instruction Versus Training

Laws Of Exponents Practice Problems - instruction Versus Training

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Many population don't understand the divergence between study and training. study is giving out facts and communicating to your trainees. Training is about practice and construction skills. Today's younger generation of employees wants to be trained, not educated.

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Laws Of Exponents Practice Problems

Problem is, if we don't educate them before we train them, it could lead to problems. Think about how you learned to drive. You need knowledge of the laws and then the actual training of getting behind the wheel. Same can be said for learning about the birds and the bees--if the study part isn't done effectively, the training could lead to undesirable results!

Mark Flores, director of ops for Chuck E. Cheese's, uses the macaroni-and-cheese example to demonstrate the difference. We've all made mac & cheese abundance of times in our lives, but if we don't succeed the instructions exactly, we might get macaroni soup, crunchy macaroni, or something else other than what we intended. So how do we deliver study and training to ensure consistency?

Manuals. Boooooooooring! We do need documentation, but make it fun! comprise tons of photos and minimal text so it's more of a comic strip look. population are more likely to remember what they see versus what they read, so holding of facts is better. Additionally, it's easier to translate into other languages.

Videos. Good than reading for most employees, but they need to be short segments (3--5 minutes maximum) with tons of optic image changes. Our employees today are used to watching Cnn with talking video, a crawler message along the bottom, and the weather forecast on the side--all while having four online chats with their friends. Long, drawn-out videos lose their attentiveness quickly. Watch a segment and go practice what you learn. You can watch the next segment after that.

Online. Golden Corral, White Castle, Sea Island Shrimp House, Buffalo Wild Wings, and Chuck E. Cheese's are all using or testing e-learning. Since it is self-paced, it goes at the speed of the learner. Be careful: As we've seen with e-books, it's not too comfortable to read a book on a Pc, so keep the text to a minimum. Chronicle questions can be built in as a checkpoint for the pupil to improve to the next section. Great way to replace video and print, but it's still not "training."

Tests. We all hate tests! To ensure consistency in tests, keep them simple and optic (use as many pictures as possible), and use multiple-choice, ordering, or true-false format to ensure consistency in grading. Most of our employees no longer take fill-in-the-blank or essay tests. Ensure they have the basics down. Do all your trainers indeed grade tests the same way?

All the above forms of "training" are indeed just education, yet most managers think it's training. We didn't get our driver's license after reading the book, watching the video, and passing a test--we had to demonstrate our skills to the authorities before we received permission to drive. study is the essential evil that must come first, though.

Do we succeed the same format with our employees? Many clubs do not--we just memorize a bunch of useless facts the guest cares slight about and then we're ready. You need to be validated on the skills it takes to do the job and re-validated periodically in the future. Knowing the job and doing the job are two entirely distinct things--and the guest notices.

Skill Validation

Having the new employee demonstrate skills for a boss shows you two things: how good the educator was, and that the employee can do the functions of the job. We all might think we have the same definition of "greet the guest" or "suggestive sell," but when we see our employees in action, we find it's all over the board. If we don't coach them straight through the skill, they will plainly do what they see at other restaurants (which often isn't good). Guide these validations every 90--180 days to keep standards top of mind.

People train people. Just because person is a good employee doesn't mean they will be a good trainer. The permissible tools to educate will help, but the payoff is in the educator demonstrating, coaching, and validating the skill of a new employee. To by comparison this point to your team, ask your trainers to train you on how to tie your shoes or put on a shirt. Act like you know nothing about it. Point being, it's a simple task we can all do in our sleep--like ringing up orders or production burgers--but it's incredibly hard to train person else how to do it.

Macaroni and cheese anyone?

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