Building a quality team should be a primary goal for your restaurant business. But it’s essential to have a comprehensive employee training guide. This will be a key tool in perfecting your the onboarding process. 

A quality training guide is an important part of the onboarding process as its the first step of introducing a new employee to your company. According to go2HR, a survey has shown that a “40% of employees who receive poor job training leave their positions within the first year.” When employees aren’t performing to their best potential due to a gap in training, the onus lies with the employer and their training process.

Turnover is costly in time and in money. Huffington Post reported on a Human Resources Magazine statistic that “companies investing $1,500 or more per employee per year on training average 24 percent higher profit margins than companies with lower yearly training investments.”  This means that not only can the development and implementation of effective training programs save money in terms of employee turnover, but they can actually make a company more profitable in the long run. Quality training guides and programs are an investment in your business.

Below are four key considerations to help create the best employee training program possible.

  1. Define Expectations Clearly

    It is important to define clear expectations in your training program and how they align with your company’s primary purpose. Verbally stating these expectations and goals along with providing a printed guide is also very helpful.

    In addition to the expectations, it is important to define the purpose of training using clear learning objectives. This can be done in the beginning of each training session as a way to help transition from one area of training to another. It is also important to have a clearly defined role identification section. This can help new employees to understand each department and better demonstrate how each works together to create a well-functioning team.

  2. Share Goals

    Employees who feel they are part of a larger mission will thrive much more than ones who do not. Make your company’s mission statement known. Sharing goals by explaining the steps to reach them and how they can work on supporting the mission statement of your business is essential. Along with this, employees like to know what’s going on. Make sure to share ongoing, smaller goals that align with meeting your larger mission statement goals. Be available to your staff for help! Make sure you encourage questions to provide clarification on any or all aspects of your goals.

  3. Encourage Collaboration

    Training guides and programs should include more than what the company is about and what is to expected from an employee. A successful training guide will be inclusive and comprehensive. Cross training and promotion opportunities may not be written in an employee guide but make sure employees know that the opportunities are there. After all, growth is a huge driving factor in employee retention!

    Invite employees to collaborate and meet common goals through cross-training and promotion opportunities. Keeping employees in the loop will provide them with the feeling of being part of something larger. Allow training to be fluid and make it a point to seek help from existing employees for mentorship and training opportunities.

  4. Make Training Accessible and Attainable

    This may seem like a no-brainer, but creating a training program that is accessible, attainable and personable to employees is key. This helps employees to feel valued in the training process and leads to increased longevity as employees feel that success is within their reach. Ensure that there are process guides for each department and active roles. Having these types of guides accessible even after the initial training is important. These guides provide a structure to help keep training and managing consistent. Make training documents easily accessible online and/or in print.

    Training programs may take on many forms in order to meet these goals of accessibility and attainment. There are likely to be educational components with self-assessment markers of success. These could be short quizzes or group discussions at the end of a training session. Certified trainers to help guide employees and meet the different adaptive learning styles of these employees is essential. In addition to educational (either classroom, one-on-one, or online learning style) components, shadowing is another helpful component.

    Pairing new employees with existing employees for shadowing opportunities is most effective if these employees are certified trainers in their areas or have successfully met certain knowledge guidelines. Direct demonstration and hands-on training with supervision are two other ways to incorporate successful training programs. The key is to have a variety of opportunities to invite learning.

 

In short, remember that training never officially ends after a training period. By providing ongoing professional development and training opportunities, employees will continue to be successful long after their initial training phase. Allow for continuous mention of company goals and collaborate with employees on setting and meeting certain goals. Remind them of the mission statement and encourage your team to professionally develop by creating cross-training and promotion opportunities. Creating a great employee training guide and program takes careful consideration and allows for a wonderful return in investment.

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