Field trainers are often an underlooked part of restaurant training programs, but they're necessary to ensure consistency, onboard new employees, and improve operational standards. 

By providing hands-on training and guidance, field trainers help maintain uniform standards across all aspects of restaurant operations, from food preparation to customer service. When new hires start, they bridge the gap between theoretical knowledge and practical application. Field trainers also make sure all employees are following best practices. 

Let's dive into the benefits of a field trainer program and how to build one. 

Benefits of a Field Trainer Program

Investing in a robust field trainer program can yield significant benefits for restaurants:

  • Better employee performance and retention: Well-trained employees are more confident in their roles, leading to improved job satisfaction and lower turnover rates.
  • Reduced training costs and time: When experienced staff train others, restaurants can streamline the training process and reduce the need for external trainers or prolonged orientation periods.
  • Improved customer satisfaction: Consistently well-trained staff provide better service and increased loyalty.
  • Reduced manager burden: Often managers are stretched thin, and a field trainer can take a huge load off of managers. 
  • Pre-built leadership pipeline: Field trainer programs offer growth opportunities for high-performing employees, helping restaurants cultivate future managers and leaders from within.

What Does a Field Trainer Do?

Field trainers are responsible for maintaining and improving restaurant operations. Their responsibilities include:

  • Demonstrate proper techniques and procedures: Field trainers showcase best practices in all aspects of restaurant operations, from food preparation and presentation to customer service and safety protocols.
  • Provide on-the-job coaching and feedback: They work alongside trainees and offer real-time guidance and constructive feedback to help employees improve their skills and performance.
  • Assess trainee progress and competency: Field trainers evaluate the progress of new hires and existing staff, ensuring they meet the restaurant's standards and identifying areas for further development.
  • Act as a role model for best practices: Field trainers strive to exemplify high standards and inspire others to maintain excellence in their work.
  • Bridge the gap between management and frontline staff: They serve as a vital communication link, helping implement new policies and procedures and relay frontline concerns to management.

How to Choose Field Trainers

Selecting the right individuals to become field trainers will help you build a strong foundation for your training program and set the stage for success in developing your restaurant staff. Here are key factors to consider when choosing field trainers:

  • Identify top performers in their current roles: Look for employees who consistently excel in their positions and demonstrate a deep understanding of restaurant operations.
  • Look for strong communication and interpersonal skills: Effective trainers must be able to clearly articulate ideas, actively listen, and connect with trainees from diverse backgrounds.
  • Assess teaching aptitude and patience: Not all top performers make great trainers. Look for individuals who show a natural ability to explain concepts and remain patient when others are learning.
  • Consider experience and depth of knowledge: A breadth of experience in different roles within the restaurant can provide valuable perspectives for a field trainer, although it's not always necessary.
  • Evaluate willingness to take on additional responsibilities: Field training often requires extra effort and time, so make sure potential trainers are enthusiastic about taking on this important role.

How to Implement a “Train the Trainer” Program

"Train the trainer" programs are exactly as they sound: training the trainers to pass their expertise to provide the best learning experience for other employees. A typical "Train the trainer" program can range from 2-5 days of intensive upfront training, followed by 2-3 months of on-the-job application and periodic check-ins. Aim for about 30% digital learning and 70% on-the-job practice and application.

Field trainers usually maintain their primary job responsibilities while taking on training duties. Allocate approximately 5-10 hours per week for training activities, depending on the restaurant's needs and the trainer's capacity.

5 Key Components of the Program

  1. Create a comprehensive curriculum: Develop a structured program covering all aspects of restaurant operations, training techniques, and leadership skills.
  2. Teach learning principles and coaching techniques: Introduce effective communication strategies and methods for adapting to different learning styles.
  3. Practice role-playing and scenario-based training: Provide opportunities for trainers to practice their skills in simulated environments before working with actual trainees.
  4. Provide tools for effective feedback delivery: Teach constructive feedback techniques and provide templates for documenting trainee progress.
  5. Offer ongoing support and development opportunities: Implement regular check-ins, refresher courses, and advanced training to keep field trainers updated and engaged.

Examples of "Train the Trainer" Programs

To illustrate how these principles can be applied in real-world settings, let's look at two examples of successful "train the trainer" programs:

30-Minute Training Improves Service Across 30+ Restaurants

A restaurant chain with over 30 locations focuses on culture and customer service in its program. They emphasize friendly and welcoming attitudes, effective questioning techniques, good eye contact, speaking from the heart, and keeping new team members engaged.

The program combines mobile learning and on-the-job coaching. Hundreds of employees completed the online training program and on average it took each employee 30 minutes of formal training spread over 1 month.

A 4-Day Intensive Restaurant Training Program

Another restaurant chain with more than 50 locations implemented a structured day-by-day program to cover all aspects of restaurant operations:

  • Day 1: Kitchen skills and cooking techniques
  • Day 2: Feedback training, safety protocols, and sanitation practices
  • Day 3: Cashier operations and guest experience enhancement
  • Day 4: Comprehensive testing and evaluation

More than 150 employees completed the program, and it took each person 50 minutes to complete the digital training. The digital and on-the-job training was spread across 100 days. 

How to Motivate Trainers With Incentives and Rewards

Incentives and rewards are key to keeping field trainers motivated and engaged. Here are various strategies to motivate your field trainers:

Monetary Incentives

  • Bonuses: Provide a monthly bonus based on hours spent training or a two-part bonus structure paid out quarterly, contingent on hours spent training. 
  • Increased compensation: Create a Certified Trainer (CT) job code with an additional $1.50 per hour for training shifts. Or consider implementing a permanent $0.50 per hour pay increase for all certified trainers, regardless of whether they're actively training

If using a compensation increase for training time, ensure your operations process allows trainers to easily clock in and out when switching between training and regular duties.

Non-monetary incentives and recognition

  • Perks: Provide free meals when training or offer additional paid time off or flexible scheduling options.
  • Visual recognition: Give trainers personalized engraved name tags with "Certified Trainer" or trainer-specific uniforms.
  • Professional development: Offer advanced training opportunities such as access to leadership workshops or conferences.
  • Career advancement: Make trainer certification a prerequisite for management promotions, and create a clear career path that includes the trainer role.
  • Public recognition: Highlight trainer achievements in company newsletters or meetings, or implement a "Trainer of the Month" recognition program.
  • Tangible rewards: Present trainer certificates upon completion of the program as well as branded merchandise or gift cards for exceptional performance.

Remember to regularly review and adjust your incentive program based on feedback from trainers and its effectiveness in motivating and retaining top talent in the trainer role.

An effective field trainer program extends far beyond just skill development. It fosters a culture of continuous learning, improves employee retention, and creates a pipeline for future leadership within your organization. Whether you're implementing a new field trainer program or improving an existing one, the investment will pay dividends in the form of a more skilled workforce, smoother operations, and ultimately, a more successful business.