If you’re focused on building a successful career, you likely have the intrinsic motivation to continue learning, growing, and improving at work. Here’s where access to professional development and training opportunities at work matters.
And it’s something this employer does in a big way.
Freightliner has taken out the top spot for career development on WORK180, and for good reason. The company offers a suite of training opportunities, from technical to soft skill development, and they’re also focused on making these visible and accessible.
Freightliner’s Learning and Development Manager, Anika Shenfield, explains.
“Ultimately, we care about our team members and want to support their growth. Our goal is to provide them with all the skills, knowledge, and support they need to perform their roles effectively – and empower them to lead their own development.”
Breaking down barriers to accessing training
Anika shares that training opportunities must be visible and accessible to be effective and gain uptake. Freightliner puts a lot of effort behind sharing, promoting, and providing access to management and their teams:
“The portal on our intranet shows people what courses, qualifications, and study support opportunities offer – this includes everything, from soft skill development to compliance training. Additionally, it highlights our company strategy, policy, and annual performance appraisal information.”
Managers promote these opportunities, and the L&D team advertises when new training courses are available by sharing company-wide emails. National Apprenticeship Week was a particularly standout moment for Anika and the L&D team earlier this year.
“We ran a whole host of hour-long Lunch & Learns. The focus was helping our teams and managers understand what was available, bust some myths (such as ‘apprenticeships are only for young people’), and demonstrate expectations from training providers.
We showcased a video story from one of our managers, who completed a Level 5 Operations Management Standard and then did his Level 6 Chartered Management degree through an apprenticeship. Success stories like these are great in helping people see what’s possible.”
Another way Freightliner improves visibility and accessibility for L&D opportunities is through mid-year and annual appraisal reviews.
“It gives people the opportunity to reflect on their career development. Whether they’ve identified areas for improvement or want to build on where they’re currently, it’s a great time for them to have meaningful conversations with their manager.”
Technical, management, and soft skill development
Freightliner uses a mix of in-house training and external providers to offer technical training (such as for train drivers), business training (such as finance and computer literacy), and soft skill development (such as management and leadership).
Freightliner‘s highly comprehensive portfolio of training courses covers core programs for managers, including our two three-day modular programs on The Fundamentals of Management & Leadership & The Effective Management & Leadership program:
“This includes leadership, performance management, recruitment and selection, employment law, and more. We typically run these core programs one day each. Our management program enables people to better understand leadership styles and how to build, motivate, and manage their teams; it’s particularly helpful for those new to management. There’s also a complementary, follow-up training program, which supports leaders with self-reflection and deepening their knowledge in areas such as managing change, accountability, and resilience coaching.”
Non-finance managers can also access training courses in finance, covering essential skills such as negotiation and procurement.
“We’re very fortunate to have a budget each year to provide our workforce with this huge range of development opportunities to help them excel in their roles.”
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Apprenticeship opportunities
Apprenticeships can be particularly powerful, flexible learning opportunities. Freightliner uses government employer incentives and subsidies for apprenticeships and traineeships to upskill its workforce and take on new apprentices:
“These opportunities, in line with apprenticeship standards, offer people both on-the-job and off-the-job learning. So they can work and gain hands-on experience while attending college and completing assignments.”
High-quality learning experiences are just as important as the hands-on aspect of the role, and Freightliner is dedicated to partnering with the right education and training organizations to ensure this aspect of their apprenticeships is delivered:
“We partner with a number of prestigious training providers in the UK, such as Open University, Cranfield University, and Aston University – so the quality is high. We deliver driver training in-house, using a training provider to conduct reviews and monitor our drivers’ progress. Financial support from the scheme is reinvested into this program, so we can continue making it better and better.”
But importantly, as Anika highlights, apprenticeships aren’t limited to young people—they can be completed at any age.
“That’s the beauty of enabling people to work in their role while qualifying; it doesn’t impact their wage or contract. It’s purely for the benefit of our team members to upskill. We want to eliminate the stereotype that you must be in your late teens or early twenties to complete an apprenticeship!”
A focus on diversity, equity, and inclusion
As an industry leader, Freightliner‘s progress and prioritization of ED&I initiatives to build its workforce are positive signs.
“Traditionally, our industry has lacked diversity, so we’re focused on changing it. Our partnership with WORK180 is building on our approach to attracting and promoting more women. We celebrate International Women’s Day. We’re connecting with our communities to do more in making the industry attractive to everybody – such as partnering with schools and engaging with women’s groups, like inviting mothers returning to work to visit us.”
The company’s diversity focus extends to neurodiversity, too.
“Neurodiversity was our focus for International Women’s Day this year. It’s a topic we’re really starting to understand and implement more within our training. Essentially, it’s about giving back to and supporting our people in the best way possible.”
Freightliner is also a member of groups such as the Rail Delivery Group Diversity and Inclusion Steering Group and Rail Unites for Inclusion:
“We collaborate with many national train operator groups, both passenger and freight, because we’re all trying to achieve the same vision of an inclusive workforce. We’re always staying updated with what’s happening in the local and global community to champion initiatives, celebrate important national days, and ensure we’re ahead of the curve.”
People first
Ultimately, what sets Freightliner apart is its people-first approach.
“The world is changing all the time. So, we aim to stay ahead of what’s happening for our workers and their roles to provide the best support for them at the right time. After all, supporting and developing our people, in turn, supports the business.”
Looking into the future, the L&D team is excited about a new program with a more personal touch.
“It’s called the ‘Personal Best’ program, which enables people to become the best version of themselves. It’s about investing in people as individuals. Personally, I think it’s such a great thing to offer and not something many employers are doing. We’re really excited about this work, which is currently in the pipeline. Stay tuned!”
