But the time to get onboard is now, according to Spencer, who has been working in the career development field with job seekers and employers across many industries for more than a decade.

For manufacturers, the focus of AI training should be on frontline workers — though Spencer acknowledged training needs at that level are often neglected in deference to immediate production concerns.

“A lot of these AI conversations focus on knowledge workers, but our report highlighted the biggest risk is actually to people in sort of these frontline roles like manufacturing, because oftentimes they are getting the least amount of training, maybe have the least amount of time to learn, because there are operational demands throughout the day that don't necessarily allow for that training time,” Spencer said. “But they are still expected to adapt quickly and keep up with those operational demands.”

Another impediment to AI training is perception among workers that, in working with AI, they’re simply training the technology that will eventually replace them.

It’s a concern both Spencer and another workforce expert, Paul Lavoie, the VP of innovation and applied technology at the University of New Haven, acknowledged they’ve heard. They both pushed back against it.

“We're using AI as a tool, and it won't replace human beings on the manufacturing shop floor, but a human being who uses AI as a tool will replace a human being who doesn't,” Lavoie said.

To ease apprehensions, Spencer urged employers to approach the subject with transparency.

“A lot of employers are attempting to roll out these tools and do so quickly because they want to remain competitive within their industry, but they're running into [a] workforce that is not necessarily fully prepared. So, that's causing issues where workers are feeling undervalued and underprepared to keep up with the demands from their employers. ... When that happens, you can run into issues of frustration, burnout, performance gaps, or people leaving roles because they feel unprepared,” Spencer said. “So, that can cause an issue for the employers, as well.”

Employers should stress that while AI is a tool, it can’t replace human judgment.

“You need people who understand how those machines work. You need to understand the process in order to be able to diagnose issues and maximize efficiency. ... This hope that a lot of employers have, not necessarily across the board, of course," Spencer said. "But this hope that they're going to be able to pare down their workforce and save money by replacing people with AI, I think we're not seeing that exactly play out in practice because you still need in so many instances, if not all instances, that human in the loop."

While making time to train employees on using AI requires commitment, both Spencer and Lavoie warned the cost of failing to take advantage of new technological capabilities is higher.

Spencer suggested that manufacturers consider hiring consultants, or providing formal training for some workers, who themselves become responsible for disseminating that training to their colleagues.

“Can you develop a training schedule that's on a rotating basis or something? Or can you afford to implement some overtime where people are coming in for a couple hours each week to focus on Integral aspects of implementing and utilizing these tools?” he asked. “It's one of those things where, what I'm describing to an employer is going to sound like, ‘That's a big investment that's going to cost a lot of money.’ But it's important to understand that you could be costing yourself even more money down the road, if you're trying to retroactively respond to these issues rather than proactively plan for them.”

Spencer also shared advice for employees expected to incorporate AI in their jobs.

“You want to be a good student, and good students ask questions, ask for clarification,” said Spencer, who worked for a few years as a middle school teacher.

To current and prospective employees, he said: “If you can show curiosity about AI tools and find ways to apply them in your work and demonstrate your adaptability, and speak to how you've learned these tools or systems quickly, that's going to make you highly valuable in whatever industry you're in.”

According to Lavoie, the tools are essential to manufacturers that aim to stay relevant. He said that at his university, students are using and building AI capabilities to streamline production planning and evaluated manufacturing customer leads.

As the manufacturing floor evolves, people with AI skills will be in demand, according to Spencer. The transition is going to require some flexibility.

“I don't want to downplay it: People do lose jobs, and that is challenging for folks,” Spencer said. “But I think that, if you are open to change and embrace it, and become more adaptable, you will make that transition more easily. And we're going to see new jobs be created.”