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In the fast-paced world of hospitality, guest expectations are constantly evolving, and staff turnover is more rapid than ever. How do you stay ahead of the curve?
Training is the obvious answer, but it's not always so simple. The tension between the need for ongoing training and stakeholder hesitation due to the costs and time involved can easily hamper such initiatives. That’s why getting a return on learning investment is vital for L&D and HR teams to get continued buy-in from senior leadership. Which brings us to our next question: How do you ensure ROI on staff training and development?
This is where we believe a more performance-based approach to training development comes into play, like our Motivate Train Sustain framework. It ventures beyond simply developing training programs for staff, but takes a holistic view and boldly incorporates motivation, train, and sustain modalities to drive lasting change.
But let's be honest, training does not equal courses. Far too often, courses or lessons are presented to staff with the hope that something will stick. This isn’t training; it's a waste of time. Training materials like courses are, of course, key to any solution, but the framework within which they are deployed, the ability to deploy the right materials, and the measurement of their success can only come from proper planning. So irrespective of the type of training you need, you have to start by identifying your training needs.
With this approach and framework in mind, let’s look at the broad steps to consider when designing an impactful training solution for your hotel:
1. Identifying your training needs
Whether you are creating a small and specific skill-based training or a large department-wide career progression program, knowing what needs to be trained and the desired impact is key. This means developing training goals, training objectives, and learning outcomes.
- Training goals (where you are going) Training goals define the broader educational milestones you hope your learners will ultimately achieve. For example, for an onboarding program, the goal could be: ‘New employees are familiar with the hotel’s culture, standards, and operations’.
- Training objectives (how you are getting there) Training objectives, also known as "learning targets", are specific, measurable actions that participants are expected to accomplish by the end of the training program. Objectives should be SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
- Learning outcomes (proof you have arrived) These are akin to the photos, souvenirs, and experiences you bring back from a trip. Learning outcomes are the measurable evidence that learners have acquired the knowledge, skills, and attitudes outlined in the training objectives. They confirm whether the educational journey was successful and if the destination (training goal) was truly reached.
2. Building your training solution
With a framework in place, you can start matching the objectives with the actions your staff need to take to achieve the outcomes, as well as what’s needed to motivate your team to take the training. Some typical methods you could use include:
- In-person training: Led by an instructor, this traditional method fosters interaction and team building. However, scheduling disruptions and venue costs can be drawbacks.
- Digital training modules: Flexible and cost-effective, e-learning provides on-demand access to bite-sized lessons. However, engagement can be a challenge, and some skills may require hands-on practice.
- Blended learning: Combining e-learning modules with in-person workshops offers the best of both worlds, providing flexibility and practical application.
- Microlearning: Short, single-outcome lessons are ideal for busy schedules and quick skill refreshers.
- Gamification: Incorporating game mechanics like points, leaderboards, and challenges can make learning more engaging and interactive.
- Mentorship and coaching: Pairing less experienced employees with mentors or coaches for one-on-one guidance. This approach is tailored and personal, focusing on individual growth and development, but is time-intensive and depends heavily on the quality of the mentors or coaches.
- Peer learning: Organizing group learning sessions where employees teach and learn from each other. This can involve discussion groups, peer review sessions, or team teaching.
3. Implementation
Implementing a successful training solution can be challenging. Here are the main things to look for:
- Resource availability: Ensure that all necessary resources, including technology, materials, and facilities, are available and in good working condition.
- Trainer readiness: Confirm that trainers are well-prepared, knowledgeable about the content, and capable of effective delivery and engagement.
- Scheduling and accessibility: Plan training sessions at times that minimize disruption to business operations and ensure that all participants can attend.
- Communication: Maintain clear and ongoing communication with all stakeholders, including trainers, learners, and management, to keep everyone informed and engaged.
- Feedback mechanisms: Establish mechanisms for collecting feedback from participants to make real-time adjustments to training as needed.
