90% of new restaurants and hotels fail within the first 5 years. Failed hotel and restaurant startups often attribute their downfall to a lack of proper training.
Establishing a restaurant training program ensures that your staff, from management to line cooks, is self-sufficient and able to effectively carry out their responsibilities.
Watch the short video to learn about the importance of restaurant management training, creating an experiential training program, new employee orientation, staff evaluation, ongoing coaching, and more.
An important thing to understand about our industry is 90 percent of new restaurants and hotels fail within the first five years. So if you want to ensure that you're going to be among the 90 percent, ignore training. When I go in to analyze why a particular restaurant or hotel is not making money, is not performing successfully, it's amazing to me how often a lack of training or the absence of training, is one of the things that I see. So first and foremost I would say, make sure that there is training in your business and then it becomes important to understand how training needs to be implemented, and that it needs to be implemented.
What you have to do is you have be able to look at all the players, the people on your team. You have to be able to look at everybody from the line staff all the way up to the regional and general managers, they all have to understand the responsibilities and roles they have for the business, they have to understand the roles that they play for their teams, and they all have to understand the roles that they play inter-departmentally.
There has to be an orientation, for new employees especially, that establishes that, so that they understand the knowledge space that they have to use moving forward. Then, training has to be very experiential. It's not just enough to sit around the table and talk about this stuff, you actually have to see them do it. Our business is a very active, vibrant one and there are a lot of skill sets involved that are about doing, and you want to make sure that your staff can do that.
You also want to have a way of evaluating their success, so you don't want to take for granted that just because you've seen them do it once, that they're gonna do it again. There's a way to evaluate them, to make sure that what you've given them, sticks. And then another big mistake is training everybody one time and then not understanding that training is an ongoing process, it's an ongoing responsibility that we have in our industry. It's really important to work to make people self-sufficient, and I know that there's no better way of doing that than to make sure that the people who are training your staff really know how to be good coaches. Part of understanding good coaching is understanding that at the end of it people need to feel empowered, and self sufficient, and capable of doing the things that they're responsible for doing.