If you’re looking for ways to improve your restaurant, this is the article for you! Part 1 of our series will teach you how to create an effective employee training plan.
The “sample training plan for restaurant staff” is a sample training plan that can be used to create an employee training plan. This article will go over the general requirements of creating a training plan, and then provide some examples of what you might include in your own.
This post is part of our Restaurant Business Startup Guide, a collection of articles to assist you in planning, starting, and growing your restaurant!
I’ll go through some of the fundamentals of creating your own staff training plan in this three-part tutorial. This is intended for restaurants, but it includes a wealth of knowledge that any company may benefit from.
A lot of the training techniques discussed here will be familiar to you if you have worked in the restaurant business. While this book will cover a variety of training methods, its primary goal is to help in the development of an effective training plan for restaurant workers, as well as to demonstrate how to arrange and assess assignments to ensure that your training program is as successful as possible.
If you operate a restaurant training program, you’ve probably previously used a mix of staff mentoring, written or spoken exams, “Tell, Show, Do, Review”-style training, and other methods. This guide may assist you in either creating a training program from the ground up or identifying areas where your current training plan might be improved.
Starting at the beginning
You may be unsure where to begin. The first thing to keep in mind is that all training programs are ongoing. You won’t be able to sit down and create a flawless plan—there will be adjustments and changes along the way—but the most important thing is to get started and do your best.
Once you’ve decided on your training strategy, check around to see if someone else has already done some of the legwork for you—there are a lot of free or low-cost resources accessible online, such as restaurantowner.com. Of course, just copying and pasting a generic training plan won’t work since each restaurant’s requirements are unique, but they may save time in terms of structure and basic training terminology. Pre-made materials, at the very least, may serve as a template for your own designs.
Another thing to remember when you create your strategy is to stay focused on your goal: to train the employee in a particular skill set within a specified time period. Too frequently, the creation of a training strategy is postponed due to the time commitment. We want to put off “doing things right” until we have more time, but that time never arrives. You may avoid these typical mistakes by concentrating on the intended result rather than the strategy itself.
Make a list of your objectives and write them down.
This seems so simple that it’s easy to miss, yet you’d be shocked how frequently it’s forgotten.
Setting a clear objective for training activities is a fundamental step that many trainers overlook. You may improve your training by spending some effort up front enumerating tasks. Having a clear set of objectives makes it simpler to monitor progress, identify roadblocks in employee abilities or the plan itself, and provide a feeling of achievement to workers. Workers who are ambitious or motivated—the ones we prefer—want to know not just what is required of them today, but also in the future.
Break down each job into a collection of duties and build your training around teaching the employee how to do each of those activities. When explicit objectives are established (“by the end of the hour/shift/day, you will be able to show x, y, and z”), both the employee and the trainer have a same expectation, making monitoring progress much easier.
A list of food server training objectives could look like this:
- Complete the required training and get familiar with the restaurant’s rules and procedures.
- Greet and welcome visitors.
- Inform visitors about new menu items and promotions.
- Make efficient suggestions and upsells.
- Respond to inquiries regarding our cuisine, drinks, and other restaurant features and services.
- Take visitors’ food and beverage orders.
- In the POS system, enter orders.
- In a timely manner, deliver food and drinks from the kitchen and bar to customers.
- Work on the side.
Some of these responsibilities (such as “welcome and greet customers”) are straightforward and need minimal training; if the employee has previous restaurant experience, they should be able to do them right away.
Other skills, like as up-selling and using a POS system, may take considerably longer to learn. You should combine comparable activities or split down goals as required, adjusting the list to prevent a swarm of minor goals and avoiding vague tasks that cover a wide range of objectives. If the job can’t be described in a few of sentences, it’s definitely time to break it down.
Who needs to be trained, and where do they need to be trained?
After you’ve made a list of the abilities that an employee in a certain job should have, figure out what areas the person needs to be trained in. Most jobs need at least some experience; if an employee already demonstrates competence in an area on your training plan, it is a waste of time and money to teach them in that activity.
Consider including an initial skills audit of the employee into the recruiting process, in which a competent supervisor observes or interviews the individual’s level of competence in each job.
It isn’t only new workers that need training. Periodic performance evaluations may be used to identify areas where current workers can improve. You may have current workers that wish to advance to a new job, be cross-trained to cover different shifts, or just be more flexible and helpful in general. Employees that approach you for training are the ones who are most likely to be the most successful and productive, therefore you should have a strategy in place or the capacity to rapidly create one if this occurs.
Once you’ve identified an area where an employee need training, write it down as a goal on their plan, including the expectations for how the person will acquire the skill and how competent they should be at the end. This should be written down so that there is no confusion regarding what has to be done. If you need to examine the training plan or refer to papers in the future if the employee fails to meet expectations, keep written records.
In part 2 of this article, I’ll talk about the significance of creating a training program and tweaking it as you go.
Frequently Asked Questions
How do I create a training plan for my employees?
A: Building a training plan for your employees is not an easy thing to do. You need to ensure that the training you provide them with is tailored and of good quality. Additionally, some companies will require trainers in order to train their employees which they can hire through a service such as https://www.kenedygroup.com/.
What training should be given to restaurant employees?
A: One way to train restaurant employees is by furnishing them with a test at the end of every month. Once they pass, they are eligible for pay raises and have their work environment become more pleasant. Other methods include training programs that can be applied in all areas of business, like online tutorials or hands on workshops.
How do you write a training manual for a restaurant?
A: The process of writing a training manual for the staff at an establishment can be daunting. It is important to outline all that needs to be done, listing tasks and duties for each person on the team in order so they are fully prepared when it comes time to do their jobs. You should also make sure you have a list of rules and policies set up so everyone knows what’s expected from them.
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