industry, eLearning is underutilized. Furthermore, the previously mentioned underuse of technology introduces unnecessary inefficiencies. 

Together, these factors create an environment where training may exist but does not consistently influence behavior.

What High-Performing Training Programs Do Differently

The research also highlights what organizations with better outcomes do differently.

These programs share several key traits:

• Emphasize behavior, not just knowledge. Successful programs focus on driving real-world actions. Training is designed to reinforce correct behaviors on the floor, not simply deliver information.
• Focus on employee engagement. Engaged employees are 90 percent likely to follow established protocols on the floor, unlike only 52 percent of unengaged employees. Organizations that focus on highly engaging training content, professional development opportunities, and ongoing reinforcement are keeping employees engaged and motivated.
• Leverage technology. Every employee engagement and training follow-through effort is made easier by embracing technology tailor-built for the task. A modern LMS with on-the-floor capabilities can unlock the performance outcomes desired. AI is changing how SOP-specific training can be created, yet only 13 percent of facilities are tapping into this power. Those that do use AI see a 51 percent improvement in employee retention. 
• Reinforce learning continuously. Rather than treating training as a one-time event, high-performing organizations reinforce learning continuously in daily operations. Most organizations employ three types of training reinforcement methods, such as on-the-floor coaching, refresher training, and digital signage. 
• Connect training to business outcomes. If your training metrics are only measuring training (completion percentages, pass/fail), it is time to think more strategically. Training is a strategic lever tied to metrics such as quality holds, production yield, near-misses, and more. Use these metrics to identify training gaps and measure training effectiveness. 

Together, these practices shift training from reactive compliance to proactive performance improvement.

The Role of Engagement in Driving Results

A consistent theme in the Global Food Safety Training Survey is the importance of employee engagement. Training programs that engage learners through interactive content, relevant scenarios, and practical application are more likely to produce meaningful behavior change. When employees understand not just what to do, but why it matters, they are more likely to apply training consistently. 

Engagement also affects retention and motivation. In high-turnover environments, effective training can help employees feel more confident and capable, contributing to a stronger workplace culture. Leveraging technology to manage upskilling and workforce development help close the "revolving door" of turnover. 

Technology as an Enabler of Modern Training

Although adoption remains uneven, the research suggests digital tools will play an increasingly important role in training.

Modern training platforms help organizations:

• Deliver consistent training across locations and shifts
• Track training in a centralized system
• Provide flexible, on-demand learning
• Incorporate job-specific content.

Platforms like SkillUp are designed for food manufacturing, combining scenario-based learning with concise, interactive modules to improve comprehension and retention. These approaches align with best practices identified in the survey. 

Importantly, technology should be viewed as an enabler, not a replacement, for strong training design. The goal is to enhance engagement, scalability, and measurement rather than simply digitize existing processes.

Moving from Compliance to Continuous Improvement

Ultimately, the survey reinforces a critical shift in mindset. For many organizations, training has been driven by regulatory requirements, focused on demonstrating compliance rather than performance. While compliance remains essential, the research makes clear it is not enough.

To build more effective training programs, organizations must:

• Treat training as a continuous, strategic process
• Align training with operational goals and workforce needs
• Invest in tools and frameworks that support consistency and scalability
• Focus on behavior change as the primary outcome.  

This shift requires commitment from leadership to frontline supervisors, along with a willingness to rethink traditional approaches and adopt methods grounded in data and best practices.

Benchmarking Your Program and Taking the Next Step

By comparing their training programs to industry data, organizations can identify gaps, prioritize improvements, and adopt practices that lead to better outcomes.

The research paper, "How to Build a Better Training Program and Why," offers a deeper look at these insights and actionable recommendations grounded in real-world data. For organizations looking to strengthen training programs, the question is no longer whether change is needed, but how quickly to implement it.

A New Standard for Food Safety Training

The future of food safety training is clear: programs must go beyond knowledge delivery to shape behavior, culture, and performance.

Organizations that embrace this shift will not only improve compliance; they will build more resilient operations, more engaged workforces, and stronger food safety cultures. Those that do not risk falling behind in an increasingly complex and demanding industry.

The data is already available. The path forward is defined. Now is the time to act.

To explore the full findings and benchmark your training program against global industry data, access the research here.

Reference

1. Emond, B. "Highlights from the 9th Global Food Safety Training Survey." Campden BRI. April 1, 2026. https://www.campdenbri.co.uk/blogs/9th-global-food-safety-training-survey.php.