Whole Foods Market’s Post

👨🎓 powerful reminder that every professional, regardless of their current status, started somewhere. We all have our beginnings, and it’s the journey of growth and learning that propels us to greatness. Every manager, business owner, master in their field, head chef, and superstar was once a beginner. Embrace your journey and remember - most successful people start from the bottom and had nothing. by Jeff Martin ✏ - THE MANAGER: Was once a cashier. - THE BUSINESS OWNER: Was once an employee. - THE MASTER: Was once a student. - THE HEAD CHEF: Was once a trainee. - THE SUPERSTAR: Was once a nobody. 🏷 MOST SUCCESSFUL PEOPLE START FROM THE BOTTOM AND HAD NOTHING. #carrer #professionalgrowth #jeffmartin #transformation

Harsh truth alert - sometimes hiring managers don't know exactly what they need. 🚨 A company approached me wanting to find them a Head Chef. That's it - "we need a head chef who can cook and will stay in the job." Sounds like an easy brief? Exactly the opposite. Upon asking client about: - what's their mission - what's the team like - what are the challenges they often face... I was met with an avalanche of information, none relating to the initial brief. Truth was, they needed a good leader, somebody who was able to develop and teach their team and hold it all together. They had a massive staff turnover and often hired young and inexperienced chefs who weren't receiving any training. They wanted a GENERALIST, when who they really needed was a SPECIALIST. Success comes from having the right person in the right job at the right time with the right skill set for the problem we face.

Harsh truth alert - sometimes hiring managers don't know exactly what they need. 🚨 A company approached me wanting to find them a Head Chef. That's it - "we need a head chef who can cook and will stay in the job." Sounds like an easy brief? Exactly the opposite. Upon asking client about: - what's their mission - what's the team like - what are the challenges they often face... I was met with an avalanche of information, none relating to the initial brief. Truth was, they needed a good leader, somebody who was able to develop and teach their team and hold it all together. They had a massive staff turnover and often hired young and inexperienced chefs who weren't receiving any training. They wanted a GENERALIST, when who they really needed was a SPECIALIST. Success comes from having the right person in the right job at the right time with the right skill set for the problem we face.

🍟 𝟰 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗟𝗲𝘀𝘀𝗼𝗻𝘀 𝗹𝗲𝗮𝗿𝗻𝗲𝗱 𝘂𝗻𝗱𝗲𝗿 𝘁𝗵𝗲 𝗚𝗼𝗹𝗱𝗲𝗻 𝗔𝗿𝗰𝗵𝗲𝘀 🍔 [𝘳𝘦𝘱𝘰𝘴𝘵𝘦𝘥 𝘧𝘳𝘰𝘮 𝘑𝘶𝘭𝘺] My first real job started in high school when I got hired at McDonald's. It was a simpler time. The Big Mac was $1.99, I made a $3.30/hour and wore a quite flattering burgundy polyester ensemble that no matter how it was washed always smelled faintly of grease... Some of my high school friends roasted me over that job. But it was the bedrock of my professional career in so many ways. Here are four: 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗦𝗸𝗶𝗹𝗹𝘀: Between McDonald's and cadet training, I learned how to get folks to follow without wielding a position or title over them. I also learned a lot of things I don't like in a leader, which shaped my style. Very few environments will allow you to lead at a high level at such a young age. I was 20 when I took over my first store as GM - with 100 staff and a management team who were all older than me. No pressure!  𝗢𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗘𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲: McDonald's emphasizes efficient operations above all else. There is a process for EVERYTHING and a guide the size of a phonebook that you need to know front to back. You learn how to optimize workflows, manage inventory, and ensure smooth service during peak hours. In fact, one of the biggest struggles I've had since then is encountering well established businesses that seemed to succeed in spite of having no guidelines or consistency. 𝗧𝗲𝗮𝗺𝘄𝗼𝗿𝗸 𝗮𝗻𝗱 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻: At McDonald's you'll gain experience in fostering teamwork, building effective communication channels, and coordinating efforts among team members. "Time to lean, time to clean", amirite? Taking care of business when that tourist bus pulls into the parking lot is one of the best ways to learn how to work together to get a job done! 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: As a floor leader and manager, you'll be responsible for training and developing your team members. Constantly. My staff of 100 turned over twice a year. We literally never stopped hiring and training. Not to mention the need to stay on top of the above-mentioned operational guidelines. This experience taught me instructional skills, how to adapt to different learning styles, and how to provide constructive feedback. I will always be grateful for the foundation of my 6 years at Mickey D's. What was your first job and what lessons did it teach you? 👇 ▪️ ▫️ ▪️ ▫️ ▪️ ▫️ ▪️ ▫️ ▪️ ▫️ ▪️ ▫️ • 👋 Hi there! I'm Ken Frampton from Benelogix Benefits Inc. • 🤝 We help businesses and executive directors to recruit/retain talent through some of Canada's best health/dental benefits. • ✅ Want to stop changing insurers every 2-3 years? DM me 'Benefits' and I'll get you off of their roller coaster!🎢

