TRAINING IN A BOX INCLUDES:
DEPARTMENT TRAINING MANUALS
Each manual contains the necessary information to set up standards of procedure for consistency in your venue based on the individual department.
The manuals include seven (7) of the following:
JOB KNOWLEDGE INFORMATION
• Job Descriptions
• Job Responsibilities
• Sequence of Service
• Suggestive Selling techniques
• Pre-shift preparation
• Table set-up, cleanliness and maintenance
• Guest Service – turning new Guests into regular Guests
• Universal seating procedures
• Walking patterns
• Carrying Trays and Plates
• Running food/beverages
• Telephone techniques
• Sidework standards
TESTING
• Difficult Guest Scenarios for problem solving
• Quizzes
• Certification checklist
• Standards of performance shop evaluation
VENUE INFORMATION (If applicable for your venue)
• Bowling History
• Bowling Overview
• Selecting a bowling ball
• Selecting bowing shoes and hygiene standards
• Arcade Game terminology
Each manual comes with answer keys to all the questions in the quizzes.
Each manual is designed with illustrations, pictures and diagrams to assist the reader in a visual understanding of the words they are reading.
Contact Trifecta Learning Solutions™
if you want to have the manuals customized for your specific venue.
TRAIN THE TRAINER COURSE
Measuring the impact of training on organizations remains one of the most difficult challenges for Trainers. Managers, who encourage their Team Members to give up increasingly precious job time to be trained, and those who control the training purse strings are demanding hard evidence of the transfer of training in the workplace.
Transfer of training begins with the strategies Trainers apply before, during and after training to ensure training sticks. Too often, when a Trainer announces time for review, it is a signal to Trainees to set their minds on autopilot; however, interest and retention can improve when content review sessions are made interactive and entertaining. Further, when Trainers keep the training connection alive by staying in touch with Trainees after training has ended, they can effectively reinforce the transfer of learning.
No matter how professional the training materials appear, how experienced the Trainer, how knowledgeable the Trainer, how prepared the Trainer is to present the materials or how enthusiastic the Trainer is in transferring the information, it all comes down to Management involvement and caring during training.
Management interaction and encouragement during training, after training and during the evaluation process make training stick; moreover, Management consistency in walking the talk and adherence to standard accountability make training stick.
This Train the Trainer course instructs how to make training stick through the individual roles of each of member of the training process.
TRAIN THE TRAINER AGENDA
• The importance of the Trainer position
• Roles in the Training process
• Method of Training
• Components of a Training Program
• Utilizing the Training tools
• Ongoing Training
• The certification process
• Train the Trainer Test
I’LL BE BACK GUEST SERVICE DVD PROGRAM
Most Guest service people are fairly good at recognizing regular Guests
and making them feel welcome, however they usually do not spend nearly
as much time trying to build rapport with a new Guest to convert them
into regular Guests. With the fierce competition for business and
Guests, it is important to spend equal time keeping our regulars and
well as creating new regulars.
Building rapport with a “stranger” can be awkward – even when the
stranger is someone who has come into our business and we are the
“service representative” assigned to take care of their every need.
Creating a service mindset when greeting these new potential regulars
will help you appear natural, sincere and caring in your Guest service.
The I’LL BE BACK GUEST SERVICE
program is complete with the following:
How to turn New
Guests into Regular Guests
1. What Guests Really Want from Service
2. Guest versus Customer
3. Techniques for turning New Guests into Regular Guests
4. Having a Serving Mindset
5. Guest Service Test
PERFORMANCE EVALUATIONS
Performance management is more than the annual performance evaluation meeting and report; it is an ongoing process. For performance evaluations to be successful, managers must regularly evaluate their employee’s performance and not put off reviewing employees until their review dates.
Many times managers view performance evaluations as a record of employee performance only. However, evaluations also reflect how well supervisors communicate and otherwise relate to their subordinates. Additionally, a well-prepared evaluation may protect an organization as far as documentation.
WHY DO PERFORMANCE EVALUATIONS?
Properly prepared performance evaluations are good for you as a manager! Here’s why:
They positively affect employees’ performance by:
• Identifying ongoing performance problems
• Addressing new problems as they emerge
• Reinforcing positive behavior by providing positive feedback on what was done correctly
• Increasing employees’ self-awareness
• Encouraging improvement
• Providing guidance and suggestions for improved performance
• Increasing employee motivation
They enhance communication because they:
• Clarify job responsibilities
• Increase employees’ feelings of involvement
• Provide information about the cause of a problem
They enhance managers’ professional development because they:
• Force you to regularly review routine tasks, skills needed and work conditions
• Evaluate productivity and help you to gain control over the conditions that affect productivity
