What this install fixes
Every unit serves to the same timed steps of service, on every shift, taught by your own trainers.
The fee
From $8,500
A 40-person unit replaces about 30 people a year, roughly $2,000 each; ten fewer is $20,000.
Discovery is $1,000, separate from the install’s price, and it scopes the install and sets that price. If it concludes an install isn’t the fix, you’ll hear it, and the $1,000 bought the read that saved you the rest.
About 30 to 60 days after discovery, with the timeframe agreed up front.
The guest experience changes from unit to unit because every unit still trains its own way.
What this install fixes
Most of the new hires who leave in the first ninety days are the ones nobody taught the job. The install’s training path teaches it a day at a time: follow a trainer, take one table, then two, then three, run the section, then test out.
At the test-out the certifier, one of your certified managers who has not trained that server, plays the guest. The greet, the drinks, the entrées and dessert are timed, an order changes midway and a dish goes back. A trainer sends someone to test only when they would want that server beside them tomorrow.
What it looks like now
Managers can tell a shift went wrong but cannot name the step of service that slipped.
Tell us what’s breaking.
Bring the training materials you use today.
Book a call with Jon (opens in a new tab)What gets installed
What gets built
- The steps of service for your concept: the greet through the check, set as the start, the middle and the finish, each step with a time standard and model language.
- The moments a manager owns: every allergy order, checked before it is rung and run to the guest, and every recovery, closed with a return to the table.
- Position manuals and daily training plans: server, host, bartender and support, and a guide for each kitchen station, with a quiz every morning and a written final.
- A daily training sheet: pre-service, service and post-service on one page, signed by trainer, trainee and GM, and closed on whether the trainee moves on.
- The trainers: taught to teach through tell, show, do and review, certified by position before they train anyone, and recertified before a reset or an opening.
What holds it
- The trainee’s debrief: after every test-out the trainee speaks first, ahead of the certifier, naming which trainer taught them most and what the training missed, so trainers get graded too.
- The certification ladder: team member to certified trainer, each step with its duties written and a test-out to move up.
- The shift-review scorecard: each reviewed server rated one to five on the steps of service and your values, beside that server’s average check, beverage sales, comps and voids for the shift.
- Server reviews every shift: two by each manager, with the scores compared unit to unit and manager to manager, so a standard slipping on one manager’s shifts shows.
What it asks of your team: an hour a week from your GM and director of operations on the standing call, and your managers’ and trainers’ time in the build sessions, in certification and on live shifts.
How it runs: discovery on site, then the standing weekly call, with live shifts reviewed by video where possible and any further time on site scoped into the price.
Start to handoff
- Discovery Time the greet and the steps of service on live tables, and watch how a new hire is trained today.
- Build Set each step’s time standard from the best tables discovery timed, then write the curriculum and the scorecard with your managers.
- Run Certify the trainers, then rate live shifts beside each manager until your managers score the same server the same way.
- Handoff Hand the path to your trainers at the handoff date set in the scope; the first new-hire class is theirs to run, with one check-in call from us when its test-outs land.
If this is the problem, bring it.
Free, and before any discovery.
Book a call with Jon (opens in a new tab)What this isn’t
It does not include:
- The shift-execution and line-check system (that’s the Shift-Execution Install)
- Labor model or scheduling (that’s the Labor & Scheduling Install)
- Recruiting and hiring (that’s the Hiring System Install)
- The shift-lead levels above certified trainer (that’s Leadership Development)
- Kitchen station certification by your chef (that’s the full Service Standards & Training capability)
- Management-layer development and succession (that’s the Leadership Bench Install)
- A second concept’s standards (each brand’s guest experience is its own scope)
Common questions
How is the Service Training Install priced?
How does the standard hold once the install ends?
We already have a training manual. Why isn’t that enough?
Who runs it
RANGE was founded by Jon Peck, who spent twenty years running multi-unit restaurant groups: eight brands built and scaled, twelve openings across six concepts in three years, and more than $100 million of annual P&L owned.