You’ve just hired a great host for the front-of-house.. Management spent a great deal of time spent interviewing the candidate carefully. The process included a thorough background check. The hire has the experience. They have been verified. You checked his references , twice. They accepted an offer of employment.

The new hire has arrived and is ready to work his first shift.

Introducing new hire into a restaurant environment is comparable to investing in a new walk-in freezer. It involves research, reviews, testimonials, reading the manual, and talking to the Restaurant Equipment Sales Rep. When the new freezer arrives, the distributor installs it. It becomes a integral part of a new kitchen.

An employee cannot simply be installed, and ready to use. Even though the new employee has a solid background in restaurants, and experience managing the front, there must be an introductory period.

The term on-boarding refers to the process of helping new employees become productive members of the team. This goes beyond the basic elements of organizational behaviour.

On-board training outlines the company culture, policies and procedures, benefits, and other specific information. It ensures that a new employee will remain employed with the restaurant for the long-term. The food service industry has a high turnover rate.

A study by TMP Worldwide states that 75% of top performing companies incorporated a formal on-boarding process for their restaurant.

What considerations are necessary when implementing an on board program

What Does the Employee Expect?

Their first concern is monetary benefits.
According to a recent report by The Conference Board American workers need challenging and meaningful work. Job dissatisfaction negatively affects employee behaviour and retention.

Employees want to know how their role fits within the restaurant. Explain the company’s overall goals and mission as it affects the overall business. Let them know service philosophy, the competitive edge, and achievements in hospitality industry.

Training Day

Prepare the paperwork. This could include a job description, tax forms, emergency contacts, health & safety manual, Employee Handbook, etc. Training day should never be the first day of work.

Explain in detail what you expect, and highlight how the employee can contribute to the overall success. Make sure the employee understands how you will measure his work. There will be some duties that are not covered in a job. It is important that you follow labor board guidelines. It is legal for an employee to decline to performing duties that are not on their signed ‘employee contract.’

Make the first day formal. Put a notice on the main board.

Provide the new hire with a buddy. Someone they can questions or solve problems for the first few weeks. The tour is important . Ensure they are familiar with safety protocol, where the first aid station is, and where supplies are kept.

“How On-Boarding Differs From Orientation?”
Orientation lasts for a few weeks. On-boarding is a process that take a year to complete, and involves each member of the restaurant team. Many managers lack the training to realize that they can prevent the post probation shock by engaging the new employee on a continuous basis for a full year.

First Three Months

The new hire learns the ropes, discovers how to do their job, learns how to work with the entire team. In the restaurant world, this includes building a relationship with, the customers.
Three to Six Months

The employee understands the employee. Mistakes are forgiven and now the employee is expected to perform. They may even take a part in the on-board strategy for other new hires.

Maintaining an open relationship is critical in this stage. It is time for the first employee performance review. Time to set goals for the next 3 months and monitor progress.

On-Boarding Is A Two Way Process Between The Manager And Employee.

Like a new walk-in freezer, or any restaurant equipment a new employee is an investment. You would never let the current employees mistreat with the freezer. But unlike a new walk-in, a new employee needs continuous support in order to show a return on investment!