Industrial operations are, like the rest of the world, faced with a fundamental generational workforce change. Today, most baby boomers, therefore those experienced operators that fall between the ages 61-79, are projected to be retired by 2035. As a younger, more mobile generation steps in, the traditional model of long apprenticeships and gradual knowledge transfer is no longer sustainable.Considering the above, operator training simulators (OTS) have become a very viable option, helping organisations to onboard talent, preserve institutional knowledge, and importantly maintain safety in potentially hazardous environments.
A workforce in flux
Younger employees are entering industrial workplaces with strong digital fluency, but less inclination to spend years shadowing mentors. According to Forbes, Gen Z values autonomy, flexibility and purpose-driven work. They prefer mentorship programmes that are interactive, personalised and digitally accessible, rather than traditional long-term shadowing.
It is therefore critical that years of ‘on-the-job experience’ can be compressed into accelerated training programmes. OTS address this challenge head-on. These platforms replicate the behaviours of live plant systems, providing new operators with realistic, immersive experiences that build confidence and competence before they encounter real assets.
Accelerating training
To further improve training, organisations should also consider system-agnostic OTS, which is flexible and works across diverse control systems. This is particularly beneficial to those organisations that have multiple sites or evolving automation platforms. Instead of investing in different training tools for each system, companies can rely on a single, scalable platform that adapts to varied environments.
This ubiquitousness also shortens onboarding times. Trainees gain experience in realistic environments without prior systems control familiarity, thus accelerating the process of achieving competency. Furthermore, centralised training can be standardised across facilities, ensuring that best practices are shared consistently, regardless of geography or technology.
Safeguarding expertise
As mentioned, one of the most pressing concerns in modern industry is the loss of institutional knowledge as senior operators retire. As Nobel prize laureate, Werner Heisenber noted: “An expert is someone who knows some of the worst mistakes that can be made in his subject, and how to avoid them.”
Experienced operators know how to respond to rare disturbances, recognising subtle process deviations whilst making intuitive decisions in emergencies. OTS platforms allow this expertise to be captured and embedded into training modules, ensuring it remains accessible for future generations.
Also, by involving retiring operators in the development of scenarios, organisations can preserve not just procedures but also insights into unusual or high-stakes events. These scenarios become a living library of wisdom that new recruits can access repeatedly, bridging the generational gap and protecting against the erosion of operational memory.
Establishing a safety-first culture
Beyond technical skills, OTS plays a critical role in cultivating a strong safety mindset. By simulating both routine operations and emergency events, trainees learn to internalise safety protocols in a controlled, consequence-free environment. The ability to make mistakes without jeopardising equipment or personnel reinforces the importance of vigilance, while repeated exposure ensures safety becomes second nature.
Also. team-based simulations add further value by strengthening communication, coordination and shared accountability, all key elements of a resilient safety culture. Whether an operator has one month or twenty years of experience, OTS ensures that all staff align with the same safety standards.
Schneider Electric’s operator training simulators solutions offers modular, updatable training scenarios that evolve alongside plant processes, regulatory shifts and industry innovations.
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