Once you have the “right” person hired, there are some key things that you should keep in mind.

1. Develop a training schedule. Unscheduled training will lead to extra hours and lower productivity. Explain daily objectives for each trainee and trainer. Create a training program and checklist. Have the trainee and the trainer sign off each shift that the objectives have been completed. This also helps to ensure that they trainee is staying on schedule and your training is consistent. Keep the sheets in the staff’s file in the office.
2. Provide a free meal each shift to each trainee. Allow them to order from certain sections each shift. This will give them a chance to try different items. Example: Day 1 - Apps, Day 2 - soup/salads, Day 3 - mains… How do you expect them to sell the items if they have never tried them? “Oh, I’m sorry, I’ve never tried that.” Would you order it?
3. You need to compensate the trainer as their productivity will be lower. They will not be able to take as much of their normal workload. Less tables for them = less money. See if giving a free meal to the trainer is enough compensation for training vs. extra hourly. If not, perhaps you could let them make their own schedule the following week. Look for something that they will find a bonus, without costing you extra dollars. paying them more is an option, but the most expensive option.
4. Document the training. This will save you piles of money if you end up in Labour Court down the road. See point number 2.
5. Spend
   Intuition: The Secret To Your Career Success
   For far too long, we moderns have relied on our analytical/logical brain to make important life decisions. It is my belief that our imaginative/creative brain holds the key to better, smarter and more soulful decisions. This is because the right side of the brain, which loves creativity---taps into your intuitive nature. Take yo
   a training schedule. Unscheduled training will lead to extra hours and lower productivity. Explain daily objectives for each trainee and trainer. Create a training program and checklist. Have the trainee and the trainer sign off each shift that the objectives have been completed. This also helps to ensure that they trainee is staying on schedule and your training is consistent. Keep the sheets in the staff’s file in the office.
6. Provide a free meal each shift to each trainee. Allow them to order from certain sections each shift. This will give them a chance to try different items. Example: Day 1 - Apps, Day 2 - soup/salads, Day 3 - mains… How do you expect them to sell the items if they have never tried them? “Oh, I’m sorry, I’ve never tried that.” Would you order it?
7. You need to compensate the trainer as their productivity will be lower. They will not be able to take as much of their normal workload. Less tables for them = less money. See if giving a free meal to the trainer is enough compensation for training vs. extra hourly. If not, perhaps you could let them make their own schedule the following week. Look for something that they will find a bonus, without costing you extra dollars. paying them more is an option, but the most expensive option.
8. Document the training. This will save you piles of money if you end up in Labour Court down the road. See point number 2.
9. Spend
   Preprinted Bar Code Labels
   Bar code labels that are manufactured by companies and are retailed to other establishments are called preprinted bar code labels. Preprinted bar code labels are bought and used by establishments that do not have infrastructure to make their own.Preprinted bar code labels are encoded using computers and sequentially numbered
   raining is consistent. Keep the sheets in the staff’s file in the office.
10. Provide a free meal each shift to each trainee. Allow them to order from certain sections each shift. This will give them a chance to try different items. Example: Day 1 - Apps, Day 2 - soup/salads, Day 3 - mains… How do you expect them to sell the items if they have never tried them? “Oh, I’m sorry, I’ve never tried that.” Would you order it?
11. You need to compensate the trainer as their productivity will be lower. They will not be able to take as much of their normal workload. Less tables for them = less money. See if giving a free meal to the trainer is enough compensation for training vs. extra hourly. If not, perhaps you could let them make their own schedule the following week. Look for something that they will find a bonus, without costing you extra dollars. paying them more is an option, but the most expensive option.
12. Document the training. This will save you piles of money if you end up in Labour Court down the road. See point number 2.
13. Spend
    Key Responsibility Areas for Assistant Manager – Generalist HR
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    ried them? “Oh, I’m sorry, I’ve never tried that.” Would you order it?
14. You need to compensate the trainer as their productivity will be lower. They will not be able to take as much of their normal workload. Less tables for them = less money. See if giving a free meal to the trainer is enough compensation for training vs. extra hourly. If not, perhaps you could let them make their own schedule the following week. Look for something that they will find a bonus, without costing you extra dollars. paying them more is an option, but the most expensive option.
15. Document the training. This will save you piles of money if you end up in Labour Court down the road. See point number 2.
16. Spend
    Absent without Leave - Managing Absence in the Workplace
    According to the Institute of Psychiatry (April 2005), for the first time, stress, anxiety and depression have overtaken physical ailments as the most common cause of long-term absence from work. With sickness absence reportedly costing employers an average of ?522 per employee per year (or an average of 10 lost working days), ther
    rhaps you could let them make their own schedule the following week. Look for something that they will find a bonus, without costing you extra dollars. paying them more is an option, but the most expensive option.
17. Document the training. This will save you piles of money if you end up in Labour Court down the road. See point number 2.
18. Spend some time explaining to new staff that you understand they will make mistakes and this will cost the store money. You expect mistakes, but excessive, unnecessary mistakes will not be tolerated. Explain the cost of everyday items to the staff. Example: This plate costs $32.50, this knife, $2.87, this napkin $0.04. Restaurant/bar staff seem to think that the store makes about 80% of every dollar sold. Explain that the average net income is about 5%. When they sell a dollar, the store makes a nickel.

Again, you will always be hiring and training. Sure, May and September are the busy times for turnover, but if you have a system in place and a plan…you should be good. Remember that they want to work for you and they want to be trained. When they are trained properly, they are less likely to quit and go and work for your competitor.