Starting a new role is exciting—but it can also feel overwhelming. New environments, new expectations, and new relationships all come at once. That’s why we believe onboarding should be more than just training; it should be an inclusive, supportive experience that sets every new hire up for long‑term success.
For new manager joining Splitsville Bowl, we’ve intentionally designed an onboarding process that balances hands‑on learning, relationship building, flexibility, and equity. Here’s how our approach ensures every new leader feels welcomed, prepared, and empowered from day one.
Three‑Week Training Experience
Our onboarding journey begins with three weeks of training in a centre different from the manager’s home location. This structure provides a fresh perspective and allows new managers to focus on learning without the pressure of immediately managing their permanent team.
Training in a different centre also promotes consistency across locations, exposes new leaders to diverse team dynamics, and helps them build confidence before stepping into their permanent role.
Learning Every Role to Lead with Empathy
During the first week, new managers spend time learning all the roles performed in the centre. This isn’t just about operational knowledge—it’s about understanding people.
By experiencing each position firsthand, managers gain:
- A clear understanding of expectations across the team
- Insight into daily challenges and workflows
- Greater empathy and respect for the work their teams do
This foundation helps leaders communicate more effectively, support their teams better, and foster a culture of collaboration and respect.
Real‑World Exposure Through Varied Shifts
To ensure managers are fully prepared for the realities of the role, onboarding includes a mix of bar management shifts, opening shifts, and closing shifts, working alongside experienced managers.
We also intentionally schedule shifts across a variety of days and times, allowing new leaders to experience:
- High‑volume versus lower‑volume periods
- Different guest demographics and service rhythms
- The full operational lifecycle of the centre
This exposure builds confidence, adaptability, and decision‑making skills—key traits for successful leadership.
Clear Expectations and Dedicated Leadership Support
Strong onboarding includes strong communication. That’s why new managers meet directly with their Regional Manager during training.
These meetings focus on:
- Clarifying role expectations
- Aligning on leadership values and ways of working
- Identifying tools and resources needed for success
By establishing this connection early, managers know exactly who to turn to for guidance and feel supported as they grow into their role.
Blended Learning with Online Training
Hands‑on experience is paired with online training modules that deepen understanding of:
- Provincial and national compliance requirements
- Company policies and procedures
- Standardized ways of working across the organization
This blended approach ensures all managers receive consistent, accessible training—regardless of learning style or prior experience.
Removing Barriers Through Inclusive Support
True inclusivity means recognizing that not everyone has the same access to resources. That’s why we cover accommodations and travel costs during onboarding.
By removing financial barriers, we ensure that:
- Opportunities are accessible to all qualified candidates
- New hires aren’t burdened by unexpected expenses
- Talent is supported equitably from the start
We also recognize that everyone’s needs are different. Accommodations can be adjusted on a case‑by‑case basis, reinforcing our commitment to flexibility, understanding, and inclusion.
Building Confidence, Belonging, and Long‑Term Success
Our onboarding process isn’t about rushing people through training—it’s about setting them up to succeed. By combining hands‑on learning, leadership support, flexibility, and inclusive practices, we create an environment where new managers feel confident, capable, and genuinely welcomed.
When people feel supported from day one, they’re more engaged, more effective, and more likely to thrive—and that benefits our teams, our guests, and our organization as a whole.
Because inclusive onboarding isn’t just the right thing to do—it’s how great teams are built.
