Ok, so you’ve written your SOPs and you’ve covered off maximising revenue. Box ticked, right? Training has been provided and all will be well with the world. Time for you to forget about it, and get on with the other piles of work. Yes?
Nope. Writing some training and sending your staff a pdf, or worse still, some bits of paper, is certainly not a guarantee of success. Tick and flick when it comes to staff development will get you nowhere. You need to make sure your training is effective.
If we look back at our four key training objectives from part 1, this means closing in on number 3:
Training should give staff a clear idea of the specific challenges you’re asking them to overcome, and how (No1). It should also train them to make money (No2). But none of that training will work if teams aren't motivated to pick up the training, or it’s delivered in a way that makes them switch off.
So don’t undo your hard work. Make that valuable time investment count. Here’s how:
This is the bit where we’re going to talk up online training. Yes, all training is valuable, and we’re certainly not arguing that it’s a replacement for face-to-face practical demos. D’uh, it’s hospitality, after all. We get it.
But if you’re a manager, you’ve got all manner of frustrations hanging over you, and an online solution is realistically the only way you’re going to earn yourself enough time to tackle those problems while also training some of the problems away in the process.
Like the SOPs, if you create your training online once, it’s done – and then all staff can access it, whenever they need. Yes, it will require a time investment in the first instance. But if staff turnover means you’re having to onboard and train new team members every couple of months, that’s a lot of repeated face-to-face sessions going over the same material.
Your team has all got jobs to do too, so sitting down for two hours each week – all of them – isn’t going to happen. If a learning outcome can be achieved with six minutes of online training, don't run a 30-minute group session, especially not with people of different experience levels.
If they can train through their phone at a time that’s convenient to their working day, without having to re-arrange their shifts so they can all be in the same room at once, even better. Training should generate positive engagement, not become a chore.
If employees ever question the relevance of their assigned training to their job, your program isn’t working. Online training, however, created and structured in a modular fashion, allows you to break up your programme into courses that match each person’s role.
Incentivise training and reward success. If you include an online element to training, you can generate healthy competition through points and leaderboards. Of course, not every character responds to being ranked, but if you’re able to monitor the progress each individual is making anyway, you’ll be able celebrate their achievement in whatever way works for them.
The proof of all training’s effectiveness is in the health of your business. Because online training platform allows you to track who’s completed what lessons, it also allows you to track whether learning is delivering tangible behavioural change from them during service. And whether sales are going up as a result.
If service and your product isn’t improving, because the online lessons aren’t filling the right gaps, or staff are struggling with a particular learning outcome, you can either update the training or – here’s the beauty – focus on the problem with a specific face-to-face group session or one-to-one meeting.
Online training isn’t a cure-all or magic pill. It’s a support tool that strengthens service foundations so that operation, training and HR managers can really get to work polishing up the details. And if you want a magic pill for success, as any hospitality manager will tell you, it’s that combination of fundamentals being sound, then the sprinkling-on of a few special details.
Covid-related revenue losses means everyone needs to reduce outgoings. Training budgets are being slashed. And even if the investment is just time, uncertainty leads to short-term thinking taking over. Those training objectives 1-4 at the top of this article are going to suffer as a result.
But at Small Batch Learning, we’re offering a genuine online training alternative – one that’s free. Yes, some time investment is still required (how much is up to you – we reckon you can get started in under hour. But we’ll give you all the tools needed to initiate our three-part battle plan at zero financial cost: free, forever, for as many staff as you need.
Small Batch Learning’s fully-free offer includes:
Remember, we can get your outlet’s own training platform set up and your team training in under an hour. Writing your own SOPs and adding further content takes longer, but that task can be made much simpler by checking your calendar and finding 30 minutes to an hour per week. Think of it as your weekly window dedicated to positive change.
If you’d like to make a start setting up your own team training, send us your details here. Or, if you’d just like to take a look around our platform first before involving your team, click here to create your own personal learner account. We look forward to getting you onboard soon!