While no two businesses’ training needs are identical, looking at benchmarking data can serve as a valuable reference point. What’s more, this data validates and quantifies the impact of many of the trends outlined in Part 1 of our report, particularly around: currently facing the hospitality industry — including a green workforce, high turnover, & rising labor costs — L&D serves as an essential bridge between addressing employee needs & achieving business goals. ● ● The imperative of L&D investments: With the multiple challenges Closing the gaps in manager training: While hourly workers are important, it’s ultimately frontline managers who set the stage for success. More businesses are recognizing that giving managers the training they need to succeed is the key to operational excellence, customer satisfaction, and same-store sales growth. ● The benefits of continuous learning: Onboarding may be the first step of an employee’s L&D journey, but it shouldn’t be the last. Continuous learning results in higher knowledge retention, improved skills, and lower overall training costs. By synthesizing real metrics and insights from other hospitality businesses into this report, we hope to help readers uplevel their own training programs and, more broadly, advocate for L&D at their respective organizations.
In Summary
Keep up-to-date by subscribing to Opus or CHART newsletters.
After all, what’s true for frontline workers is just as true for L&D leaders: Often, the best way to learn is from your peers.
Hospitality Training 360 Report - Part 2
Made with FlippingBook - Online Brochure Maker