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Start before day one
The best onboarding starts before someone walks through the door. Send the basics ahead of time: where to go, who to ask for, what to wear, and a short welcome course they can do on their phone. People arrive calmer and you skip an hour of admin on the first morning.
Days one and two: the non-negotiables
Focus on what keeps people and guests safe, and nothing else. Food safety, allergens, hygiene, emergency procedures. Keep each module short and check understanding with a quick quiz rather than a signature on a form.
Break training into five-minute pieces people can finish between tasks
Pair every new starter with one named buddy for the week
Use checklists for the first shifts so nobody has to remember everything
Days three to five: learn by doing
Move from theory to the floor. Give each new starter one station or role to own, with a checklist that walks them through it. Managers sign off skills as they see them done, not as they’re explained.
End of week one: check, don’t assume
Before someone works unsupervised, review what they’ve completed and where they struggled. A short conversation now saves a bad shift later. Anything still open goes into week two, with a clear owner and a date.