Training Programs for Hospitality Employees

If you think the talent gap in hospitality is someone else’s problem, you are the problem. Stop blaming HR, stop blaming “the new generation,” and stop pretending this is going to fix itself. The industry is in a full-blown leadership crisis, and the clock is ticking. Thousands of GMs and department heads will be needed in the next five years, but the talent pipeline is almost empty. Properties are opening faster than leaders are being developed, and the truth is simple, this is the direct result of years of short-term thinking and cutting corners on people. We obsessed over RevPAR and labor costs instead of developing leaders. We burned out young talent with long hours and no mentorship, then acted shocked when they left. We let toxic mid-level managers drive people out. We told ourselves “great hospitality people are born, not made” and used that excuse to skip proper training. Now, the best people are leaving for other industries, and the next generation does not want to join us. You want to fix this? Start acting like a leader, not a placeholder. Here is the hard truth, no one is coming to save you. If you own, manage, or lead in this industry, this is on you, and here is exactly what you need to do: 1. Mentor, every single week. If you are not actively mentoring at least two people, you are failing. Take real time to guide, coach, and grow them into future leaders. 2. Show the career path, publicly. Post about it, talk about it, celebrate people who move up. If young talent cannot see a future, they will not stay. 3. Stop treating training like an expense. Build real leadership programs, partner with hospitality schools, create internships that teach more than how to fold napkins. 4. Fix your culture fast. People leave managers, not companies. If you have toxic leaders, replace them or train them properly. Hold managers accountable for how they treat their teams. 5. Rebrand what it means to work in hospitality. Right now, the perception is burnout. Start showing the real success stories, the lifestyle, the global opportunities. You have to make this career aspirational again. The brands that own the next decade will be the ones that get this right, now. Not next year. Not “when budgets allow.” Now. This is not a staffing issue. This is a leadership issue, and the future of this industry depends on how we invest in people today. --- I am Scott Eddy, keynote speaker, social media strategist, and the number 15 hospitality influencer in the world. I help hotels, cruise lines, and destinations tell stories that drive revenue and lasting results, through strategy, social media workshops, content, and unforgettable photoshoots. If the way I look at the world of hospitality works for you, and you want to have a conversation about working together, let’s chat: scott@mrscotteddy.com.

I remember giving a welcome speech to a group of over 200 people in a hotel on the island Kos in Greece. It was my second season as a representative of a tour operator. My goal was to encourage the crowd to buy as many excursions and rent vehicles as they could. It was a huge sales pitch. I was incredibly successful. 20 years later, I‘m also presenting in front of 200 people. This time it’s not that easy to get a buy-in from every participant and reach the goal I intended. Ok, let’s be clear, nobody is for everyone. Neither am I, I know that. But talking about complex topics like how people are being excluded in the workplace and what we can do about it is a whole other thing. These topics are not easy to follow nor easy to accept. Why is behavioral change around DEI so difficult? Most Bias, Diversity, Equity & Inclusion trainings are designed to educate the employees and give them the information they are perceived to lack. This approach can be received as paternalistic, and implies that behavioral changes can only be created teaching knowledge. Participants might feel that there is something “wrong” with them. And, guess what? Of course that makes them feel defensive, and less motivated to change their behavior. The thing is, that people’s behavior is not only determined by their knowledge but also by other factors like their values, motivations, and anxieties. Therefore we need training approaches that go beyond just teaching people what to do. Trainings should respect the participants’ autonomy and give them tools to direct their own actions towards shared goals. That’s why I’ve been focusing on Empowerment in all of my formats where the participants are enabled to lead the change. It's also important to assume the participants are well intended (that's very hard for me since I'm biased myself). And let’s not forget that trainings around social justice can only be effective if the systemic issues that allowed bias in the first place are addressed in the organization. One training alone will not change anything. And, if being poorly conducted, it can actually harm the DEI efforts. A study from 2016 found that DEI trainings are effective if they focus on skill development and are conducted over a long period of time. What do we learn from this now? Yes, we need DEI trainings. Yes, you need more than a 1-hour training. Yes, the people you hire for this work should know about scientific-based and cognitive-behavioral approaches. Yes, systematic transformations in the organization are critical for a sustainable and successful cultural change. Do you believe in DEI trainings? How can DEI trainings be effective? #WorkshopFacilitation #Trainings #Diversity #Equity #Inclusion ALT Text in the picture and the comments.

