Creating Effective Training Programs for Restaurant Employees

This post is adapted from our “What Restaurant Employees Want” report, originally published in May 2024. Visit our page to download the full report, which features insights from 1500 active restaurant employees and industry experts.

When an employee joins your team, those first few shifts are not just an opportunity for them to make an impression on you — but for you to show them why they should work for you.

That’s where training comes in — and when developing training programs, it’s important to remember what employees prefer.

The preferred length of training time is between one and two weeks, with 46.6 percent of respondents choosing that option. Some prefer shorter, with less than a week (at 38 percent). And a quarter just want to jump right in. But we can say with certainty that employees do not want their training period to last more than two weeks. “Training will shape how the employee views the establishment, their managers, the products they cook and serve, and set the tone for their entire tenure of employment. Successful training is rooted in clear, informative, and supportive guidance from owners, managers, or senior employees,” says Ryan Whyte-Buck, a Restaurant Operations Consultant with US Foods.

Types of Training

“Hands-on, guided training is the most effective method to transmit company culture and the most empowering way to get employees to understand techniques specific to a restaurant. You can’t just tell a cook to make your grandma’s secret recipe! It’s unique to your business!” says Whyte-Buck.

And it’s the type of training that most employees prefer. Regarding mentorship, 70 percent prefer hands-on training programs from managers, and 44.5 percent list shadowing senior employees as their preferred training method. Restaurant employees tend to be visual learners, as reflected in that 28 percent listed training videos among preferred methods, but just 18 percent listed reading training material. “What I’m getting from this is that people like to live with another human being,” says Irene Li. Li is the owner of Mei Mei in Boston and the founder of PrepShift, a restaurant consultancy. “I think that providing a clear syllabus or agenda for training is slightly less important than the medium. At Mei Mei, we have a system called a ‘Passport.’ With PrepShift, we also recommend this kind of system, where a new employee can see the whole training roadmap ahead of them. So they know in advance, ‘How much of the training material am I going to learn today versus tomorrow?’ Providing that context is important so that people are trained thoroughly and consistently and know where they stand.”

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Effective Training Duration

The majority of employees prefer a training period between one and two weeks, with 46.6% favoring this duration. Training that exceeds two weeks is generally not well-received, so it’s crucial to keep the training process concise yet thorough.

Hands-On, Guided Training is Preferred

Employees respond best to hands-on, guided training from managers or senior staff. This method not only transmits company culture effectively but also empowers employees to grasp techniques unique to the restaurant, enhancing their overall engagement and skill.

Visual Learning and Clear Roadmaps

Restaurant employees tend to be visual learners, favoring methods like shadowing, hands-on guidance, and training videos over written materials. Providing a clear training roadmap, such as a ‘Passport’ system, helps employees understand the training timeline and ensures thorough and consistent learning.