Staff not following new SOPs? I teach them role by role
A changed procedure reaches the floor as a memo, while the old version still hangs by the station, and on a busy shift people do what their hands remember. I turn the change into a short brief, a job aid and a practice question for each role it reaches, and help retire the old copy. Supervisors watch the new step on real work.
What changed, a job aid and practice for every role the change reaches, the old copy retired, and supervisors who watch the new step.
The old and the new version of the procedure, and the roles that use it.
You get
A brief of what changed, an aid and a practice question for each role, and a list of where the old copy lives. Your supervisors keep a tally from the floor.
Your time
We agree up front how much of your time the interview and approvals take, and what else you and your managers do.
Who helps
I prepare the materials. My team sets me up, supports your account and runs your demo. A person confirms every meeting and every payment.
Example · change brief, plating
What changed at the passDraft for your approval
Plating procedure, version 6 · line cooks
New: read the ticket for an allergy flag before plating
New: allergy plates go on the red tray, never the main pass
Moved: garnish goes on after the allergy check
Same as before: call the ticket when the plate is up
Stop and ask the sous chef if an allergy flag is unclear.
Source: Plating procedure, version 6 · old cards retiredEditApprove
Sample result on this page, not a client's work.
In short
Why people don't follow a new procedure
People often keep the old way when they never practiced the new one, when the old copy is still within reach, or when nobody checks the changed step. Sometimes the cause is the station layout or staffing, and no lesson fixes that. I write what changed for each role, with the reason, a single-page aid and a practice question. Your supervisors record whether the new step is done on real work. That record is the measure, not who opened the memo.
OPM's field guide to training evaluation advises checking whether knowledge, skills or the right attitudes are lacking; if not, it says, on-the-job supports alone can carry the behavior and training is not needed.
How I take it on
From a revised procedure to the new step done on shift
1
What changed, line by line
I compare the old and the new version and list the steps that differ, with the reason for each.
2
Who it reaches
Only the roles that do the changed steps get the training, so nobody else is interrupted.
3
A brief, an aid and a question
What is different, a page for the station and a practice question on the step people are likely to miss. Your operations or quality lead approves them.
4
The old copy out
I list every place the old version lives, so your team can take it down.
5
Seen on real work
Supervisors note on each shift whether the new step was done, on a tally sheet I prepare by shift and location.
6
Fixed where it slips
When one shift keeps slipping, you ask its supervisor why, and I adjust the aid. Layout or staffing problems go to you.
Example
A new allergen step on the line
You said: "We added an allergen check before plating a month ago, and the night crew still skips it." I start with the night crew. Example · 3 kitchens, line cooks
MonOld and new plating steps compared: 1 step added, 1 moved
TueBrief, station aid and a practice question drafted. Your chef approves
WedOld plating cards found in 5 places and taken down
ThuAssigned to 19 line cooks across 3 kitchens
Weeks 2 and 3Sous chefs note the allergen check each shift: the night crew lags
Week 4Aid moved to the pass after the night sous chef explains why. Your chef reviews the tally
Who does what
Who does what
You
Approve the brief and decide on anything training can't fix, like layout.
Your chef or quality lead
Confirms the new steps and the reason behind them.
Your supervisors
Watch the changed step on shift and say where it slips.
Me
Write what changed by role, find the old copies and prepare the tally sheet your supervisors fill out.
The procedure itself is yours: I teach the approved version and don't rewrite it.
FAQ
Questions owners ask when a new procedure doesn't stick
Why don't employees follow new procedures?
People often keep the old way when they never practiced the new one, when the old copy is still within reach, or when nobody checks the changed step. Sometimes the cause is the station layout or staffing, and no lesson fixes that. Layout or staffing problems go to you, and I teach the approved version of the procedure without rewriting it.
How should I roll out a changed procedure to staff?
Start with what changed: I compare the old and the new version and list the steps that differ, with the reason for each. Only the roles that do the changed steps get the training, so nobody else is interrupted. Each of those roles gets a brief, a page for the station and a practice question on the step people are likely to miss, and your operations or quality lead approves them.
Is a memo enough when a procedure changes?
Opening the memo is not the measure. Your supervisors note on each shift whether the new step was done, on a tally sheet I prepare by shift and location. I also list every place the old version lives, so your team can take it down. When one shift keeps slipping, you ask its supervisor why, and I adjust the aid.
OPM's guide, Step 4: Determine Required Drivers: “Determine if formal training is needed by considering if knowledge, skills or the right attitudes are lacking. If not, drivers alone can support the critical behaviors and training is not needed.” Source: OPM, Training Evaluation Field Guide (PDF) (checked 2026-10-25).
THE CHANGE ON THE FLOOR
Tell me which procedure changed. I'll show each role what is different.
