I have seen different types of training methods for restaurant staff. Some restaurants send new employees to their corporate school; others hire experienced employees, thinking that they already know how to work in this position. I think that all new employees should receive high-quality training regardless of previous experience.
Each role in the restaurant is important for the success of the restaurant!
Management must be able to work in every position. Their knowledge of every job is vital. Managers must enter these other roles for customer service. Some reasons may be if there is a call, or if sales are higher than forecasted.
If people tell you that managing a restaurant is easy, they are wrong. In fact, this is the most difficult position in the restaurant. Running a restaurant is challenging; management should be able to multitask, give direction and follow this direction. Managers must be able to store large amounts of information and make quick decisions and be ready to intervene in any position.
Managers are not born to run a restaurant; they develop into this position. The same goes for the rest of the staff. Train a guide, then trainers. The management will monitor the coaches as they train the rest of the staff.
The most effective training methods in the restaurant are:
- Show-Do-Review: The trainer shows the employee how to complete the task. The trainer then observes how the trainee performs the task. Upon completion, they review the task together, and the trainer gives feedback to the new rental. The Show-Do-Review technique is especially effective when studying recipes, kitchen tasks, cleaning tasks or maintenance tasks.
- Memory game: After the new hiring has some idea of its new job, the coach obscures the employee and helps the new hire to remember the different key components of the work. Periodically, the coach asks the intern a question. If the intern does not answer the question correctly, the trainer will give the answer. The trainer will constantly repeat the question during the day or night, until the trainee answers it correctly. The purpose of the exercise is to force the employee to save information. A memory game can be used to remember important food time and temperature, menu and recipe information, maintenance steps, or even managerial responsibilities.
- Role-playing: Role playing is one of the most effective training methods for creating first-class performers. Existing employees and new employees hire real life situations and “learn”. Interns will experience “real life” situations in a simulated and controlled environment. This method allows trainers to assess strengths and areas of training for improvement. It also helps develop a plan of action so that the learner can overcome any obstacles to their success. "Practice creates perfection." This method allows employees to see different perspectives, build trust and form good habits. The coach will watch the role-playing games, and my regular employees will periodically make sure that they are on the right track. Role-playing is a great technique for service personnel and managers to learn the right way to solve customer questions or complaints, how to approach the table, and about service steps.
- Surveillance: The coach trains the coach, and the coach shows the student the correct procedures for performing the task. The trainer should ask open questions in connection with the task. As soon as the intern becomes more comfortable, the trainer will shadow the employee. Communication between employees is crucial for the development of interns. Shadows could be used for almost any role, especially in the first days and last days of training.
As soon as the coach assesses the employee and determines that the employee has mastered this position, then this person is ready to work independently.
Management must observe or participate in the training process to ensure that the employee receives quality training. The general manager / owner controls the managers. The general manager / owner may have the final word on whether the new employee is ready to work solo.
Use any tool available to achieve your learning goals. During the learning process, the use of feedback or assessment forms can help track the quality of training. Documenting the progress of training and familiarization with the employee will help the employee to know your expectations. It also gives you a paper trail of training specific employees.
Using different training methods for your restaurant is useful for getting all your employees on one page. It’s also more interesting than sitting down with someone and reading the presentation script. This will help you keep staff, because too many people drop out of their jobs without proper training and get frustrated and leave. A successful training program that is simple and effective is important to your restaurant.
