8 steps to the world-class onboarding system ​

Finding a new “gifted like a lord” waiter is just a first step. What’s next?

Next is where true fun begins! 

 

Next is an onboarding process that should guarantee your turnover rate would not destroy your restaurant, fair and square. Now you gotta work hard to make sure that the new staff will remain in the company for a long time and at the same time will work productively.

Step 1. Immerse a new employee in a restaurant culture

No matter how good you`re in your job, it’s always hard to be a newcomer. Make sure that the new one feels welcomed and aware of the team’s goals and culture. Be open and honest, there is nothing worse than not meeting the expectations of new hires.

Step 2. Think about a trainee!

Sadly often training managers design their programs focusing only on content and rarely spend enough time to convey the information well. But it has to be the one that’s enjoyable and easy to remember! Today, restaurants are well placed to design programs that match interests, habits and behavior of employees in the workplace. Put an effort into creating adaptation practices that are effective for each and every employee!

Step 3. Use Mr. Tomato!

Mr. Tomato is a social media platform designed specifically for your restaurant! Artificial intelligence never stresses out and knows exactly how to handle a shaky newbie. Make the onboarding process easy and automatic – just let your new hire hold his smartphone! Add any information and restaurant policies to make it effortless to learn. Ensure that an employee is free to ask anything with instant messaging and ready to dive into restaurant`s life with Instagram-like newsfeed.

Step 4. Slow down!

Hey, do you really need to spring on the newbie that large amounts of information right away? Remember, onboarding is not a race. And a person’s brain is not a memory card, you can’t click the button to upload that tons of information. You`ll make the newcomer overwhelmed, that’s it. 

Use microlearning with Mr. Tomato! This technique will reduce your training time by three times and will ensure the new employee remembers faster and more efficiently.

Step 5. Tell the trainee how everything works!

Lots of new employees join the team and only receive information related to their specific ​​responsibilities. Newbies with little or no work experience are left with little or no clue at all about what’s going on with the rest of the restaurant. But it’s so important for employees to collaborate and communicate with colleagues involved in various restaurant processes. This helps to bring the team together, increase the level of staff’s contentment with their work, and innovate, adapt to the new challenges faster.

Step 6. Motivate!

If you hire someone, it means that they are an important part of your strategic plan. Whether the new employee is a member of the cleaning team or the senior manager, everyone has a role to play in bringing a restaurant’s strategy to life.

So how are your people supposed to move towards the goal of the restaurant if they don’t even know what the goal is?! It’s vital for the business’ success that employees understand your purpose and strategy, and feel engaged and valued.

Step 7. Prioritization for managers!

People don’t leave companies, they leave managers. This is the number one reason why employees move on somewhere better. So it seems insane that top managers are not involved in onboarding of the new staff.

Most managers will tell you that they don’t have enough time to deal with onboarding, because they are too busy with completing their main tasks. But maybe they were focused on the wrong one? Anyway, the main task of any manager is to develop and build highly effective teams. To run this world managers have to learn and know how to be the best team leads!

Step 8. Show development opportunities!

More and more employees are leaving, because they don’t see the development possibilities of their job. Most graduates are looking for career opportunities, but instead of a clear path, they see the journey more like a windbreak.

Employers are complaining that millennials want a promotion before they even show themselves. Maybe if managers were more honest about what their employees’ career path looks like and how long it will take to get there, there will be fewer questions.

Each employee must understand what paths he has for growth and development.

Take a look at how Mr. Tomato can be tailored to your restaurant’s specific needs

Case Studies in Success

Mr. Tomato became one of those promising tech solutions Eurasia decided to try out. We were more than happy to help Eurasia get up and running with Mr. Tomato as soon as possible.

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