Leadership development is not just a one-time training event (time to change): Is your organization truly investing in its leaders? Developing leadership is more than just a one-time event. It needs an ongoing approach with several key parts. To grow strong leaders, focus on these four areas: 1️⃣ 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 & 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: ↳ 360-degree feedback for strengths & areas to improve. ↳ EQ and leadership skills make sure leaders are balanced. ↳ Career plans give a path for growth. ➟ 𝗔𝗖𝗧𝗜𝗢𝗡: Do regular assessments to track progress. -- 2️⃣ 𝗖𝗼𝗮𝗰𝗵𝗶𝗻𝗴 & 𝗠𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴: ↳ Executive coaching offers personal guidance. ↳ Peer coaching creates a supportive environment. ↳ Mentor relationships build trust and share knowledge. ➟ 𝗔𝗖𝗧𝗜𝗢𝗡: Set up a coaching and mentoring program. -- 3️⃣ 𝗪𝗼𝗿𝗸 & 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: ↳ Stretch assignments challenge leaders to grow. ↳ Action learning mixes learning with real work. ↳ Real work experiences build practical skills and confidence. ➟ 𝗔𝗖𝗧𝗜𝗢𝗡: Give stretch tasks and encourage action learning projects. -- 4️⃣ 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 & 𝗘𝗱𝘂𝗰𝗮𝘁𝗶𝗼𝗻: ↳ Blended learning uses different training methods. ↳ Common models & shared meanings ensure consistency. ↳ Aligning expectations and leader-led sessions reinforce learning. ➟ 𝗔𝗖𝗧𝗜𝗢𝗡: Make a training plan with blended learning methods that fit goals. -- Investing in these areas will grow your leaders and build a strong, innovative, and forward-thinking organization. Start today! __________ 💡 React if this resonated with you. 💬 Comment to share your thoughts. ♻️ Repost to benefit your network. ➕ Follow me for more content like this.     

𝗠𝗲𝗮𝘀𝘂𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗬𝗼𝘂𝗿 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗣𝗿𝗼𝗴𝗿𝗮𝗺 📚 Creating a training program is just the beginning—measuring its effectiveness is what drives real business value. Whether you’re training employees, customers, or partners, tracking key performance indicators (KPIs) ensures your efforts deliver tangible results. Here’s how to evaluate and improve your training initiatives: 1️⃣ Define Clear Training Goals 🎯 Before measuring, ask: ✅ What is the expected outcome? (Increased productivity, higher retention, reduced support tickets?) ✅ How does training align with business objectives? ✅ Who are you training, and what impact should it have on them? 2️⃣ Track Key Training Metrics 📈 ✔️ Employee Performance Improvements Are employees applying new skills? Has productivity or accuracy increased? Compare pre- and post-training performance reviews. ✔️ Customer Satisfaction & Engagement Are customers using your product more effectively? Measure support ticket volume—a drop indicates better self-sufficiency. Use Net Promoter Score (NPS) and Customer Satisfaction Score (CSAT) to gauge satisfaction. ✔️ Training Completion & Engagement Rates Track how many learners start and finish courses. Identify drop-off points to refine content. Analyze engagement with interactive elements (quizzes, discussions). ✔️ Retention & Revenue Impact 💰 Higher engagement often leads to lower churn rates. Measure whether trained customers renew subscriptions or buy additional products. Compare team retention rates before and after implementing training programs. 3️⃣ Use AI & Analytics for Deeper Insights 🤖 ✅ AI-driven learning platforms can track learner behavior and recommend improvements. ✅ Dashboards with real-time analytics help pinpoint what’s working (and what’s not). ✅ Personalized adaptive training keeps learners engaged based on their progress. 4️⃣ Continuously Optimize & Iterate 🔄 Regularly collect feedback through surveys and learner assessments. Conduct A/B testing on different training formats. Update content based on business and industry changes. 🚀 A data-driven approach to training leads to better learning experiences, higher engagement, and stronger business impact. 💡 How do you measure your training program’s success? Let’s discuss! #TrainingAnalytics #AI #BusinessGrowth #LupoAI #LearningandDevelopment #Innovation

