The Design Process

1. Needs Assessment

• Conducted initial meetings with HR, legal, and restaurant leadership to identify key concerns related to harassment prevention.

• Assessed gaps in knowledge, existing policies, and common scenarios that employees and managers encounter in the restaurant setting.

• Collected feedback from employees to understand their awareness levels and areas where additional guidance was needed.

2. Learning Objectives Development

• Established clear learning objectives, ensuring the training focused on recognizing, addressing, and preventing harassment.

• Created specific objectives tailored to restaurant staff, including awareness of company policy, reporting procedures, and handling difficult conversations.

3. Content Creation

• Drafted engaging and comprehensive content that covered critical topics such as the definition of harassment, legal implications, and examples specific to the restaurant industry.

• Developed role-play scenarios and real-life examples for practical application of knowledge.

• Collaborated with legal and HR to ensure all content complied with company policies and state/federal regulations.

4. Instructional Design

• Designed the training to be interactive and engaging, using a combination of presentation slides, videos, and role-playing exercises.

• Structured the content for easy understanding, with sections on types of harassment, company procedures, reporting methods, and consequences of non-compliance.

• Included activities such as case studies, group discussions, and scenario-based learning to encourage active participation.

5. Visual Design

• Created visually appealing slides using consistent branding aligned with the restaurant’s aesthetic, incorporating minimalist graphics and icons to represent key concepts.

• Integrated relatable workplace scenarios to make the content more applicable to restaurant employees.

• Ensured readability by balancing text with visuals and using clean, professional fonts and layouts.

6. Pilot Testing and Feedback

• Conducted a pilot session with a small group of restaurant managers and HR to gather feedback on the flow and clarity of the training.

• Adjusted the training based on participant feedback, including modifying the role play exercises and adding additional examples to address specific concerns raised.

7. Finalization and Delivery

• Finalized the instructor-led training materials, ensuring all content was aligned with company values and compliant with legal standards.

• Created facilitator guides and participant handouts, including policy documentation and a reporting procedure flowchart.

• Delivered the training in person, providing an interactive, safe space for employees to ask questions, role play, and practice handling harassment incidents.