Some 78 million new jobs will be created globally in the next five years, according to the World Economic Forum’s “The Future of Jobs Report 2025.” In the U.S. manufacturing sector alone, there could be as many as 3.8 million new employees needed by 2033, yet nearly half of these roles are at risk of going unfilled if manufacturers don’t address the skill gaps.
For 2026, this means that manufacturers must face the reality of their skills gaps and identify what their workforce needs to succeed. The U.S. faces challenges from multiple sides. On one hand, an aging workforce, and, on the other, a skills gap that’s widening as manufacturers continue to see digital services as a firm part of their future.
Automation has the potential to alleviate the demand for advanced knowledge and experience, particularly where it’s difficult to fill talent gaps. It can give machine shops the starting point for design and programming, reduce the need for experienced machinists who can tell exactly why a machine is malfunctioning and can handle tricky tool and component setups. These examples hardly cover all aspects of manufacturing, but they prove a point: automation can help overcome a lack of skills and availability of people, both in engineering teams and on the workshop floor.
Veronica Messersmith is president, sales area Americas, for Sandvik Coromant. Sandvik Coromant
In 2026, the expectation is that manufacturers will continue thinking strategically about where their skills come from and how they’re filling gaps in knowledge. Part of that equation will be how companies invest in structured training and upskilling ecosystems. For instance, initiatives like the Sandvik Coromant Academy are already working to support the industry by providing modular training, digital learning platforms and partnerships with educational institutions such as the Northern Alberta Institute of Technology.
A recent cross-site initiative further illustrates the impact of knowledge sharing. Two maintenance technicians from Sandvik Coromant’s production unit in Mebane, North Carolina, visited the company’s Pune, India, site for a week-long collaboration with the local maintenance team. The primary objective was to exchange best practices around spindle rebuilding, preventive maintenance and general maintenance systems. A key highlight was the hands-on rebuilding of two Stama spindles — work that traditionally would have required the costly purchase of new units. Thanks to this training, the Mebane team is equipped with the skills to rebuild spindles in-house, providing a more efficient and cost-effective solution.
The collaboration also gave the Mebane technicians valuable exposure to Pune’s preventive maintenance system, which emphasizes proactive upkeep and structured scheduling to minimize unplanned downtime. In turn, the technicians shared maintenance practices from Mebane, creating a mutual learning opportunity that strengthened both sites. Their feedback and enthusiasm upon returning highlight how such cross-site exchanges not only expand technical capabilities but also foster stronger global connections.
Together, these examples — automation, formal training initiatives and international collaboration — demonstrate the multifaceted approach manufacturers must take to address skills shortages. By combining technology with human expertise and global knowledge-sharing, the industry can build a more resilient, skilled workforce ready to meet the challenges of next year and beyond.
—Veronica Messersmith, president, sales area Americas, Sandvik Coromant, 800-SANDVIK, www.sandvik.coromant.com .
