How do we compare to Cheesecake?

Cheesecake Factory Cooks Up a Rigorous Employee Training Program

Each candidate must go through a rigorous two-week certification process before becoming a full-fledged server. Candidates are assigned a mentor for on-the-job training. They observe how experienced servers interact with customers and navigate diverse situations in the restaurant.

At the end of the two weeks, candidates are given examinations and are required to attain a letter grade of A. They are given two attempts to qualify, and if they cannot get that A, they are not hired.

Thirty days after becoming servers, employees receive follow-up classes. Servers also receive bi-annual training to coincide with the changing of the menu. To maintain strict quality control, servers go through a recertification process once a year.

Because many of the company’s workers do not hold predictable 9-to-5 schedules, creating deep, long-lasting company ties can be a tricky undertaking. With this in mind, the Cheesecake Factory gathers employees every day for a formal meeting—a ritual long practiced by Ritz-Carlton. The sessions serve as a platform for talking about a variety of issues—from the best ways to keep the stores clean to safety tips to celebrating special events.

One way the company measures its return on investment is by examining turnover rates, which are about 15 percent below the industry average of 106 percent. What support does each new teacher receive before becoming a full-fledged member of the faculty? Is our induction program for new teachers as rigorous as the Cheesecake Factory is for their servers?

Source: http://www.workforce.com