4. Measurement
Now that your program is up and running, you need to ensure it is working. Your program’s learning outcomes will make it clear what your learners should be doing and achieving, so all you need to do is put in place ways to measure these outcomes. Knowing how your training is performing is key to ensuring it hits the mark (and to inform any optimizations.)
5. Continuous Improvement
It’s very seldom that on the first attempt, training programs satisfy all goals perfectly. That’s why it’s important to plan with adaptations and flexibility in mind. Always allocate some of your budget toward updates and adjustments. With a robust framework and measurements in place, you will be able to make the needed adjustments based on your data.
Are you looking to enhance your hotel's training programs based on the principles discussed in this article? With Lobster Ink’s Hospitality Excellence Learning Library, you can incorporate our extensive off-the-shelf content into your current training framework or collaborate with us to develop a fully customized training solution. Whether you're introducing a new cocktail menu, onboarding staff, or rolling out compliance training, we have the tools, expertise and platform to support your goals. Schedule a free demo with Lobster Ink today and discover how our learning solutions can be tailored to meet your exact requirements, helping you achieve your training objectives efficiently and effectively.
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In the fast-paced world of hospitality, guest expectations are constantly evolving, and staff turnover is more rapid than ever. How do you stay ahead of the curve?
Training is the obvious answer, but it's not always so simple. The tension between the need for ongoing training and stakeholder hesitation due to the costs and time involved can easily hamper such initiatives. That’s why getting a return on learning investment is vital for L&D and HR teams to get continued buy-in from senior leadership. Which brings us to our next question: How do you ensure ROI on staff training and development?
This is where we believe a more performance-based approach to training development comes into play, like our Motivate Train Sustain framework. It ventures beyond simply developing training programs for staff, but takes a holistic view and boldly incorporates motivation, train, and sustain modalities to drive lasting change.
But let's be honest, training does not equal courses. Far too often, courses or lessons are presented to staff with the hope that something will stick. This isn’t training; it's a waste of time. Training materials like courses are, of course, key to any solution, but the framework within which they are deployed, the ability to deploy the right materials, and the measurement of their success can only come from proper planning. So irrespective of the type of training you need, you have to start by identifying your training needs.
With this approach and framework in mind, let’s look at the broad steps to consider when designing an impactful training solution for your hotel:
1. Identifying your training needs
Whether you are creating a small and specific skill-based training or a large department-wide career progression program, knowing what needs to be trained and the desired impact is key. This means developing training goals, training objectives, and learning outcomes.
- Training goals (where you are going) Training goals define the broader educational milestones you hope your learners will ultimately achieve. For example, for an onboarding program, the goal could be: ‘New employees are familiar with the hotel’s culture, standards, and operations’.
- Training objectives (how you are getting there) Training objectives, also known as "learning targets", are specific, measurable actions that participants are expected to accomplish by the end of the training program. Objectives should be SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
- Learning outcomes (proof you have arrived) These are akin to the photos, souvenirs, and experiences you bring back from a trip. Learning outcomes are the measurable evidence that learners have acquired the knowledge, skills, and attitudes outlined in the training objectives. They confirm whether the educational journey was successful and if the destination (training goal) was truly reached.
2. Building your training solution
With a framework in place, you can start matching the objectives with the actions your staff need to take to achieve the outcomes, as well as what’s needed to motivate your team to take the training. Some typical methods you could use include:
- In-person training: Led by an instructor, this traditional method fosters interaction and team building. However, scheduling disruptions and venue costs can be drawbacks.
- Digital training modules: Flexible and cost-effective, e-learning provides on-demand access to bite-sized lessons. However, engagement can be a challenge, and some skills may require hands-on practice.
- Blended learning: Combining e-learning modules with in-person workshops offers the best of both worlds, providing flexibility and practical application.
- Microlearning: Short, single-outcome lessons are ideal for busy schedules and quick skill refreshers.
- Gamification: Incorporating game mechanics like points, leaderboards, and challenges can make learning more engaging and interactive.
- Mentorship and coaching: Pairing less experienced employees with mentors or coaches for one-on-one guidance. This approach is tailored and personal, focusing on individual growth and development, but is time-intensive and depends heavily on the quality of the mentors or coaches.
