Seasonal staffing is essential for many restaurants, particularly during the high-traffic summer months when increased tourism, longer daylight hours, and outdoor dining surge. However, with seasonal staff often arriving with limited time to onboard—and sometimes minimal industry experience—restaurants must prioritize fast, effective, and repeatable training programs to ensure a high level of performance.
At The Gilkey Restaurant Consulting Group, we help restaurants design training systems that maximize productivity and reduce turnover, even when time is limited. Below are the most practical and proven strategies to onboard summer hires effectively while safeguarding guest satisfaction and operational consistency.
Prepare a Structured Onboarding Plan Before Hiring Begins
One of the most common mistakes restaurant operators make is waiting until new hires arrive to start planning their training. By establishing a pre-structured onboarding plan, you can train seasonal workers quickly and consistently across locations.
Key Elements of a Structured Plan:
- Clearly defined job descriptions and expectations
- A 3–5 day onboarding roadmap with outlined objectives
- Checklists for each training day
- Assignments of shadowing partners or mentors
- Uniform policies and safety protocols
A repeatable onboarding system ensures each new hire receives the same information and is measured by the same standards, critical for maintaining service quality across multiple shifts and roles.
Industry Data: According to the National Restaurant Association, restaurants that implement structured onboarding see 24% lower turnover in seasonal positions compared to those that do not.
Use Microlearning Modules for Faster Absorption
Seasonal hires often join with the clock already ticking toward peak season. Microlearning—short, focused training sessions—has been proven to accelerate learning without overwhelming new staff.
Examples of Microlearning Techniques:
- 5-minute video clips on how to greet tables, use POS systems, or plate dishes
- Flashcards or quizzes for menu knowledge and allergens
- Role-playing exercises to handle guest complaints
- Daily “one tip” briefings during pre-shift meetings
By chunking information into digestible units, employees can absorb, retain, and apply knowledge more efficiently during their first shifts.
Training Stat: According to Training Industry Quarterly, microlearning improves knowledge retention by up to 80% compared to traditional onboarding formats.
Design Role-Specific Training Tracks
A one-size-fits-all approach doesn’t work when training servers, hosts, line cooks, and bussers. Each position requires a focused track that builds competency in the most relevant tasks quickly.
Role-Based Training Should Include:
- Service protocol (greeting, order-taking, upselling) for FOH
- Food safety, prep procedures, and line setup for BOH
- Guest flow management and communication for hosts
- Cleaning, resetting, and restocking for support roles
Training manuals, checklists, and digital modules should be tailored to each job’s responsibilities. The Gilkey Restaurant Consulting Group works with restaurants to create these role-specific guides to reduce confusion and improve day-one readiness.
Pair New Hires With Experienced Staff for Shadowing
Shadowing is an effective method to accelerate practical learning, especially for summer hires with limited restaurant experience. Assign new employees to a designated trainer for a set number of shifts to reinforce expectations.
Best Practices for Shadowing:
- Select top-performing team members as trainers
- Allow observation first, then guided participation
- Give real-time coaching and encouragement
- Debrief after each shift to review progress and questions
Providing a consistent mentor can also help reduce new hire anxiety and promote cultural alignment from the start.
Expert Insight: “Shadowing reinforces not just how things are done, but why. That context builds long-term performance, even in short-term employees.” – Kristin Lee, Senior Hospitality Trainer, The Gilkey Restaurant Consulting Group
Incorporate Menu and POS Training Early
A common bottleneck during summer onboarding is slow order entry or a lack of menu fluency. Prioritize training on your menu and POS system in the first two days to minimize service errors and delays.
Menu Training Essentials:
- Provide a printed and digital copy of the menu
- Use flashcards for ingredient memorization and modifiers
- Include allergy protocols and dietary options
- Practice upselling with mock scenarios
POS System Training:
- Hands-on entry with common order scenarios
- Troubleshooting for split checks, substitutions, and discounts
- Training on printer routing and expo communication
Employees who can confidently navigate the menu and tech systems by their third shift are far more effective under pressure.
Set Clear Performance Metrics and Feedback Intervals
Employees—especially seasonal ones—need to know what’s expected of them and how their performance will be measured. Set clear benchmarks for service, speed, and accuracy, and provide timely feedback.
Key Metrics to Track:
- Order entry errors or comps
- Average table turn time
- Guest feedback and mystery shopper results
- Manager evaluations during the first five shifts
Conduct formal check-ins after one week and two weeks to review progress, recognize achievements, and correct any issues. Staff who receive early performance feedback are more likely to stay engaged and improve quickly.
Reinforce Training With Visual Aids and Digital Tools
Supplement in-person training with signage and digital access to core resources. Summer hires may be balancing shifts with school, travel, or other jobs, and offering accessible resources supports ongoing learning.
Training Resources to Provide:
- Laminated quick-reference cards for side work and cleaning
- Station setup diagrams in prep and dish areas
- Staff portal or app with SOPs and training videos
- Daily pre-shift briefings with “quick tips” or refreshers
Restaurants using training apps or cloud-based folders report higher team confidence and fewer errors among new hires.
Fact: A 2023 HotSchedules study found that restaurants using digital training tools for seasonal hires saw a 32% increase in onboarding speed and a 21% decrease in manager time spent retraining.
Build Engagement to Reduce Short-Term Turnover
Even if a new hire is only staying for a summer, investing in their engagement reduces early quits and strengthens team morale. Seasonal workers who feel valued are more likely to show up, work hard, and return the next season.
Ways to Increase Engagement:
- Offer a summer completion bonus or milestone reward
- Recognize top-performing seasonal team members at pre-shift meetings
- Involve them in staff meals or team-building events
- Assign real responsibilities beyond “busy work.”
Employees who feel part of the culture will contribute to a more cohesive and efficient operation, even in the busiest weeks of the season.
Summer staffing doesn’t need to be chaotic. With the right systems, tools, and people-first approach, restaurants can onboard seasonal hires quickly and turn them into high-performing assets in record time.
Let The Gilkey Restaurant Consulting Group help you design or refine your seasonal training program. From customized onboarding tracks to digital tools and operations audits, we ensure your staff is prepared, your guests are satisfied, and your profits stay strong during the busiest time of year.