You’ve probably already heard about tuning servers in to WII-FM to increase sales and raise tips. When you show servers “What’s-In-It-For-Me?” to improve performance, everyone makes more money. You can use the same WII-FM strategy to improve training success. Designing your training program from your staff’s perspective will help employees see that training isn’t something they have to do, it’s something they want to do.
Training from the Trainee’s Perspective
From online restaurant training to one-on-one coaching, training success is an ongoing process. When that process revolves around the trainee, you’ll see results that last. Check out these 5 Rs of training success:
For training to be reciprocal, it must benefit both parties equally. This isn’t always spelled out clearly for trainees, so part of your job as a trainer is to clarify the benefits of training success for employees. How will it make their jobs easier? How will in increase their income? How will it help them move up in the company? How will it protect them from injury or compliance penalties? Spell out the benefits.
From compliance training to career development, your restaurant trainees want (and deserve) to know how their training impacts their day-to-day jobs. Training success is rooted in real-world application. All training should include scenarios that would happen in trainees’ actual jobs. If trainees can’t connect the dots between what they’re learning and what they’ll face on the next shift, they’ll tune out.
Respect for Time
You may think that since you’re paying your hourly employees to go through training, they shouldn’t care how long it takes them to complete it. For tipped employees, though, if they’re not on the floor, they’re not making any real money. And even for non-tipped employees, no one enjoys feeling like their time isn’t respected. Training should be as succinct as possible while still providing ample real-life examples and knowledge assessment.
Training success comes when trainees are allowed to take a range of courses. While some restaurant training is mandatory, leave room for employees to create a custom learning path and acquire skills that correspond with their career goals. Not only does that give them a sense of ownership in their own training, it gives you insight into their management potential.
Online learning doesn’t need to be impersonal. Managers and trainers should keep close tabs on employee training progress through the learning management system. By tracking training goals, managers can setup incentives and rewards to recognize employee success.