The following list is worth reviewing whenever you are
getting ready to train someone:
Rome was not built in a day. Neither can a good GSA, Room Attendant, fry cook
or maintenance person be trained in "one easy lesson". Expect to repeat...and
AVOID CRITICISM OF
THE OLD WAY. No one wants to feel the way he or she has been doing a job is
wrong. Use the approach, "Here is a better way," or "Here is a different way."
Never put anyone "on the spot."
PUT YOURSELF IN
THE LEARNER'S PLACE. Recognize that learning is work. Take the learner along
with you one stage at a time. What seems easy to you may have taken you months
WITH PLENTY OF PRAISE. Praise, not criticism, speeds learning. Encouragement
is the oil to the wheels of the mind. Most supervisors give far too little
praise. Look for things to praise.
GOALS. Set a goal the learner can reach. Let him or her experience success in
each step of the training road. Start off with easy standards. Step them up as
the learner progresses.
DIFFERENT MENTAL CAPACITIES. Some employees can learn twice as fast as others.
Don't be disappointed with our friends who are not very bright. They may make
the best back-of-the-house employees and be great long term employees.
START WITH A JOB
BREAK DOWN. The trainer needs a teaching plan. Without the plan, he/she is
like a homebuilder without blueprints.
SPACE THE TRAINING
PERIODS. Learning is more efficient when it is spread out. A half hour a day
is probably enough for retraining in most jobs. Learning goes on in the mind
between training sessions.
ENCOURAGING, OPTIMISTIC — BUT DO NOT EXPECT MIRACLES. Remember also that if
the employee has not learned, the trainer has not taught.
SOURCE: HOW TO OPERATE A RESTAURANT, Peter Dukas & Donald