How many of you hospitality folk… sat down with your careers advisor at school and said “I want to be a restaurant manager?” There’ll be some, sure, but I’m willing to bet that there’s an awful lot of you hospo high-performers who never planned to stay in the industry. Why did you stay? Nurture vs development Think about it for a sec…who was that manager who just seemed to see something in you? How many of you had a role created for you, to suit your unique skills and strengths? Pathways are integral (now more than ever) and are an incredible way to inspire and motivate, to allow your people to see where they could go. I mean, there aren’t many industries that allow you to go from bar back to a CEO, without formal qualifications and through a number of routes and sideways steps. But let’s make sure we’re listening to what people want to do. Make sure we’re looking at their strengths and playing on them, not endlessly trying to improve on things someone isn’t particularly good at, just to fit a pathway or YOUR NEED for bar manager 🙄 (I said what I said) Nurture your talent. Help them improve themselves and follow their passions. You might end up finding that bar manager after all, where you wouldn’t have thought to look…

We are less than 2 weeks away from the new year and it is time to look at making resolutions for not just you but your team. When we look at the restaurant industry, we are an industry of opportunity. How will you give your team the opportunity for development this year? Yvonne Lloyd and I share many stats in our webinars or when we speak on the road to the #restaurant and #hospitalityindustry. We share how important it is to give your team on-the-job training. It's not always about how to mix the perfect drink or how many pepperonis go on a medium pizza or how the table top flatware is placed.... it's about the people. 72% of employees in the restaurant industry say the lack of skills development and training is a key factor in driving them to leave the industry. ( According to PR Newswire) 86% of of hospitality businesses offer less than 10 hours of ongoing training. (Hospitality Technology) That's why here at the National Restaurant Association we created ServSuccess To support on-the-job training aimed at developing leadership skills, fostering the growth of business acumen, and creating career pathways for future leaders, our goal is to establish lifelong careers for restaurant employees. We aspire to positively impact self-confidence and empower individuals to be their best selves. When you give employees tools to build that self-confidence and show them how to speak to a guest, a vendor, and most importantly, each other, you are developing a person. You are building confidence. You are teaching conflict resolution skills. I don't have to tell you... happy employees are healthy employees and happy and healthy employees are employees that stay. To learn more, check out my link or reach out directly to me. 📩 [email protected] https://lnkd.in/gj3uRdvA Cheers to 2024 and the resolution to grow and build a happy and healthy workforce together with ServSuccess.

‼️ Why Staff Training is Important in Retail ‼️ Staff training is important in every industry but I can only talk about the one I’m in. I’m now Self Checkout trained!!! Where next 🤔 Petrol Station? Yeah why not! From my personal experience Tesco do so well in their continuous training. If you want to do it then the likelyhood is you probably can. When you think of applying to a supermarket you have the vision in mind of stacking shelves forever 😂 I know I did. But along with many other supermarkets (I imagine) Tesco offers so many more opportunities than that. The sky is literally your limit. Career development is one of the key drivers of employee happiness. And when you offer your staff members training that’s both relevant and useful, you’re saying you value them as team members and want to invest in their professional futures. That can and does increase employees feelings of self-worth. Training sets employees up for success and satisfaction as I believe most people are happier when they feel capable in their workplaces. When you really know what you are doing you can provide a much better more efficient service which in all helps the company you work for, your team and the customers you serve. Having under-trained employees on your team is a lose-lose situation. Either you have to watch those staff members closely, which is stressful for them and a poor use of your time… or you have to leave them to learn on the job and hope they don’t make too many harmful mistakes. All in all, training allows employees to manage themselves better, which is beneficial for the whole business. It means you don’t have to monitor your team as much and feel confident everything will continue to run smoothly. Disclaimer: these are my thoughts through my experiences not those of Tesco. #tesco #everylittlehelps #training #management #mentoring #success

This is going to be an unpopular opinion with restaurant operators everywhere. But I don’t care. On the job training. Learn as you go. Ad-hoc development. These are all a cop out. Good training, just like creating a "Dream Team", won't happen by accident. Real training is present when someone understands exactly what good performance looks like in all areas of their job. All areas. Not just the areas the person on the new starter's first few shifts understands. Or what they have the time to tell them about. Or they remember to tell them about. That’s not all areas of their job. That’s a handful at best. As for the rest? You’re rolling the dice on the most important elements of hospitality - the service. Next time you hear on the job training, expect poor results. Next time you think about saying it, dont. #hospitalitymanagement #learninganddevelopment #traininganddevelopment #thoughtoftheday

Is Career Development Underdeveloped in Retail? Whole Foods is taking a different approach. CEO Jason Buechel said a primary employee retention tool for the organic grocer is creating opportunities for advancement. At the store level, apprentice programs for butchers, certified cheese professionals, and bakery decorators help associates develop skills and trades they can not only employ at Whole Foods but elsewhere in life. Also helping with retention is Whole Foods’ Cultivate mentoring program, which Buechel believes extends further than similar retail efforts. Buechel explained, “Most other retailers might offer this type of program for their store team leader or store leadership. We open up all this for our team members so they have opportunities to connect with other folks to get supporting, coaching, mentoring experiences.” Here's what others are saying on the matter - Kevin Graff "We’ve seen it, and proven it, so many times with our clients that solid career development results in higher engagement levels, lower staff turnover, and better results." Dave Wendland "Upskilling, reskilling, and career path planning are essential to the success of any operation (especially retail)." Jeff Sward "AI will have a huge role in the future of retail. But so will store associates, and they’ll need explicit training in how to perform best in an evolving retail environment." #retail #career #careerdevelopment #industrynews #trending #yallo #goyallo #yalloretail