Fostering Growth And Development Of Employees For Organizational Success

Lauren Wallace Reeves, Senior Director, Taco Mac Restaurant Group

Lauren Wallace Reeves is the senior director of learning and development at Taco Mac Restaurant Group. Reeves supervises the creation, execution, and evaluation of training projects that align with the company's mission, values, and objectives. Having years of experience in the hospitality and food service sectors, she specializes in enhancing operational training and promoting a culture of learning and excellence.

In an exclusive interview with Manage HR, Reeves shares her valuable insights on the challenges, trends and best practices in the strategic Leadership Development space.

What are your key roles and responsibilities as your organization's senior director of Learning and Development?

Over my tenure of four and a half years, I have consistently fulfilled a leadership role within a streamlined team. My responsibilities include the oversight of managerial and hourly employee onboarding and facilitating comprehensive orientation for new team members. Additionally, my role involves implementing tenure recognition and retention efforts, selecting teams for new restaurant openings, and leadership in our internal succession planning process. I am also bestowed with the responsibility of steering growth and development initiatives, which includes formulating personal development and improvement plans, along with managing our mentorship program. I also manage the tenure recognition budget and collaborate closely with the COO to implement quality-of-life initiatives driven by valuable feedback from our managers.

What are some of the challenges you have encountered as the senior director at the organization?

One of the foremost challenges across the restaurant industry is the change in customer behaviour and expectations following the COVID-19 pandemic. Customers have exhibited heightened refinement in their preferences, necessitating our constant adaptation and commitment to excellence. Moreover, the industry grapples with a pronounced issue of high employee turnover, making retaining top-tier talent crucial. We cultivate a work environment that attracts suitable talent and fosters their desire to remain and grow within our organization. This norm becomes even more important because we have tough competition from alternative job choices like remote work, flexible hours, virtual assistants, and delivery services. Our strategy involves offering an appealing and fulfilling career path, which sets us apart.

" Maintaining a resolute commitment to nurturing and developing your team will ensure your continued prosperity within the dynamic business environment "

How do you ensure your training programs promote a positive work culture and employee satisfaction?

We have implemented several strategies to ensure that our training programs actively contribute to fostering a positive work culture and maximizing employee satisfaction. We personalize each manager's training program to cater to their unique requirements and background, incorporating instructional guides. We have also strengthened our 401(k) matching program and provide advanced benefits to attract and retain top talents. Our paid time off (PTO) policy exceeds industry standards, offering team members eligibility for 15 days of PTO after only three years of service. Moreover, we've established training restaurants overseen by our most experienced general managers, and we're actively investigating bonus incentives to enhance inclusivity and provide additional support for newly appointed managers.

What are the recent projects or initiatives you have been working on? What strategies have you leveraged for their success?

The company has undertaken several initiatives to elevate our training programs. We have adopted a hybrid training model integrating 20 percent online learning with 80 percent workplace-based training. We focus on delivering concise learning modules through videos and AI voiceovers, ensuring managers can easily access resources as needed. We have also introduced Zen Input, a digital platform that provides a comprehensive toolset for managers, streamlining resource accessibility. Our primary focus is on employee retention and recognizing tenure, which we demonstrate through rewards such as vacations, extra time off, and stipends for dining at their chosen restaurants as a token of our appreciation for their service.

In addition, we have launched a Talent Development Program, offering a well-defined career path from hourly team member to multi-unit operator. This program aligns with our performance review process, with operations directors providing essential support throughout this learning journey.

What advice would you offer to emerging leaders in the industry?

The industry has experienced substantial transformations. However, One fact remains constant: prioritizing individuals and their professional growth will pave the way for success. Maintaining a resolute commitment to nurturing and developing your team will ensure your continued prosperity within the dynamic business environment.

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