How to Train your Employees

Well trained workers are the best investment you can make for future franchise success.

How to Train your Employees

A tip for franchisees is that training your employees is probably the most important investment you can make. Trained employees are happier, stay longer and do a better job. In most studies of what makes an employee happy, being trained for the job usually ranks higher than getting more money. Training is that important.

In most good franchise systems, the franchisor provides you with training manuals, pamphlets, checklists and other tools to help you train your employees. Some franchisors, as part of their training programme for either new franchisees or advanced franchisees, even provide training to their franchisees on how to teach.

Today we’re also witnessing ‘distance learning’ — franchise systems using the Internet to provide training to franchisees’ employees. But what do you do if your franchisor doesn’t provide you with the tools? You create them yourself.

Using Role Play

A wonderful way to train new employees is through role-playing. Role-playing allows your staff to experience different customer service situations and act out solutions. It gives you a chance to evaluate their strengths and give them pointers on what to do in various situations. It’s also a lot more fun than simply lecturing them. For developing strong customer service skills, there’s nothing that beats role-playing.

Developing Manual Skills

Manual skills are better developed using a simple, four-step training technique:

1. Prepare employees

Let your staff watch someone else doing the job. This gives them a chance to observe not only the process, but also the end product. They’re also able to ask questions and understand what will be expected of them.

2. Present information to employees

Once they’ve watched someone else do the job, it’s time for them to do it. Speed is not important at this point. Lead them though each step and make sure they do each step correctly.

3. Let employees practice the skill

At this point, it’s time for them to fly on their own a bit. Have them do the task at half speed and explain to you each step they’re doing. Continue to provide them with feedback as needed, but the goal at this point is to see how much they understand themselves. Finally, have them do the task at full speed without providing any coaching or feedback. This shows whether they’re ready to do the job themselves and to work with real customers.

4. Follow up to see whether they’ve learned the skill

Observe them and make sure they’re continuing to do the job correctly. Reinforce the right way to do the job if you see them taking short cuts or making mistakes.

Break the job down into different, easy-to-understand tasks or skills. Don’t try to teach employees too many different skills at the same time. If the job is to clean the customer seating area of a restaurant, first work on how to mop, sweep or wash off the tables correctly. Don’t try to teach cleaning the restaurant as one task. Treat these as different skills, each equally important.

A well-trained employee will serve your customers better, and you’ll find it’s an investment that pays dividends quickly.

Hot Tips

5 Tips on employee orientation

The first day is important for both employee and employer. Here are some tips on how to orientate new employees.

  • Don’t ignore new-employee orientation. The first days on the job are a wonderful ‘teachable moment’.
  • Concentrate on showing a new employee how his or her work will contribute to the success of the company.
  • Help the new employee gain a complete understanding of your products or services and how your company differs from its competitors.
  • Make sure newcomers are introduced to all their co-workers.
  • School newcomers in the corporate culture. Make sure, for example, that they don’t mistake a casual dress code for a casual attitude toward work.
Franchise Zone
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Franchise Zone is published by Entrepreneur Media SA. It offers advice and franchising opportunities in South Africa.

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