INDUSTRY · CHAINS AND BRANCHES
A new location opens without relocating your best employee
Here's what happens when you open a second store or branch: your best person goes there, spends two or three weeks setting up the work and comes back, and the first location runs worse the whole time. A job video course films his work once, and from then on people are onboarded at any location, in any language, without him.
01
Which roles we film
In a chain the same work is done by dozens of people in different places, and that is exactly where a course pays off fastest. We film roles where a new hire with basic skills takes longer than a month to work on their own and where you have a person who does that work as the benchmark.
- Cashier and sales clerk: the register, returns, handling a line, what to say to the customer in typical situations
- Stocking and receiving: how to take a delivery, what goes where, how to check dates and stock levels
- Frozen goods, weighed goods, labeling: sequences that must not be broken
- Store manager or director: opening and closing, cash handling, reports, onboarding a new person by course
02
What changes for the chain
One benchmark for the whole chain. Right now every location works the way the first person there showed it, and the "that's not how we were trained" argument is settled by whoever is senior. With the course there is one benchmark: the way the best employee you chose does it. The store manager signs off on practice against check questions, not by feel.
Opening a new location stops being a month-long project. New hires are recruited locally, they take the course before their first day, and the mentor is left to shape the hands, not explain from scratch. For one of our clients ready-made instructions made it possible to launch a branch in another city fast precisely because nobody had to be sent from headquarters.
A person leaving stops being a disaster. Another client had a department head quit and take the team with him. The owner put two employees from adjacent roles on the course he had bought, and the business didn't stop. He called it insurance, not training.
03
How it works in a chain
We film at one location, with the best employee, during a normal shift. The course is accurate as of the day of filming: if you change the POS software or the planogram, you reshoot a couple of lessons, not the whole course. The rights to the material are yours, you set up access yourself: a new location is connected without us.
If your staff speaks several languages, the course is made in one base language and additional language versions are ordered separately after you approve the base scripts. That way a mistake isn't copied into every language at once.
04
Where it won't work in chains
- Locations run on franchise or by contractors you don't manage: we can only package what is inside your management
- A role where a new hire reaches full output in a couple of shifts: a briefing and a checklist are enough, the course won't pay off
- Every location has its own way of working and there is no shared standard: decide what's right first, then it can be filmed
- You want polished videos for an archive and nobody is going to onboard people with them: without rollout the course stays a folder of files