Training Is Not What You Think It Is
A friend once told me a story that says everything. She hired a new server who seemed perfect. Polished. Eager. Experienced. On Day Three, he quit. Why? Oddly his answer was quite hilarious “I didn’t know where the forks were,” he said. “And I was tired of guessing.” That’s all it took. No bad attitude. No drama. Just a lack of clarity. And a missed opportunity to keep someone who could’ve been great. “If you fail to train, you train to fail.”
Stop Hoping for Great Staff. Start Building Them.
Most restaurants don’t have a training problem. They have a planning problem. They expect staff to learn by osmosis. To “follow one of the good ones” and just get it.
But real training isn’t an afterthought. It’s a system that drives performance, retention, and pride. Here’s how to create one that works and actually lasts.
Start With a Blueprint, Not a Speech
Great training doesn’t live in someone’s head.
It lives in:
Written agendas
Clear timelines
Step-by-step checklists
Position-specific modules
If it’s not documented, it’s not consistent.
Break Training Into 3 Parts
Every staff role, front or back, should go through:
Onboarding: Mission, values, company culture, and policies.
Menu training: Ingredients, allergens, sourcing, tasting notes.
Position-specific skills: Step-by-step tasks, station checklists, customer interactions, pacing.
Don’t blur the lines. Define them. Train for each.
Focus on Sequence, Not Speed
Want staff to learn faster? Give them information in the order they’ll use it.
Teach the greeting before upselling.
Teach how to ring in an order before how to void one.
Train for the lunch rush after they’ve mastered setup.
Structure creates confidence. And confidence creates retention.
Use Quizzes, But Make Them Matter
Quizzes aren’t about passing. They’re about identifying what didn’t stick. Use them:
After each module
Before hands-on practice
As part of promotions or role changes
Testing should be normal. Not nerve-wracking.
Reinforce With Repetition
Repetition is where memory turns into mastery. Build in:
Pre-shift refreshers
Weekly one-topic deep dives
Peer-to-peer knowledge sharing
Don’t assume because you said it once, they got it.
Train Your Trainers
Your best server isn’t always your best mentor. If you’re asking them to train, equip them to do it right.
Give them agendas
Show them how to give feedback
Hold them accountable
Otherwise, you’re just handing over culture to chance.
The Takeaway
Training is not a line item. It’s not a new hire task. It’s a leadership function. One of the most important you have.
Because every guest interaction, every plate, every moment is a reflection of what you did or didn’t train.
“Don’t expect what you didn’t explain. Don’t blame what you didn’t teach.”
