Training Articles (formerly Member Blog)

Hopefully, you had the time read Part 1 of this two-part blog. If you missed it, check out the March 13th issue of the Training Flash or visit the Member Blogs on the CHART website, chart.org, under Training Tools and Resources. In the meantime, let's move on to Part 2!

John shares his quick training wins for front-of-the-house, back-of-the-house and leadership teams. Hear about John’s “twitter style approach” to training, how to teach staff to communicate with customers, critical POS training up front and suggestive selling techniques. Learn additional training wins on how to use “your” equipment, importance of cooking techniques and proper safety. Can your managers read a P&L?

We’re just a few months into 2017, and if your training department is like mine, then you’re probably already watching every dollar spent between now and the end of the year to make sure you don’t go over budget. With rapidly rising wages and the increasing cost of materials (and just about everything else), it’s becoming more and more expensive to develop, implement, and evaluate training programs in the hospitality industry. The challenge for trainers, of course, is that we don’t want to cut any of our programs if possible, because less training isn’t going to help our people and our company continue growing. So how do we provide the same level of support and still keep our costs in check?

As employers, we are asset builders. And, people are our biggest assets. Are you applying your asset building skills by tapping into Generation Z? Connect with your state restaurant association and learn more about ProStart, a youth development program that is training and preparing over 140,000+ students annually to work in our industry. It is our duty to mentor them, open new doors for them and lead Generation Z to exciting and meaningful careers in the hospitality industry.

Inside each one of us, there are two of us, our True Self and our Natural Self. These two “selves” are opposites, and the characteristics each self has are opposites to each other as well. Our True Self is that “self” in each of us who wants to be successful and hard working. Our Natural Self is that “self” who could care less about making a positive impact in their life let alone in the community or world.

At the end of January, I had the pleasure of speaking with our President Donna Herbel about various happenings with CHART. We spent nearly an hour discussing our membership and retention. For those of you that I have not met, I am going into my tenth year with CHART, but I have not been openly active for the past two years.

By now you probably know that micro-learning techniques can help overcome the ever-shortening attention span of our workforce, and increase absorption and retention of the material. Gone are the days of hour-long training videos, courses that cover a dozen competencies at once, and learners sitting at the computer for hours on end. With its minimalist focus on course length and competencies covered, micro-learning is quickly solving several historical challenges of e-learning.

Technology plays a major role in training our staff members today. Our new generation of employees have been exposed to a vast array of technology in their lives and education, and expect that their training at work be at a similar level to hold their interest. These learners are connected in so many ways, however, they are also easily distracted.

The age-old debate has flared up again: if you can only go to one CHART conference per year, should it be winter or summer? Recently I discussed that question via email with long-time member Gabe Hosler of Rubio’s Restaurants. I advocated for the winter conference at the Broadmoor, and Gabe (who serves on the CHART Board and will be overseeing the summer conference) thought that the latter event would prove more valuable for attendees. Here’s what we each had to say:

If there is one thing people know about me, it is that I am comfortable in front of people. Training, speaking, singing, participating, volunteering…I have no shame and often say I was born without the embarrassment gene. When I have the opportunity to train with my leadership team at work, I prepare like a mad woman. I memorize the material, incorporate examples, stories, and humor, and I psych myself up just before the ‘show’ to make sure my energy is high. However, I was reminded recently that sometimes no amount of preparation or enthusiasm on my part can win over a tough crowd…especially when I have not fully considered their various needs.

How do you find out if your mission, vision, and values messages are reaching all your employees? I learned this answer during my summer vacation. During my CHART Talks session in Charleston, I shared what I learned from visiting 200 GM's and 1,500 team members in 23 days.

Well, it’s happening again! Industry news reports that the pool of potential team members is SHRINKING. The sea of applicants now looks more like a wading pool. The hospitality industry is one of the largest employers of people in the United States, yet we continue to dip our toes in the same recycled pool of applicants. When a team member leaves, they end up at a competitor down the street, until the next new concept in town comes along. Eventually the original employer hires them back. HR and training professionals can help managers make better decisions when hiring new team members, and retaining the team members they have.