Training checklists are widely used in the restaurant industry, as a means to standardize training processes and ensure consistency for new employees. High-quality and consistent training can make sure customers receive quality service, improve employee engagement, and drive other business success.
Often managers see checklists as an easy and efficient way to train their teams, but when they only follow a checklist and don’t supplement it, that often results in a failed training program. The result for the business is inconsistent product and guest experiences. Checklists don’t replace the need for actual training. This article explores the shortcomings of training checklists and offers strategies to improve operational consistency.
1. Lack of adaptability
Training checklists often lack adaptability to specific situations and the dynamic nature of the restaurant industry. Especially in restaurant settings, processes need some flexibility.
Consider the scenario of a sudden rush during peak dining hours: with an influx of customers, staff must quickly adapt their workflow and prioritize tasks. In such situations, following a rigid checklist that fails to account for these variations can lead to chaos and inefficiency.
The restaurant industry is inherently prone to unforeseen challenges, such as equipment failures or staff shortages. For instance, a malfunctioning POS system or a broken kitchen appliance can disrupt the normal workflow, requiring immediate attention and problem-solving skills from the staff. Similarly, unexpected staff absences due to illness or scheduling conflicts can strain operations and necessitate quick adjustments in task assignments and responsibilities.
2. One-size-fits-all approach
Many teams depend too much on one-size-fits-all training approaches, which ignore the diverse needs and scenarios of restaurant staff. A strategic training program takes into account various training types and skills and includes different formats so employees have options for their training and development.
Each location may have unique requirements based on its specific operational needs and customer demographics. For example, one location may require prioritization and multitasking skills during intense peak periods, while another location may have more consistent customer demand levels.
3. Missed engagement and improvement opportunities
When training checklists are implemented in isolation, there isn't any opportunity for engagement and interactivity. Typically checklists focus on task completion versus fostering interactive learning experiences.
Checklists miss the importance of contextual understanding, in other words learning the context and reason behind a task rather than just how to complete it. This focus on rote memorization limits employees' ability to apply knowledge when facing unexpected challenges or customer requests. For example, a server might memorize the steps of service from a server training checklist without knowing the importance of each step in enhancing the dining experience. When an out-of-the-ordinary situation comes up, the server will rely solely on memorized procedures. With contextual learning, he or she would understand how to adapt the steps based on the situation. Gen Z employees are increasingly questioning the reason behind things and aren’t afraid to challenge why things are done the way they are, according to Roberta Katz of Stanford University.
In restaurant training, interactive methods like role-playing, simulations, and hands-on practice are crucial for skill development and application in real-world scenarios. These training methods foster critical thinking and problem-solving skills.
Not only are employees less engaged when they train through rote memorization, but you're also likely missing opportunities for innovation. Employees may be less inclined to question existing practices or suggest improvements. This limits the potential for innovation and process optimization within the restaurant.
4. Failure to incorporate feedback
Checklists often overlook the importance of incorporating feedback from trainees and trainers. Trainees or employees may assume the checklist is what needs to be done and not question the task at hand. When your team fails to ask for feedback, you may experience perpetually ineffective training methods and overlooked areas for improvement.
You can establish feedback mechanisms by introducing regular surveys or feedback forms, post-training assessments, one-on-one checking, and group discussions. Creating a culture of continuous improvement and empowering employees to contribute to their own development.
Overuse of training checklists can lead to poor training
Using a training checklist in isolation can result in incomplete training. Decreased employee engagement and motivation can result from monotonous and rigid training such as following a strict list of tasks. When businesses overuse checklists, they often experience higher employee turnover since employees may not feel adequately prepared during their training and lower customer satisfaction and operational inefficiencies can decrease due to lack of real-world training. Overreliance can have these negative consequences, but combining checklists with training can result in well-prepared and thoroughly trained staff.
How checklists can work alongside training
Checklists can serve as effective reinforcement tools to solidify skills and knowledge. Here's how checklists can work as reinforcement after training.
First, create a strong training program for initial training
- Blended learning: Checklists work well when integrated into a blended learning approach that combines online and in-person training. This approach ensures that employees receive a comprehensive training experience that caters to different learning preferences and styles.
- Interactive training simulations: Checklists can be used alongside simulations that allow employees to apply their training in a simulated environment. They can practice problem-solving and decision-making skills in a risk-free setting.
- Role-playing exercises: Employees can engage in hands-on learning opportunities, and checklists can guide employees through these exercises to make sure they cover all essential steps.
- Personalized training plans: Checklists can be incorporated into personalized training plans tailored to individual employee needs and performance goals. By aligning checklists with specific learning objectives, employees can focus on areas where they need additional reinforcement.
Then you can use checklists to reinforce skills.
- Standard Operating Procedures (SOPs): Checklists are particularly useful for reinforcing standard operating procedures (SOPs) to ensure consistency and adherence to established protocols. Providing employees with a checklist of tasks to complete during their shift can ensure that nothing gets missed and that all necessary steps are followed consistently.
- Consistency in execution: Checklists serve as a reinforcement tool for steps that require absolute consistency, such as food safety protocols, cleanliness standards, and customer service procedures.
- Regular check-ins: Checklists can help managers conduct training assessments or check-ins. They act as a guide during key management situations.
With Opus, checking in with employees is easy with the “check-in” feature. You can track your check-ins with a simple checklist and follow along with employees’ learning path.
Best practices to implement effective training programs
To make sure staff are equipped with the necessary training, these strategies will help steer you on the right path:
Implement ongoing feedback loops
Incorporate regular assessments and feedback into your training programs to evaluate their effectiveness and identify areas for improvement. This could include quizzes, surveys, or performance evaluations. Gathering input from both trainees and trainers can give you valuable insights into what aspects of the training are working well and where adjustments may be needed.
For example, employees at Hopdaddy leave feedback on personalized courses and the training team takes those comments into account to adapt courses in real time. Not only does this improve the training program, but it also helps employees feel heard.
Integrate technology-driven solutions
Leverage technology-driven training solutions, such as learning management systems (LMS), to streamline and enhance your training processes. An LMS can centralize training materials, making them easily accessible to all staff members. It also enables you to track individual progress, monitor completion rates, and generate reports to assess training effectiveness. Technology can help you create a more efficient and engaging learning experience for your employees while facilitating continuous learning and development.
Emphasize hands-on learning
Hands-on activities, such as role-playing exercises, interactive simulations, and on-the-job training, allow employees to apply theoretical knowledge in real-world scenarios and develop essential skills through practice. Mentorship programs pair new hires with experienced staff members who can provide personalized guidance, feedback, and support, helping them to navigate their roles more effectively and accelerate their learning curve.
While training checklists serve as useful tools for standardizing processes, they often fall short of meeting the diverse needs and challenges of the restaurant industry. Restaurant owners and managers need to adopt more dynamic and adaptive training strategies to enhance employee performance and drive business success.
