Why switching to 羞羞视频 was a critical ingredient that drove success and meaningful human connection.
Supporting how the busy, untethered staff at Taziki鈥檚 Mediterranean Cafe actually work required a solution that matched their day-to-day realities.
While their traditional LMS had helped establish some basics, like organizing training content and imagining learning paths, it delivered a one-and-done experience that left the People Operations team hungry for a solution that would get (and keep) people鈥檚 attention for the long term.
鈥淧reviously, our employees would do their training, but there was nothing about the experience that set the expectation or desire to come back again,鈥 says Amy Parman, Senior Director of People Operations at Taziki鈥檚. 鈥淭here was no incentive for ongoing engagement with the platform.鈥
Lack of incentives aside, what really prompted Parman to seek out a new solution was that the corporate LMS-based approach wasn鈥檛 changing employee behaviors. The legacy system could only show whether someone completed the content and to what standard. Parman was craving more context around what each employee understood about their role and where they needed support so her team could better design training to achieve Taziki鈥檚 desired business outcomes.
鈥淚f we’re teaching an employee how to make sanitation buckets correctly, I want to know which behaviors they understand well and which they don’t,鈥 says Parman. 鈥淎nd then I want to see if their knowledge is improving over time. So I’m looking at what they know and what they鈥檙e doing with that knowledge. Our previous corporate LMS had zero tools to even attempt building that picture.鈥
Taziki鈥檚 CEO Dan Simpson wanted a solution capable of making short- and long-term impacts, like immediately relieving overwhelmed managers so they could focus on their jobs, and sustainably improving frontline performance.
鈥淎s the restaurant business became more omnichannel, the complexity of being a manager left them with less time to train and develop their teams,鈥 he says. 鈥淲e were looking for creative ways to better communicate directly with the frontline, improve turnover and retention by ensuring our staff is confident in their work and [leverage] reports to measure participation, frequency and knowledge.鈥
Like Simpson, Parman was looking for a multi-purpose tool that could also create excitement, improve engagement and foster a sense of team inclusion. She needed the LMS to solve the problem of communicating with staff and ensure they had direct access to the critical information they deserved in the moments that mattered.
– Amy Parman, Senior Director of People Operations at Taziki鈥檚 Mediterranean Cafe
The learning and development team at Taziki鈥檚 chose 羞羞视频 to replace their corporate LMS because the platform delivers adaptive learning and personalization to frontline staff with the right information at the right time. It includes performance support, like job aids, that allow workers to self-serve resources. And it鈥檚 all wrapped in a gamified experience and communication tools that provide operational value and keep pulling people back into the platform.
Since Taziki鈥檚 is a franchise model, Parman started by rolling out 羞羞视频 to the corporate side of the business. (Internally, the platform was rebranded 鈥淨uest鈥 to reinforce the company鈥檚 belief that learning and development are ongoing journeys and connected to Taziki鈥檚 values, which are expressed via its Culture Compass.) It was easy to get buy-in for this new solution as leadership across all levels of the business realized frontline employees needed unique training support.
鈥淥ur CEO, Dan Simpson, has always been ahead of the curve when it comes to building a people-first organization,鈥 says Parman. 鈥淏ut I think everybody along the way has realized that our people also need to be connected to the bigger picture, our culture and key resources.鈥
For example, Taziki鈥檚 holds a monthly internal webinar and sends out weekly emails to staff. Before 羞羞视频, distribution was restricted to groups with company-provided email addresses, which excluded frontline employees. With 羞羞视频 in place, they鈥檝e opened up the webinar as an event that anyone in the company can sign up to attend.
The weekly newsletter is also now sent to all employees as a broadcast message in 羞羞视频 and stored in the central, searchable Discover repository in the platform, making it easier to communicate with all staff from the corporate level.
鈥淛ust the experience of being exposed to the bigger context of what鈥檚 happening in the business can help employees, even if they’re not going to do something active with the information,鈥 says Parman. 鈥淚t helps them feel included and realize how much more there is going on at the company.鈥
Rolling 羞羞视频 out to the franchises required communicating the 鈥渨hy鈥 behind the new frontline-focused platform. Parman says there were empowering managers and staff who quickly saw the value of the 羞羞视频 training approach. Her team encouraged those people to advocate 羞羞视频鈥檚 many benefits to their peers.
