As we continue to move our company forward in the way we think, hold people accountable and train we have been challenged with two "big apples" as we call them around here; creating an Externship Program and updating the current Hourly Supervisor Program (Internship).
We started a conversation yesterday within our four walls about the possibility of the Internship Program and where we stand on it, how to move it forward, and how to solidify the plan. As we got further into the discussion, I realized that our current program for internal hourlys could easily be mirrored after the Externship Prgram we are further ahead on.
So, the question still stands, how do you effectively run an Internship and Externship without being too heavy on hands-on vs. projects vs. daily tasks??
As we continue to evolve in the restaurant industry our methods of educating and partnering with people are constantly changing, shifting and being challenged. How do we create a balance that doesn't over burden our daily operators who are shouldered with the task of developing the next generation of restaurant bench strength??