[Podcast Recap] How to Rethink Engagement and Learning to Fuel Success

Listen to Wisetail’s “Wise Tales” podcast with Ali Knapp, Brittany McCulley, Kat Claypool, and Max McGee recapping insights from their experience at CHART’s 106 Hospitality Training Conference in Chicago.

At CHART 106 in Chicago, Wisetail President Ali Knapp and Fox Restaurant Concepts’ Jay Hartwig facilitated a session that explored new ways to rethink learning to drive success. Key themes emerged from the discussions, offering actionable strategies for organizations aiming to foster learning and development (L&D). This podcast’s panelists explore the key takeaways:

1. Setting Clear Learning Expectations

One of the fundamental insights was the importance of setting clear expectations. The panelists emphasized that clarity is crucial for ensuring learning success. Employees need to understand what is expected from them, when it’s expected, and what they should gain from the learning experience. Simple, transparent communication helps learners stay on track and feel confident in their progress.

2. Fostering Continuous Learning

Another theme was the value of continuous learning, which involves meeting employees where they are in their learning journey. This requires creating clear learning paths as well as allowing flexibility through non-structured learning opportunities. Importantly, L&D programs should support not only role-specific growth but also personal and professional development beyond employees’ immediate responsibilities. This holistic approach builds trust and helps individuals thrive, both inside and outside the organization.

3. Tailoring Learning Approaches

In a world overflowing with impersonal communication, tailored learning experiences make a significant impact. Personalized learning paths, designed to meet individual needs and interests, foster engagement and motivation. Whether through tailored content or personalized feedback, these approaches make employees feel seen and valued, which can drive deeper commitment to the organization’s learning initiatives.

4. Leveraging Technology for Learning Support

Technology plays a critical role in enhancing employee engagement and supporting a learning-first culture. While it is not a standalone solution, technology can operationalize key processes and free up time for more humanized learning experiences. It can personalize learning at scale, track progress, and showcase the return on investment (ROI) from L&D efforts. Additionally, technology helps to segment audiences, allowing organizations to target specific learning needs more effectively.

5. Integrating Best Practices for Intentional Training Programs

Several best practices emerged during the discussions on how to design and implement effective training programs. One key suggestion was conducting needs assessments to gather feedback and secure buy-in from stakeholders early in the process. Working backward from desired outcomes also ensures that training is structured in a way that is manageable for both learners and L&D teams. Finally, developing a business case with clear KPIs, timelines, and risk analyses can help secure organizational buy-in and ensure the success of training programs.

6. Focusing on Employee Recognition and Engagement

Recognition programs that reward employees for achieving different training milestones are critical for fostering engagement. These programs motivate employees to continue their development and help build a sense of community within the organization. Additionally, having a blended approach that combines hands-on experience with technology-driven learning can encourage employees to grow into leadership roles, particularly in industries like hospitality where internal promotion is highly valuable.

7. Creating a Conducive Learning Environment

A supportive learning environment, both physically and emotionally, is essential for employee development. Key elements include empathy, clear communication, and setting realistic expectations. Encouraging a growth mindset within the organization helps employees feel comfortable making mistakes, learning from them, and improving. When employees feel understood and valued, they are more likely to be engaged and perform at higher levels.

8. Tracking and Measuring Success in Learning & Development

Measuring the impact of L&D initiatives goes beyond completion rates and compliance tracking. Engagement metrics, employee retention, guest satisfaction, waste reduction, and sales performance can all serve as valuable indicators of an L&D program’s success. By tying training outcomes to tangible business metrics, organizations can better demonstrate the ROI of their learning initiatives.

Key Takeaway Timestamps

(02:23) Setting clear learning expectations is crucial for creating a learning-first approach
(06:33) A needs assessment helps design intentional training programs that meet employees where they are.
(10:07) Recognition programs reward employees and foster a sense of community
(12:51) Continuous learning encourages employees to explore other roles within the organization, aiding career growth.
(18:34) Measuring L&D impact is critical; it shows up in metrics like retention, sales performance and compliance rates.
(25:10) Creating a culture of empathy at every level enhances engagement and satisfaction.
(30:17) Feedback loops improve L&D programs by aligning with employee needs and enhancing engagement.
(34:08) Leveraging technology, like gamification, keeps employees engaged in continuous learning.