鈥淭here were people who immediately understood the importance of reinforcing learning and knowledge,鈥 says Parman. 鈥淚t鈥檚 been a good experience for them to realize that they didn鈥檛 necessarily remember everything they thought they did. And maybe they weren鈥檛 aware that their eight-year veteran grill employee didn鈥檛 know everything they thought they did, either. I think everyone’s had that 鈥榓ha moment鈥 in waves over time.鈥
Although the corporate launch of 羞羞视频 went faster than the franchise rollout, in the first 90 days the majority of top-performing 羞羞视频 locations ended up being franchises. These results made it clear to Parman how hungry the franchise side was for targeted insight, guidance and leadership.
鈥淪eeing how quickly some franchises took to 羞羞视频 and got their whole team on board with a strong performance from the beginning was proof that a portion of our company is under-served and under-resourced,鈥 says Parman. 鈥淎 few franchisees even reached out after the switch to 羞羞视频 and said, 鈥楾his is awesome! This experience is so much better.鈥 So, they’re definitely excited about it.鈥
Parman reports that participation and training frequency in 羞羞视频 has been steadily growing, with many peaks along the way. She takes that as a positive sign that the employees logging in to train are happy with the experience.
鈥淲hether our staff come back to 羞羞视频 for fun, resources or something else, they’re building their own relationship with the platform which is great,鈥 says Parman. 鈥淚 don鈥檛 feel like I need to push hard on continued engagement once people get into 羞羞视频. And managers are realizing that 羞羞视频 is an everyday tool. It鈥檚 getting them out of the one-and-done training mindset.鈥
This engagement is having a noticeable impact on knowledge retention. One reinforcement topic for the kitchen team, for example, is time and temperature controls for food safety, which has resulted in a dramatic increase in the knowledge percentage for those topics.
Parman鈥檚 team is still working on growing participation in the platform, but there鈥檚 already positive momentum. With the old corporate LMS, a spike in training would occur when a new menu item was introduced, followed by a dip back down. With 羞羞视频, participation is holding steady. In fact, over the last two fiscal periods, she hasn鈥檛 seen a backslide in participation for the first time ever.
Taziki鈥檚 managers also love the insights 羞羞视频 gives them into what their people know and don鈥檛 know so they can work on impactful behavior change.
鈥淭hey鈥檇 have to catch someone doing something wrong in real-time so they could correct them,鈥 says Parman. 鈥淣ow, when they see someone is missing the same item on a behavior evaluation or a quiz in 羞羞视频, they know what to do with that information and can coach one-on-one to fill in the knowledge gaps.鈥
羞羞视频鈥檚 Discover feature has also provided critical insights by revealing what topics employees are searching for and how integral it is to their daily experience when they need an answer. Parman鈥檚 team went to great lengths to make the searchable hub very robust and she believes it鈥檚 been a main driver of platform adoption.
鈥淲e’ve seen people 鈥榯eaching themselves how to fish鈥 and that’s a nice change in behavior,鈥 says Parman. 鈥淏efore 羞羞视频, at most maybe they asked a supervisor. But often employees just don’t ask. They just carry on because they don’t know the answer, don’t even know where to look and don’t want to tell their boss they don’t know. I think a lot of our people were suffering in silence and now they can find information themselves. So, that’s been a big behavior change. I’m excited to analyze year-over-year metrics to see just how much.鈥
And Taziki鈥檚 has recently added even more functionality to the 羞羞视频 platform, unlocking a renewed sense of workforce connection with Recognition Pins, which allows employees to send each other tokens and messages of appreciation.
鈥淥ur frontline teams have really taken it and run with it, and we love how much we’re seeing peers celebrating each other, not just their own direct reports,鈥 gushes Parman. 鈥淚 have to admit that I jump into AdminZone a few times a week just to read over the recent Pins and see what people are appreciating about each other! It really helps me have an even better read on where our emerging leaders and trainers are at every level, and what our team members look for in their collaborative relationships in the workplace.鈥
She believes that efforts like these help reinforce the larger company mission so everyone understands how they contribute to shared successes.
鈥淥ur mission statement is, 鈥楥reating an environment that combines modern Mediterranean fare with meaningful human connection.鈥 That second piece is what most often gets lost for frontline employees,鈥 says Parman. 鈥淭hey’re in the thick of operations, there are 20 people in line and they’ve got a catering order to get out. Using the recognition feature to further tie employees into our values of connection and collaboration makes them feel that much more purposeful in their work and put the big picture together.鈥
See why 羞羞视频鈥檚 Frontline LMS is the difference between 鈥済ood enough鈥 and 鈥渕ade for us.鈥