Team Onboarding

Effective onboarding is crucial for getting new team members up to speed quickly and ensuring they understand your restaurant's operations, culture, and expectations.

Overview

LQD's onboarding system helps you:

Create structured onboarding workflows
Track new hire progress
Ensure consistent training across all team members
Reduce time-to-productivity for new employees
Maintain compliance with training requirements

Onboarding Workflows

What are Onboarding Flows?

Onboarding flows are structured sequences of tasks, training modules, and checkpoints that guide new employees through their first days or weeks at your establishment.

Benefits of Structured Onboarding

Consistency: Every new hire gets the same comprehensive introduction
Efficiency: Reduces management time spent on repetitive training
Tracking: Monitor progress and identify areas where new hires struggle
Compliance: Ensure all required training and certifications are completed
Retention: Well-onboarded employees are more likely to stay long-term

Creating Onboarding Flows

Step-by-Step Setup

Navigate to Team Onboarding
- Go to the main navigation
- Select Team Onboarding or Onboarding Flows
Create New Flow
- Click Create Flow or New Onboarding Flow
- Choose the flow type based on role:
  - Server Onboarding
  - Bartender Onboarding
  - Kitchen Staff Onboarding
  - Management Onboarding
Configure Flow Details
- Flow Name: Clear, descriptive name
- Description: Overview of what this flow covers
- Duration: Expected time to complete (days/weeks)
- Assigned Roles: Which positions use this flow

Onboarding Flow Components

Welcome and Introduction

📋 Day 1: Welcome to [Restaurant Name]

✅ Meet your manager and team
✅ Complete HR paperwork
✅ Receive uniform and name tag
✅ Tour of the facility
✅ Review employee handbook
✅ Set up LQD app access

Safety and Compliance Training

🔒 Safety First

✅ Food safety certification
✅ Alcohol service training (if applicable)
✅ Emergency procedures walkthrough
✅ Equipment safety training
✅ Allergen awareness training
✅ Workers' compensation information

🍽️ Know Your Menu

✅ Study full food menu
✅ Learn beverage offerings
✅ Understand daily specials process
✅ Practice describing dishes to customers
✅ Learn about allergens and dietary restrictions
✅ Quiz: Menu knowledge assessment

Systems Training

💻 Technology and Systems

✅ POS system basics
✅ LQD app navigation
✅ Reservation system (if applicable)
✅ Payment processing
✅ Inventory tracking basics
✅ Communication protocols

Role-Specific Training

👥 Server-Specific Tasks

✅ Table numbering system
✅ Service flow and timing
✅ Customer interaction standards
✅ Order taking best practices
✅ Handling complaints
✅ Upselling techniques

Onboarding Templates

Quick Start Templates

LQD provides pre-built templates for common restaurant roles:

Front-of-House Template

Welcome and facility tour
Customer service standards
Menu training
POS system training
Service flow procedures
Conflict resolution
Sales techniques

Back-of-House Template

Kitchen safety protocols
Food preparation standards
Equipment operation
Inventory procedures
Cleaning and sanitation
Recipe consistency
Time management

Bartender Template

Responsible alcohol service
Cocktail recipes and techniques
Beer and wine knowledge
Bar equipment operation
Cash handling procedures
Customer interaction
Inventory management

Customizing Templates

Select a Base Template
- Choose the template closest to your needs
- Review all included steps and modules
Add Custom Content
- Include restaurant-specific procedures
- Add your unique menu items
- Insert company policies and values
- Include local regulations and requirements
Set Timeframes
- Assign realistic completion times for each task
- Account for busy periods and scheduling
- Build in time for questions and review

Managing New Hires

Assigning Onboarding Flows

Add New Team Member
- Navigate to Organizations or Team
- Click Invite or Add Team Member
- Enter their email and basic information
Select Onboarding Flow
- Choose the appropriate flow for their role
- Set start date (usually their first day)
- Assign a mentor or buddy if desired
Customize for Individual
- Add role-specific requirements
- Note any prior experience or certifications
- Set priority or special considerations

Tracking Progress

Progress Dashboard

Monitor onboarding progress across all new hires:

Active Onboardings: Current new hires and their status
Completion Rates: How quickly tasks are being finished
Stuck Points: Where people commonly get delayed
Upcoming Deadlines: Tasks due soon that need attention