5,800 course completions in 30 days 🥳 Amazing! But... What does that even mean? Did anyone actually learn anything? As an instructional designer, part of your role SHOULD be measuring impact. Did the learning solution you built matter? Did it help someone do their job better, quicker, with more efficiency, empathy, and enthusiasm? In this L&D world, there's endless talk about measuring success. Some say it's impossible... It's not. Enter the Impact Quadrant. With measureable data + time, you CAN track the success of your initiatives. But you've got to have a process in place to do it. Here are some ideas: 1. Quick Wins (Short-Term + Quantitative) → “Immediate Data Wins” How to track: ➡️ Course completion rates ➡️ Pre/post-test scores ➡️ Training attendance records ➡️ Immediate survey ratings (e.g., “Was this training helpful?”) 📣 Why it matters: Provides fast, measurable proof that the initiative is working. 2. Big Wins (Long-Term + Quantitative) → “Sustained Success” How to track: ➡️ Retention rates of trained employees via follow-up knowledge checks ➡️ Compliance scores over time ➡️ Reduction in errors/incidents ➡️ Job performance metrics (e.g., productivity increase, customer satisfaction) 📣 Why it matters: Demonstrates lasting impact with hard data. 3. Early Signals (Short-Term + Qualitative) → “Small Signs of Change” How to track: ➡️ Learner feedback (open-ended survey responses) ➡️ Documented manager observations ➡️ Engagement levels in discussions or forums ➡️ Behavioral changes noticed soon after training 📣 Why it matters: Captures immediate, anecdotal evidence of success. 4. Cultural Shift (Long-Term + Qualitative) → “Lasting Change” Tracking Methods: ➡️ Long-term learner sentiment surveys ➡️ Leadership feedback on workplace culture shifts ➡️ Self-reported confidence and behavior changes ➡️ Adoption of continuous learning mindset (e.g., employees seeking more training) 📣 Why it matters: Proves deep, lasting change that numbers alone can’t capture. If you’re only tracking one type of impact, you’re leaving insights—and results—on the table. The best instructional design hits all four quadrants: quick wins, sustained success, early signals, and lasting change. Which ones are you measuring? #PerformanceImprovement #InstructionalDesign #Data #Science #DataScience #LearningandDevelopment

Don't let leadership become an afterthought! #ThoughtfulTuesday Great leadership doesn’t just happen...it requires dedicated 𝐓𝐈𝐌𝐄 Imagine not carving out enough time to focus on leading. Your team will lack direction, productivity will drop, & burnout will creep in, mistakes that could’ve been avoided you invested more time upfront. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐚 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐩𝐥𝐚𝐧 𝐭𝐨: ✅ Balance your workload effectively ✅ Support & empower your team to succeed ✅ Prevent burnout by setting clear expectations ✅ Cultivate a culture of growth and collaboration To lead effectively, allocate time to reflect, plan, and prioritize both your goals and those of your team. 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐓𝐨-𝐃𝐨 𝐋𝐢𝐬𝐭 𝐟𝐨𝐫 𝐍𝐞𝐰 𝐋𝐞𝐚𝐝𝐞𝐫𝐬: 𝟏. 𝐀𝐬𝐬𝐞𝐬𝐬 𝐭𝐡𝐞 𝐂𝐮𝐫𝐫𝐞𝐧𝐭 𝐒𝐢𝐭𝐮𝐚𝐭𝐢𝐨𝐧: (Weeks 1-2) ➡ Meet with Your Team - Setting 1on1's ➡ Review Team Goals vs Company Goals ➡ Evaluate Current Performance & Against Goals 𝟐. 𝐒𝐞𝐭 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐆𝐨𝐚𝐥𝐬: (Weeks 2-3) ➡ Identify your Leadership style - How do you want to lead? ➡ Establish Clear Personal Objectives - 90/180/360 day plan 𝟑. 𝐃𝐞𝐟𝐢𝐧𝐞 𝐓𝐞𝐚𝐦 𝐎𝐛𝐣𝐞𝐜𝐭𝐢𝐯𝐞𝐬: (Weeks 3-4) ➡ Set SMART Goals - Specific, Measurable, Achievable, Relevant & Time Bound ➡ Alignment - Ensure team objectives align to company goals. ➡ Clarify Expectations - Create & communicate KPI's & goals. 𝟒. 𝐏𝐥𝐚𝐧 𝐟𝐨𝐫 𝐓𝐞𝐚𝐦 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭: (Weeks 4-6) ➡ Identify Skills Gaps - determine if the team needs any training ➡ Development Program - develop a plan for coaching & mentoring ➡ Empower Delegation - Assign R&R that leverages strengths 𝟓. 𝐄𝐬𝐭𝐚𝐛𝐥𝐢𝐬𝐡 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 & 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 𝐒𝐲𝐬𝐭𝐞𝐦𝐬: (Weeks 6-8) ➡ Implement Regular 1:1's & team meetings ➡ Create a Feedback Loop - Encourage open, two-way communication ➡ Monitor Team morale and Dynamics 𝟔. 𝐓𝐫𝐚𝐜𝐤 𝐏𝐫𝐨𝐠𝐫𝐞𝐬𝐬 𝐚𝐧𝐝 𝐀𝐝𝐣𝐮𝐬𝐭: (Weeks 8-onward) ➡ Measure Progress - track both individual & team progress ➡ Adjust the Plan - based on feedback or performance adjust strategy ➡ Continuous Improvement - keep refining your approach 𝐃𝐨𝐧'𝐭 𝐅𝐨𝐫𝐠𝐞𝐭: Acknowledge and celebrate small victories to maintain momentum and boost team morale. Recognition goes a long way. Leaders who make time to lead foster more engaged, productive, and motivated teams. Start building your plan today! 𝐏.𝐒. 𝐖𝐡𝐚𝐭 𝐡𝐚𝐬 𝐰𝐨𝐫𝐤𝐞𝐝 𝐟𝐨𝐫 𝐲𝐨𝐮? 𝐒𝐡𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐬𝐮𝐜𝐜𝐞𝐬𝐬 & 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠𝐬! ~~~ ♻️ #Comment, #Like, #Share if you found this valuable & #Follow me Josue Rios for more content on Continuous Development & Growth!

