On-boarding a new employee in a restaurant is a difficult task. An improper hiring process in the restaurant will lead to bad staff, poor management which may cause high cost and bad customer experiences. Generally, wrong onboarding is like putting money into the fire and let them burn.
Hiring the right employees in the right place is necessary but it’s totally overlooked or skipped by most managers. When it comes to management of the restaurant, these points are equally important as well as help to improve customer engagement.
When the restaurant is having bad customer relationship management because their staff is not properly working so it is important to take the right steps to make a systematic hiring.
A) Why training goes wrong sometimes?
First, if you are designate a working employee to train a new employee then ask a question to himself – how well your employee can train to the new one? A trainer must have strong skills to give training to new employees because in future the employee will work according to that only.
Sometimes, trainer use typical methods to educate their employee about their work. Simply it often not works for all. Go for the latest training method to find out the right skills of employees. =
B) Here’s how one can do this better
1. Starting with the interview –
In fact, the process of onboarding at the time of hiring an employee should be different. The interview is the very first professional interaction your business with a new joiner. What I have to suggest is please don’t ask applicants too many questions.
An HR manager should spend a majority of the time sharing the details of the job just like prep sheets, checklists, recipes and dishes. What is the purpose of doing this?
When managers do this, they should pay very close attention to how the person respond and react. That will show whether he has a genuine interest in your job. More importantly, we are setting the standard. We are letting the applicant know that we pay attention to details, we take pride in our work, we have systems and procedures, and we expect a lot out of them.
2. Never put a new employee to work on day 1
It really doesn’t matter how much experience your newly hired employees have, still your new hires required a structured and formalized induction. When an employee starts working on the first day, it is better to spend at least 1 or 2 hours with the manager and other staff. It creates a level of understanding and clarifying their role.
It’s a thumb rule that a new employee at the time of the first meeting, should leave the meeting with a clear understanding of what is required to succeed in this company and what will be tolerated and what will not, therefore the first day of joining should be meaningful for the employee.
3. Examination of how’s training going on is a must
It is good to handover the employee their trainer. Taking follow-ups is good that how employees are performing etc. No matter your trainer is nearly perfect in their job but if they are not capable to train other don’t let them train anyone.
After some days, make a list of what the new employees have achieved based on your expectations and you must make sure they are familiar with your restaurant vision.
Something Important –
Set standards, even they are best will find a shortcut to work and then make mistakes. Standards enable working in manner. A CRM solution for restaurant is helpful to manage customers as well as employees. Its feature enables managing business resources easier.