- Peer learning: Organizing group learning sessions where employees teach and learn from each other. This can involve discussion groups, peer review sessions, or team teaching.
3. Implementation
Implementing a successful training solution can be challenging. Here are the main things to look for:
- Resource availability: Ensure that all necessary resources, including technology, materials, and facilities, are available and in good working condition.
- Trainer readiness: Confirm that trainers are well-prepared, knowledgeable about the content, and capable of effective delivery and engagement.
- Scheduling and accessibility: Plan training sessions at times that minimize disruption to business operations and ensure that all participants can attend.
- Communication: Maintain clear and ongoing communication with all stakeholders, including trainers, learners, and management, to keep everyone informed and engaged.
- Feedback mechanisms: Establish mechanisms for collecting feedback from participants to make real-time adjustments to training as needed.
4. Measurement
Now that your program is up and running, you need to ensure it is working. Your program’s learning outcomes will make it clear what your learners should be doing and achieving, so all you need to do is put in place ways to measure these outcomes. Knowing how your training is performing is key to ensuring it hits the mark (and to inform any optimizations.)
5. Continuous Improvement
It’s very seldom that on the first attempt, training programs satisfy all goals perfectly. That’s why it’s important to plan with adaptations and flexibility in mind. Always allocate some of your budget toward updates and adjustments. With a robust framework and measurements in place, you will be able to make the needed adjustments based on your data.
Are you looking to enhance your hotel's training programs based on the principles discussed in this article? With Lobster Ink’s Hospitality Excellence Learning Library, you can incorporate our extensive off-the-shelf content into your current training framework or collaborate with us to develop a fully customized training solution. Whether you're introducing a new cocktail menu, onboarding staff, or rolling out compliance training, we have the tools, expertise and platform to support your goals. Schedule a free demo with Lobster Ink today and discover how our learning solutions can be tailored to meet your exact requirements, helping you achieve your training objectives efficiently and effectively.
Preview the result
Share this Case Study
Sign up for a
free 14-day trial
In the fast-paced world of hospitality, guest expectations are constantly evolving, and staff turnover is more rapid than ever. How do you stay ahead of the curve?
Training is the obvious answer, but it's not always so simple. The tension between the need for ongoing training and stakeholder hesitation due to the costs and time involved can easily hamper such initiatives. That’s why getting a return on learning investment is vital for L&D and HR teams to get continued buy-in from senior leadership. Which brings us to our next question: How do you ensure ROI on staff training and development?
This is where we believe a more performance-based approach to training development comes into play, like our Motivate Train Sustain framework. It ventures beyond simply developing training programs for staff, but takes a holistic view and boldly incorporates motivation, train, and sustain modalities to drive lasting change.
But let's be honest, training does not equal courses. Far too often, courses or lessons are presented to staff with the hope that something will stick. This isn’t training; it's a waste of time. Training materials like courses are, of course, key to any solution, but the framework within which they are deployed, the ability to deploy the right materials, and the measurement of their success can only come from proper planning. So irrespective of the type of training you need, you have to start by identifying your training needs.
With this approach and framework in mind, let’s look at the broad steps to consider when designing an impactful training solution for your hotel:
1. Identifying your training needs
Whether you are creating a small and specific skill-based training or a large department-wide career progression program, knowing what needs to be trained and the desired impact is key. This means developing training goals, training objectives, and learning outcomes.
- Training goals (where you are going) Training goals define the broader educational milestones you hope your learners will ultimately achieve. For example, for an onboarding program, the goal could be: ‘New employees are familiar with the hotel’s culture, standards, and operations’.
- Training objectives (how you are getting there) Training objectives, also known as "learning targets", are specific, measurable actions that participants are expected to accomplish by the end of the training program. Objectives should be SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
- Learning outcomes (proof you have arrived) These are akin to the photos, souvenirs, and experiences you bring back from a trip. Learning outcomes are the measurable evidence that learners have acquired the knowledge, skills, and attitudes outlined in the training objectives. They confirm whether the educational journey was successful and if the destination (training goal) was truly reached.
