Dive Brief:

• To improve the performance of any restaurant, companies need to focus on improving the employee selection and the training process, writes Jim Sullivan for Nation's Restaurant News. These factors can lead to stronger teams, Sullivan says. 
• One way to assess the quality of an employee training program is to view it from the learner's perspective. Sullivan provides a few tips including: a complete audit of the learning process, connecting learning to business outcomes, linking learning to employee retention improvement and identifying what is most important to employees. 
• In the restaurant industry, learning programs that employees can access via mobile devices (since they don't have regular desks) is key. Employees should also focus on soft skills, Sullivan notes. Management can share stories, best practices and upcoming trends in the industry to keep learners interested and engaged. 

Dive Insight:

Any training program can become dull or useless. The advice that Jim Sullivan provides is not only relevant to the restaurant market, but also to other rapidly-changing industries. Similar industries facing pressure to fill hourly roles may also find success in implementing dynamic learning and development programs.

Older training programs may need to be revived through a careful evaluation of the learning content and methods used to deliver that information. Especially for hourly workers who may not be tied to a desk, mobile-optimized programs are a must. Increasingly, development programs have opted for the "microlearning" model in which learning programs are taught via bite-sized, minutes-long formats. Social sharing enabled via social networks also helps employees maintain what they have learned.

Managers can facilitate learning by connecting new information to real-world industry stories and scenarios. Training must be kept up-to-date and be geared towards future learners, because candidates from younger generations will have different needs and expectations.