When I think about the training experiences that have shaped my work, one that stands out as especially beneficial was my manager training at McDonald’s.
The program was comprehensive and well-structured, starting with two full days in a classroom setting where we learned about the company’s history, mission, goals and management expectations. This foundation helped me understand not just what to do, but why is mattered. Next, we spent two days in an actual restaurant (not our own location) where we led a small team, monitored customer experiences, and even evaluated the food for quality. This hands-on experience gave me a realistic preview of the job and allowed me to practice critical skills in a safe environment. The final phase involved about six weeks of running shifts at my own store, followed by a performance review with the regional and general managers. Their feedback highlighted strengths and areas for improvement, culminating in a pass-or-no-pass assessment.
This multi-phase interactive approach clearly aligned with training principles like the ADDIE model: it analyzed needs, designed meaningful objectives, developed engaging content, implemented practical experiences, and evaluated effectiveness. I left feeling confident in my skills and ready for the job.
In contrast, a training that did not work for me was at my current job, it involved mandatory online videos. While the content was important, the format made it easy to tune out and forget what I had watched. There was little opportunity to practice these skills, get feedback or see how it applied to my role before I was thrown in. It felt very much like a “sink or swim” moment. Without interaction, engagement, or real-world application, the training felt very disconnected and ultimately ineffective.
Comparing these experiences highlights the values of hands-on learning, feedback, and relevance in training. When training actively engages employees and mirrors real job tasks, it’s far more likely to boost performance and confidence than passive, one-way instruction.