2. Building your training solution
With a framework in place, you can start matching the objectives with the actions your staff need to take to achieve the outcomes, as well as what’s needed to motivate your team to take the training. Some typical methods you could use include:
- In-person training: Led by an instructor, this traditional method fosters interaction and team building. However, scheduling disruptions and venue costs can be drawbacks.
- Digital training modules: Flexible and cost-effective, e-learning provides on-demand access to bite-sized lessons. However, engagement can be a challenge, and some skills may require hands-on practice.
- Blended learning: Combining e-learning modules with in-person workshops offers the best of both worlds, providing flexibility and practical application.
- Microlearning: Short, single-outcome lessons are ideal for busy schedules and quick skill refreshers.
- Gamification: Incorporating game mechanics like points, leaderboards, and challenges can make learning more engaging and interactive.
- Mentorship and coaching: Pairing less experienced employees with mentors or coaches for one-on-one guidance. This approach is tailored and personal, focusing on individual growth and development, but is time-intensive and depends heavily on the quality of the mentors or coaches.
- Peer learning: Organizing group learning sessions where employees teach and learn from each other. This can involve discussion groups, peer review sessions, or team teaching.
3. Implementation
Implementing a successful training solution can be challenging. Here are the main things to look for:
- Resource availability: Ensure that all necessary resources, including technology, materials, and facilities, are available and in good working condition.
- Trainer readiness: Confirm that trainers are well-prepared, knowledgeable about the content, and capable of effective delivery and engagement.
- Scheduling and accessibility: Plan training sessions at times that minimize disruption to business operations and ensure that all participants can attend.
- Communication: Maintain clear and ongoing communication with all stakeholders, including trainers, learners, and management, to keep everyone informed and engaged.
- Feedback mechanisms: Establish mechanisms for collecting feedback from participants to make real-time adjustments to training as needed.
4. Measurement
Now that your program is up and running, you need to ensure it is working. Your program’s learning outcomes will make it clear what your learners should be doing and achieving, so all you need to do is put in place ways to measure these outcomes. Knowing how your training is performing is key to ensuring it hits the mark (and to inform any optimizations.)
5. Continuous Improvement
It’s very seldom that on the first attempt, training programs satisfy all goals perfectly. That’s why it’s important to plan with adaptations and flexibility in mind. Always allocate some of your budget toward updates and adjustments. With a robust framework and measurements in place, you will be able to make the needed adjustments based on your data.
Are you looking to enhance your hotel's training programs based on the principles discussed in this article? With Lobster Ink’s Hospitality Excellence Learning Library, you can incorporate our extensive off-the-shelf content into your current training framework or collaborate with us to develop a fully customized training solution. Whether you're introducing a new cocktail menu, onboarding staff, or rolling out compliance training, we have the tools, expertise and platform to support your goals. Schedule a free demo with Lobster Ink today and discover how our learning solutions can be tailored to meet your exact requirements, helping you achieve your training objectives efficiently and effectively.
Preview the result
Share this update
Sign up for a
free 14-day trial
In the fast-paced world of hospitality, guest expectations are constantly evolving, and staff turnover is more rapid than ever. How do you stay ahead of the curve?
Training is the obvious answer, but it's not always so simple. The tension between the need for ongoing training and stakeholder hesitation due to the costs and time involved can easily hamper such initiatives. That’s why getting a return on learning investment is vital for L&D and HR teams to get continued buy-in from senior leadership. Which brings us to our next question: How do you ensure ROI on staff training and development?
This is where we believe a more performance-based approach to training development comes into play, like our Motivate Train Sustain framework. It ventures beyond simply developing training programs for staff, but takes a holistic view and boldly incorporates motivation, train, and sustain modalities to drive lasting change.
But let's be honest, training does not equal courses. Far too often, courses or lessons are presented to staff with the hope that something will stick. This isn’t training; it's a waste of time. Training materials like courses are, of course, key to any solution, but the framework within which they are deployed, the ability to deploy the right materials, and the measurement of their success can only come from proper planning. So irrespective of the type of training you need, you have to start by identifying your training needs.
