1. “A Guide to Using Small Batch Learning for Managers”.
Take the time to work through this introductory how-to course. These lessons show you exactly how to use the platform as a manager, ensuring you're making the most of all the learning tools we have to offer.
2. Allocate “training champions” within your business.
Staff look up to the natural leaders in a team, so make sure those natural leaders are championing the platform. If they are really engaged, you could also make them a platform manager, so that they can help you create and edit your outlet’s content, add or remove team members from different training plans, and invite new staff onto the platform.
3. Upload your company’s SOPs.
We’ve created fool-proof lesson templates to help you upload company-specific policies easily. We recommend uploading these and adding them to training plans as soon as possible – it sets your staff up with expectations immediately, and for any current staff, reinforces what they already (should) know.
4. Mandate the training.
Hospitality is transient and staff turnover is generally high. The easiest way to reduce this is by making training compulsory from the outset when each new staff member begins their job. It’s proven that staff are less likely to leave a new job if their employer is providing training, so add new staff to the platform and set expectations from the start.
5. Incentivise training.
From prizes and gift vouchers, to simply recognising a job well done – small gestures go a long way. If your company runs more than one outlet, create friendly competition between outlet managers to further engage their teams.
6. Set training expectations for staff.
How long do you expect staff to train each week? Align these expectations with editable course deadlines within the training plans – divide the number of minutes in a course by the amount of minutes you’d like your staff to train each day and then set the deadline to the resulting number of days.
7. Set training goals for your business.
Decide what you want your training to achieve for your business – for example: solve issues with wine service, drive consistency in drink-making, or improve recommending and up-selling. Once you define any shortcomings in service you will be better able to tailor your staff’s training plans to improve them.
8. Follow up on “areas of concern”.
The platform showcases low performing lessons or staff – make the effort to address these issues as they arise.
9. Make your content fun.
We've all sat through boring training programs before. The lack of engaging content leads to a bad learning experience. So include some personality in your training material – not only will it reflect well on the culture of your business, but will increase buy-in from your team and make them enjoy learning .
This list is not exhaustive, but it does showcase key areas that will make training with Small Batch Learning a success. Remember, our primary goal is to help you meet the service expectations of guests, and help maximise revenue-generating opportunities for your business. If you have further feedback and suggestions on how we can reach those goals, do get in touch with your requests and suggestions.