Smile Sheets: The Illusion of Training Effectiveness. If you're investing ~$200K per employee to ramp them up, do you really want to measure training effectiveness based on whether they liked the snacks? 🤨 Traditional post-training surveys—AKA "Smile Sheets"—are great for checking if the room was the right temperature but do little to tell us if knowledge was actually transferred or if behaviors will change. Sure, logistics and experience matter, but as a leader, what I really want to know is: ✅ Did they retain the knowledge? ✅ Can they apply the skills in real-world scenarios? ✅ Will this training drive better business outcomes? That’s why I’ve changed the way I gather training feedback. Instead of a one-and-done survey, I use quantitative and qualitative assessments at multiple intervals: 📌 Before training to gauge baseline knowledge 📌 Midway through for real-time adjustments 📌 Immediately post-training for immediate insights 📌 Strategic follow-ups tied to actual product usage & skill application But the real game-changer? Hard data. I track real-world outcomes like product adoption, quota achievement, adverse events, and speed to competency. The right metrics vary by company, but one thing remains the same: Smile Sheets alone don’t cut it. So, if you’re still relying on traditional post-training surveys to measure effectiveness, it’s time to rethink your approach. How are you measuring training success in your organization? Let’s compare notes. 👇 #MedDevice #TrainingEffectiveness #Leadership #VentureCapital

Most training programs fail to measure their true impact. I follow the Kirkpatrick Model which evaluates effectiveness across four key levels. 1️⃣ Reaction: Gauge immediate satisfaction. How did learners feel about the training? Were they engaged and motivated? 2️⃣ Learning: Measure knowledge acquisition. Did participants grasp key concepts? Can they recall and apply what they've learned? 3️⃣ Behavior: Assess application in real-world scenarios. Are employees using their new skills on the job? Is there a noticeable change in performance? 4️⃣ Results: Determine tangible outcomes. Look for increased productivity, higher employee satisfaction, or improved business metrics. Understanding these levels ensures your training programs are impactful. Ready to elevate your L&D efforts? Share how you measure success!

Last week I had the privilege & opportunity to attend The Champions Retreat hosted by BLAB US/Canada in Vancouver, BC. It was an inspiring and rejuvenating time for me. I left connected, curious, and inspired. It was also a reminder that professional development is a privilege and isn't afforded to all groups equally. Like other workplace systems and processes, there is an element of privilege that shows up in the access to professional development. Here are some strategies for creating inclusive professional development opportunities: 🏢 Have a process with clear guidelines for everyone at the org ⚖ Be transparent about budget, expectations, and outcomes  👩🏫 Offer professional development for all levels of staff including entry-level workers  ✍ Communicate professional development opportunities with your team frequently Support your team in becoming skilled, resilient, and knowledgeable. Feelings of belonging and inclusion happen through a collection of intentional actions. This can look like: 🏳️🌈 Using someone's correct pronouns  👀 Removing ableist language from your vocabulary  ❤️ Modeling vulnerability 💡 Implementing people’s ideas  😂 Having fun or laughing together (requires a relationship) 👄 Communicating in ways people understand  ☝ Giving clear and consistent directions and expectations  🤗 Give & receive feedback Team Building activities are a great way to practice creating belonging on your team.  Effective Team building can include: 💓 Introspection and journaling  👯♂️ Small group conversations  👨👩👧👧 Large group shareouts  🙏 Experiential learning (activities/games)  📺 Videos and podcasts 🙋♀️ Practical training  👐 Commitment  💝 Gratitude To design a truly equitable and inclusive environment, prioritize learning opportunities that cater to diverse learning styles. This benefits teams by: Accessibility: Everyone learns differently. By offering a variety of learning formats, you ensure everyone has equal access to knowledge and skill development. This might include written materials, video tutorials, hands-on workshops, group discussions, or one-on-one coaching – depending on the topic and individual preferences. Engagement: People who learn in their preferred style tend to be more engaged and retain information better. Offering diverse options keeps learning interesting and motivates individuals to actively participate in their development. Strengthens Teams: When team members learn in ways that resonate with them, they contribute their unique perspectives more effectively. Builds Confidence: Learning in your preferred style allows individuals to grasp concepts more easily and demonstrate their understanding effectively. This builds confidence and empowers team members to take on new challenges. By prioritizing diverse learning styles, we create an environment where everyone feels supported in their growth journey, leading to a more engaged, effective, and inclusive team.