With this approach and framework in mind, let’s look at the broad steps to consider when designing an impactful training solution for your hotel:
1. Identifying your training needs
Whether you are creating a small and specific skill-based training or a large department-wide career progression program, knowing what needs to be trained and the desired impact is key. This means developing training goals, training objectives, and learning outcomes.
- Training goals (where you are going) Training goals define the broader educational milestones you hope your learners will ultimately achieve. For example, for an onboarding program, the goal could be: ‘New employees are familiar with the hotel’s culture, standards, and operations’.
- Training objectives (how you are getting there) Training objectives, also known as "learning targets", are specific, measurable actions that participants are expected to accomplish by the end of the training program. Objectives should be SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
- Learning outcomes (proof you have arrived) These are akin to the photos, souvenirs, and experiences you bring back from a trip. Learning outcomes are the measurable evidence that learners have acquired the knowledge, skills, and attitudes outlined in the training objectives. They confirm whether the educational journey was successful and if the destination (training goal) was truly reached.
2. Building your training solution
With a framework in place, you can start matching the objectives with the actions your staff need to take to achieve the outcomes, as well as what’s needed to motivate your team to take the training. Some typical methods you could use include:
- In-person training: Led by an instructor, this traditional method fosters interaction and team building. However, scheduling disruptions and venue costs can be drawbacks.
- Digital training modules: Flexible and cost-effective, e-learning provides on-demand access to bite-sized lessons. However, engagement can be a challenge, and some skills may require hands-on practice.
- Blended learning: Combining e-learning modules with in-person workshops offers the best of both worlds, providing flexibility and practical application.
- Microlearning: Short, single-outcome lessons are ideal for busy schedules and quick skill refreshers.
- Gamification: Incorporating game mechanics like points, leaderboards, and challenges can make learning more engaging and interactive.
- Mentorship and coaching: Pairing less experienced employees with mentors or coaches for one-on-one guidance. This approach is tailored and personal, focusing on individual growth and development, but is time-intensive and depends heavily on the quality of the mentors or coaches.
- Peer learning: Organizing group learning sessions where employees teach and learn from each other. This can involve discussion groups, peer review sessions, or team teaching.
3. Implementation
Implementing a successful training solution can be challenging. Here are the main things to look for:
- Resource availability: Ensure that all necessary resources, including technology, materials, and facilities, are available and in good working condition.
- Trainer readiness: Confirm that trainers are well-prepared, knowledgeable about the content, and capable of effective delivery and engagement.
- Scheduling and accessibility: Plan training sessions at times that minimize disruption to business operations and ensure that all participants can attend.
- Communication: Maintain clear and ongoing communication with all stakeholders, including trainers, learners, and management, to keep everyone informed and engaged.
- Feedback mechanisms: Establish mechanisms for collecting feedback from participants to make real-time adjustments to training as needed.
4. Measurement
Now that your program is up and running, you need to ensure it is working. Your program’s learning outcomes will make it clear what your learners should be doing and achieving, so all you need to do is put in place ways to measure these outcomes. Knowing how your training is performing is key to ensuring it hits the mark (and to inform any optimizations.)
5. Continuous Improvement
It’s very seldom that on the first attempt, training programs satisfy all goals perfectly. That’s why it’s important to plan with adaptations and flexibility in mind. Always allocate some of your budget toward updates and adjustments. With a robust framework and measurements in place, you will be able to make the needed adjustments based on your data.
Are you looking to enhance your hotel's training programs based on the principles discussed in this article? With Lobster Ink’s Hospitality Excellence Learning Library, you can incorporate our extensive off-the-shelf content into your current training framework or collaborate with us to develop a fully customized training solution. Whether you're introducing a new cocktail menu, onboarding staff, or rolling out compliance training, we have the tools, expertise and platform to support your goals. Schedule a free demo with Lobster Ink today and discover how our learning solutions can be tailored to meet your exact requirements, helping you achieve your training objectives efficiently and effectively.
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