Individual Progress View

For each new hire, see:

Overall Progress: Percentage complete
Current Task: What they're working on now
Time Remaining: Days left to complete onboarding
Notes and Comments: Feedback from trainers and mentors

Mentor Assignment

Setting Up Mentors

Assign experienced team members as mentors:

Identify Mentors
- Select experienced, patient team members
- Provide mentor training if needed
- Set clear expectations for the mentor role
Make Assignments
- Pair mentors with new hires
- Consider personality compatibility
- Match role experience (server with server, etc.)
Mentor Responsibilities
- Guide through daily tasks
- Answer questions and provide feedback
- Report progress to management
- Offer encouragement and support

Onboarding Best Practices

For Managers

Before the New Hire Starts

Prepare Materials: Have all necessary forms, uniforms, and equipment ready
Schedule Time: Block out adequate time for proper introduction
Inform Team: Let existing staff know about the new hire
Set Expectations: Be clear about timeline and requirements

During Onboarding

Be Available: Make yourself accessible for questions
Check In Regularly: Don't wait for problems to surface
Provide Feedback: Give both positive reinforcement and constructive guidance
Be Patient: Remember that learning takes time

Common Onboarding Mistakes to Avoid

Information Overload: Don't try to teach everything on day one
Inconsistent Training: Ensure all trainers give the same information
No Follow-up: Regular check-ins are essential
Ignoring Learning Styles: Adapt to how individuals learn best

For New Hires

Making the Most of Onboarding

Ask Questions: No question is too small or basic
Take Notes: Write down important information
Practice: Use slow periods to practice new skills
Be Patient with Yourself: Learning takes time
Seek Feedback: Ask how you're doing and how to improve

Red Flags to Report

If you notice these issues during onboarding:

Inconsistent information from different trainers
Safety protocols not being followed
Feeling rushed through important training
Not having access to necessary materials or systems

Advanced Onboarding Features

Certification Tracking

Track required certifications and renewals:

Food Handler's License: Upload and track expiration dates
Alcohol Service Certification: Monitor compliance requirements
First Aid/CPR: Track emergency response training
Custom Certifications: Add restaurant-specific requirements

Skills Assessments

Built-in assessments to verify knowledge:

Menu Knowledge Quiz: Test understanding of food and beverages
Service Standards Assessment: Evaluate customer service skills
Safety Protocol Quiz: Confirm understanding of safety procedures
Role-Specific Skills: Job-relevant competency checks

Integration with Scheduling

Connect onboarding progress with work schedules:

Training Shifts: Schedule specific training time
Gradual Responsibility: Increase duties as training progresses
Shadowing Opportunities: Pair with experienced staff
Performance Milestones: Tie advancement to completion

Measuring Onboarding Success

Key Metrics

Track these indicators of onboarding effectiveness:

Time to Productivity: How quickly new hires become fully effective
Completion Rates: Percentage of new hires who complete onboarding
Retention Rates: How many onboarded employees stay long-term
Manager Satisfaction: Feedback from supervisors about new hire readiness

Continuous Improvement

Regular Review Process

Monthly Reviews: Assess onboarding effectiveness
Feedback Collection: Survey new hires about their experience
Update Content: Keep training materials current
Refine Processes: Streamline based on what works

Feedback Sources

New Hire Surveys: Direct feedback about the experience
Mentor Reports: Insights from those guiding new employees
Manager Observations: Supervisor assessment of readiness
Customer Feedback: External perspective on service quality

Troubleshooting Onboarding Issues

Common Problems

New hires falling behind

Review the timeline for realism
Check if they need additional support
Consider breaking complex tasks into smaller steps
Assign additional mentoring time

Inconsistent training delivery

Standardize training materials
Train all mentors on the same procedures
Create checklists for trainers to follow
Regular calibration meetings for trainers

Low completion rates

Simplify overly complex flows
Provide more support and encouragement
Address systemic barriers to completion
Review expectations and timelines

Getting Support

For onboarding-related help:

Documentation: Reference these guides for best practices
Email Support: hi@lqd.rocks
Training Resources: Request additional training materials
Consultation: Schedule a call to review your onboarding strategy

Effective onboarding sets the foundation for long-term employee success and satisfaction. Use LQD's tools to create a welcoming, informative, and efficient introduction to your team.

Team Onboarding

On this page