Unfortunately, in our multimillion-dollar society, only a few% of people are able to move and strive to achieve results. About such people usually say that they had an awl in a famous place. And naturally, such people, if they do not stand at the helm, then purposefully move towards it.
The bulk is not so clever.
However, both of them are capable of burning out from monotony.
In any team like that. Catering establishments are no exception.
Any worker, even one who has found the job of his dreams, sooner or later will be faced with the fact that he wants something else. Curiosity, striving forward are given to us by nature and are important components for a harmonious sensation of a person in society.
If you get bored at work, there are no prospects for the development and development of new knowledge and skills, then thoughts about dismissing and finding prospects elsewhere begin to come to the employee. The inability to develop oneself as a professional will only reinforce this idea.
What to do and how to properly develop your staff?
The development of new skills among employees is possible through:
- internal delegation of authority from the highest hierarchy level is the most accessible and easiest way to develop staff, in which you can involve any “bored” employee, suggesting that you perform several tasks from a position above that can be possible for him.
- “old men” or experienced employees can be involved in mentoring and training new employees: development will take place for everyone involved in the process, because an inexperienced employee receives valuable knowledge and experience, a “knowledgeable” employee receives new responsibilities and finds himself in a new role as a mentor and teacher. Two-way motivation.
- continuing education at any level through courses, seminars, master classes conducted outside the work environment with the involvement of third-party specialists, imply group training for a specific group of positions. Trainings for waiters, master classes for cooks - such collective training contributes not only to the development of a professional, but also to the improvement of professional interaction within the team. This means that people believe in and strive to invest in them.
- audio and video courses are an accessible format of individual training that can be recommended to any employee without involving additional financial or administrative resources.
Develop staff is necessary constantly. This can be done by various methods, depending on the result that you want to get as a result.
For this, it is important not to rush into the “pool with your head” with the desire that I train everyone and always. It is important to set goals for the professional personal development of each employee. And, most importantly, that they do not contradict the vector of development of the entire business.
Analyze the work of each employee separately and the group of posts as a whole in order to understand what development tool may be of interest to the employee or team. Methods can be various both tangible and intangible incentive schemes.
Try to identify the strengths and weaknesses of each employee and determine how they can be useful, or, on the contrary, are counterproductive for the restaurant. Choose development models based on the individual characteristics and temperament of the employee.
Offering any type of training, tell the employee how acquired knowledge and skills can be useful for him - connect this with the subsequent transfer to a new position, material growth, authority in the team, etc. Motivate employee interest to gain new knowledge.
Make sure employees are involved on a voluntary basis.
In the absence of proper enthusiasm, training can be given a competitive character. For example, one who shows the best results at the end of a course or training will be able to get a higher position.
If employees do not express a desire to improve their skills, it is worth paying attention to the reasons, there may be tension in the team, and you must first unite it and neutralize conflicts.
Remember that any methods for the development and training of employees should be applied only after eliminating all adverse factors, otherwise such training is worthless. You will spend all the money for nothing and do not get the result on the way out as planned.
With an integrated and competent approach to staff development, you can quickly increase employee loyalty to the restaurant, motivate for professional and personal growth, which will undoubtedly affect the work of the entire restaurant in a positive way.