Every outlet trained
the same way.
What actually breaks at fifteen outlets.
The best trainer is the busiest person.
New staff learn by shadowing whoever is on shift. Your strongest outlet trains well because a good supervisor happens to work there. That supervisor is also the person you can least afford to have training instead of working.
Turnover resets the clock.
Frontline turnover means you are not training a team once, you are training a rolling intake forever. Anything that takes a manager a full day to deliver will quietly stop being delivered.
Nobody can prove it happened.
When a food safety auditor, an insurer or a franchise partner asks who was trained on what, the honest answer is usually a signature sheet in a drawer at one branch.
What a frontline programme usually contains.
Yours will differ — this is the shape we'd propose for a multi-outlet team, and roughly how long each module runs. Every one of these is filmed in your outlets, with your equipment, in three languages.
Day one on the floor
12 min · 3 modulesWhere things are, who does what, what the shift looks like start to finish, and the five things nobody tells you until you get them wrong.
Food safety and hygiene
18 min · 4 modulesTemperatures, storage, personal hygiene, cleaning schedules and what to do when something has gone wrong. Written to the standard your auditor actually uses.
Opening and closing
10 min · 2 modulesThe routine, in order, filmed as it's done — the single module that most reduces the gap between your strongest and weakest outlet.
The difficult customer
14 min · 3 modulesComplaints, refunds, queues, and the moment somebody raises their voice. Filmed as scenarios with the words to use, not a list of principles.
POS, cash and stock
16 min · 4 modulesYour actual system, on your actual screens. Voids, discounts, end-of-day, and the shrinkage patterns you already know about.
Health, safety and incidents
9 min · 2 modulesSpills, burns, injuries, fire, and who to call in what order. The module you hope is never needed and must be evidenced anyway.
What changes.
Stated as what the programme does, not as a savings percentage we can't show you the maths for.
A new hire's first week stops depending on who's rostered.
Everyone gets the same day-one modules before their first shift, in their own language, on their own phone.
Your supervisors get their floor time back.
The part of induction that is the same every time stops being delivered person-to-person. What's left for the supervisor is the part that genuinely needs them.
You can answer the audit question in a minute.
Who was trained, on what, when, at which outlet — written down, dated, and the same answer whether it's an auditor, an insurer or a franchise partner asking.
You find out which outlet is behind before your customers do.
A report by location, every month. A branch that stops finishing modules is usually a branch with something else going on.
Start with the first week.
Five modules, filmed and produced, covering everything a new starter needs before their first shift — LKR 575,000 for teams under 100, then LKR 35,000 a month to run it. Bigger rollouts across more departments and languages are quoted after a call.
Tell us about
your worst outlet.
Not to judge it — that's the one that tells us what the programme has to fix. Twenty minutes on a call, and we'll tell you what we'd build and roughly what it costs.