You’ve hired another employee, congratulations. You must be doing pretty well. After you’ve had the new hire fill out all of the necessary paperwork such as the W-4, it’s time to introduce them to the ins and outs of your restaurant. Employee turnover at restaurants is high in the first two weeks of new hired, so it’s essential that you implement a successful and thorough introductory program. One Fat Frog Restaurant Equipment is here to help you through this dire introductory period. Here are some key items to remember during a new hire’s introductory period:
• You need to implement an appropriate orientation for new hires. This is the first step in welcoming new hires, introducing them to the concept and philosophy behind your restaurant, and, of course, giving them a tour of the restaurant. Walk them through the entire location, not just the specific area they will be working in.
• We’ve spoken on the blog before about the critical employee manual. Just to recap, an employee needs to outline everything you expect of employees, including policies, job description, and employee responsibilities. Have them sign for the manual when they receive it so they can’t say they never got one further down the road.
• Pick a more experienced employee to be the new hire’s designated trainer. Have this trainer show them the ropes. The new hire should shadow the trainer for a few days to observe proper practices and standards.
• Have your new hires begin their first shift ever on a slow day or shift. Starting a new back of house crew member on a Friday night would be a nightmare. Starting them on a slow night will allow them the proper time and focus to observe how everything works. It’s also wise to start a new hire in the middle of a shift. The start of shifts can be kinda crazy in their transitional manner, so have new hires come in the middle of shift when things are running smoothly.
• Depending on the background of the new hire, you may not want to set your expectations too high. Others will catch on faster, while others may have to crawl over a few humps before they can be left without supervision. Always expect mistakes during at least the first month of a new hire’s career.
• After a few weeks, follow-up should be performed to assess how the new hire is doing. Have the new hire assess themselves so they can express to you what they feel they need to work on. When a manager follows-up, it encourages the hire to do their best.
• Turnover costs money and precious training time. Reduce the risk of turnover by making the training period easier for new hires.
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