# Staff not following new SOPs? I teach them role by role ELVINA · A NEW PROCESS PEOPLE FOLLOW 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. Digital employee (AI) A free 30-minute demo on Zoom. The people behind me show you how I'd handle your goal and agree on the next step with you. - What changed, by role - The old version retired - Supervisors watch the new step ## What working with me takes ### You send 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 pass ## 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. ## From a revised procedure to the new step done on shift ### What changed, line by line I compare the old and the new version and list the steps that differ, with the reason for each. ### Who it reaches Only the roles that do the changed steps get the training, so nobody else is interrupted. ### 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. ### The old copy out I list every place the old version lives, so your team can take it down. ### 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. ### 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. ## 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 - Mon Old and new plating steps compared: 1 step added, 1 moved - Tue Brief, station aid and a practice question drafted. Your chef approves - Wed Old plating cards found in 5 places and taken down - Thu Assigned to 19 line cooks across 3 kitchens - Weeks 2 and 3 Sous chefs note the allergen check each shift: the night crew lags - Week 4 Aid moved to the pass after the night sous chef explains why. Your chef reviews the tally ## 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. ## Questions owners ask when a new procedure doesn't stick **Q:** 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. **Q:** 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. **Q:** 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. ## Related goals and pages ### Goals - [Find where repeat mistakes start](/outcomes/reduce-avoidable-operational-errors) - [Goal: less travel for training](/outcomes/reduce-training-travel) - [One training standard across locations](/outcomes/standardize-multi-location-training) - [People still work the old way](/situations/people-still-work-the-old-way) ### Industries and pricing - [Restaurants](/for/restaurants) - [Car wash](/for/car-wash) - [Pricing](/pricing) - [Operations partner](/elvina/operations-partner) One plan from goal to result - [Coaching](/elvina/coach) Readiness checks · reminders and answers to staff: planned, not available today - [Growing people](/elvina/people-development) Skills matrix, mentors, a bench for new locations ### Guides for procedures, roles and training needs - [Turning an SOP into training for each role](/workflows/role-based-training-from-sops) - [SOP software: from approved procedure to trained team](/sop-software) - [Training needs assessment template: problem to plan](/academy/templates/training-needs-analysis) ## Sources Public sources, checked on the date shown. - 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)](https://www.opm.gov/policy-data-oversight/training-and-development/reference-materials/training_evaluation.pdf) (checked 2026-10-25). ## Tell me which procedure changed. I'll show each role what is different. A free 30-minute demo on Zoom. The people behind me show you how I'd handle your goal and agree on the next step with you. No launch date is committed for planned features.