Tailor Corporate Training Programs to Suit Staff Needs

Learning should continue well past graduation – and this couldn’t ring truer than in the workplace.

Corporate training programs provide the type of learning necessary for employee (and employer) success. From lessons on leadership to techniques in communication, staff members can participate in activities and discussions that empower them to do their jobs.

This training is even more powerful when designed with its specific audience in mind.

The benefits of ongoing education at work – especially that which is relevant to personal and professional goals – are vast, and the results go even further in an industry focused on service. Creating exceptional experiences for guests requires enthusiastic participation from a well-trained staff, which corporate training aids. But another desirable side effect of tailored programs is how they can improve quality of life and boost employee retention.

So how do employees feel about corporate training programs? Do adults really want to go “back to school” and keep learning? The overwhelming response is “yes”.

A survey of 1,000 U.S. workers reveals that workers want to learn more, and they want to be taught in the style that suits them best. Research conducted by the Society for Human Resource Management (SHRM) confirms that what employees learn – and how they learn it – are key in the effectiveness of corporate training programs.

Instead of throwing too much corporate jargon at the wall and seeing what sticks, businesses should focus on subjects that inspire staff on a personal and professional level.

What workers want to learn

When selecting what to cover during corporate training, it makes sense to connect engaging material with brand mission – like improving guest experience and increasing revenue – matters. Luckily, common corporate training programs cover areas that benefit both employees and their employer.

The SHRM poll reveal that employees and their organizations were most in-sync when providing training on the following topics:

• 54% of employees want leadership training, 53% of organizations offer it
• 36% want to explore their creativity, 39% of organizations allow it
• 27% want to develop more assertiveness, 25% of organizations support it

When these concepts were presented to staff in the form of workplace learning, there was at most a 3% gap in desire to learn. That means leadership, creativity, and assertiveness are at the forefront of employees’ minds.

How they want to learn it

As important as subject matter is, the way it’s presented is just as significant. Training programs should cater to different learning styles and present information in a variety of ways. Luckily, there’s options when it comes to delivery of lesson content, and those heading up these training programs should take advantage of as many as possible.

Here are the methods employees prefer when absorbing professional educational material, according to the SHRM research:

• “Simulations” – 64% of employees prefer active participation and role playing.
• “Coaching/mentoring” – 51% like guidance from those with experience in their field.
• “Video” – 50% rate material presented in visual format as most interesting.

It’s been proven that teaching style plays a big part in how a student learns in the classroom. This principle translates to learning outside of school, as well. Create a positive environment, adjust to individual needs, and watch employees quickly turn their job into a lifelong career.

Lessons that best serve guest service

Mapping out professional development for hospitality can be as simple as 1-2-3. Here are some easy ways to blend popular training topics with diverse learning styles to meet the unique demands of the hospitality industry:

1. Leadership + mentoring = confidence. Pair newer employees with shift supervisors or upper management so they can exchange stories and compare notes. These groups will be surprised how much they have in common – and entry level staff will feel like their lofty dreams of climbing the corporate ladder are within reach.
2. Creativity + video = innovation. Employers can assign teams of staff members to create their own videos demonstrating ways to accomplish on-the-job tasks in an improved way. Employees can present these in sessions and ignite a brainstorming session that sparks new ways to work.
3. Assertiveness + simulations = discernment. Role-playing can allow staff an outlet to express themselves in tricky situations. This exercise provides a safe space to workshop alternatives for handling tricky guest situations, nurturing good judgment. It also empowers employees to take more initiative without the assistance of a supervisor.

So what’s the takeaway? It’s good business to not only train your staff, but expand their knowledge beyond the realm of duty. Corporate training programs should survive well past the onboarding process, highlighting and developing untapped potential.

Ongoing education inspires staff, especially when the subjects taught are ones that relate to unique strengths and long-term goals.

When workplace learning is tailored to the specific challenges of the hospitality industry, corporate training programs provide invaluable tools that build a positive guest experience. Restaurants, hotels, and every guest-centric business in between would do well to put in the time and money to arm employees with the skills they need to do their jobs well.

Invest in corporate training programs – and in ongoing education that keeps business thriving – and watch as employees begin to blossom.