WHY MOST TRAINING IN HOTELS ARE NOT WORKING ?

Mediocre and OUTDATED training programs in hotels – A band aid or just ticking the box!!!

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And why it is not working?

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The go-to response for organizational issues is typically some form of reactionary training. The mantra goes like this: Design the training. Deliver it. Move on.?

Unfortunately, successful training doesn’t actually work that way. Although it might make you?feel?like you’re doing something, this method rarely solves the underlying problems. Rather, it becomes an expensive line item

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Still, training remains many organizations’ first line of defense because it’s easier for senior leaders to authorize it instead of spending time evaluating core issues or mentoring colleagues. But a Band-Aid isn’t a long-term solution. Without proper ongoing treatment, the wound won’t heal — and your problem will persist

Why Training Doesn’t Work?

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?As a leader, it’s your responsibility to ensure every program is relevant and achievable. If your employees have enough on their plates to keep them busy every day, they might view training as an interruption and pay less attention to it.

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?Similarly, participants won’t be engaged if you’re reusing the same dated videos from years back.

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?Ultimately, training won’t be effective unless you address the root of the problem directly, set clear performance objectives, and prompt managers to reinforce desired behaviours.?

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What’s missing is the component that creates the motivation to use the skills employees develop.

Here are questions to consider before sinking resources into a training program.

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1. What is the gap you think training will bridge?

Typically, training occurs due to a difference between a desired and actual performance or behavior. You’ll want to define that gap before searching for solutions. For example, if the gap has been caused by new processes, upgraded equipment, or revised policies, formal training?could?solve the issue.

Just remember that people need to?want?training for it to be effective. If they’re not affected by the gap you point out, they won’t be invested in fixing anything.

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2. What’s causing the gap?

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After identifying the gap, explore it further. Not all gaps are performance issues. You can throw all the training you want at that problem, but you won’t fill the gap because it has nothing to do with worker knowledge.

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Get Managers On Board

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If you do decide training is necessary, it’s vital to get the support of managers. The CEO wants training so the executives wanted managers to actively develop the next generation of leadership, so the learning and development department moved forward with creating a training plan. But nothing in their plan focused on managers allocating the time to make this task a priority.

So, before taking action, you should also ask:

·???????? Why aren’t our managers doing more to further develop employees for advancement??It’s probably not a priority based on their current workload.

·???????? Why isn’t it a priority??It’s not what?their?managers ask them about.

·???????? Why don’t?their?managers ask them about what they’re doing to develop employees??They assume managers are doing it and know that it’s important.

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If you are ready to invest in customised trainings which will give you a clear ROI , Book a call with me –

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https://calendly.com/sumeet-shandilya/one-to-one-call?month=2024-11

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WHO AM I TO TELL YOU THIS ?

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Sumeet SHANDILYA is a Partner at Positive Momentum India. An INSEAD ALUMNUS, independent Consultant and Leadership Coach who helps individuals and Businesses Succeed. His aim is to transform Organisation and assist and guide ambitious people to reach senior Leadership Position by discovering their true potential. !!!

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?With two decades of experience in the hospitality industry, Sumeet Shandilya is a global, authentic, and lifelong leader and learner. His last position before consulting was the Vice President Hospitality at Essel Group, a diversified conglomerate with interests in media, entertainment, infrastructure, education, and more. Sumeet has a proven track record of managing and growing hotel businesses, across Caribbean, USA, Middle East, Africa, and India, working with renowned brands like The Ritz Carlton, Jumeirah, and more. Expertise includes Turnarounds, Transformation, Implementing change, Alignment, Strategy and training/ Coaching. He is skilled in communication, business development, and has a passion for bringing out the full potential of individuals and organizations. He is curious, adaptable, agile, and an avid reader, and strives to excel in the VUCA world

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