Optimize & Customize Training

Before you dive in: This guide is designed for teams who already have training live.
To get the most value, make sure you’ve first completed Set Up Training Paths and understand how to Manage Training & Track Progress.

What this guide helps you do

Go beyond setup and tracking to improve how training works across your team.

👉 Use this once training is live and you’re ready to improve results.

Decide When to Use Scoring (and When Not To)

Not all training needs to be graded.

Use scoring when:

Training is tied to compliance
Skills must be demonstrated correctly
There is a clear pass/fail outcome

Skip scoring when:

Training is informational
The goal is awareness, not evaluation
You want fast adoption without pressure

💡 Pro tip: Overusing scoring can slow adoption. Start simple, then add it where it matters most.

Set Retake Expectations Upfront

How you handle retakes shapes how your team approaches training.

Best practices:

Communicate expectations before training starts
Encourage review before retaking
Reinforce that the latest attempt is what counts

When to allow fewer attempts:

Compliance or certification-based training

When to allow more flexibility:

New hire onboarding
Skill-building training

Use Supervisors to Drive Accountability

Supervisors are one of your strongest levers for adoption.

Strong teams:

Have active supervisors checking progress regularly
Intervene early when users struggle
Treat training as part of daily operations

Weak rollouts usually look like:

No clear ownership
Training assigned but not followed up on
Last-minute pushes for completion

💡 Pro tip: The best-performing locations treat supervisors as coaches — not just reviewers.

Balance Standardization vs Flexibility

Not all training should be treated the same.

Keep training standardized when:

It’s compliance-related
Processes must be consistent across locations
Brand standards are critical

Allow flexibility when:

Training needs to adapt to local operations
Managers need ownership of their team’s development
You want faster rollout at the location level

💡 Pro tip: Allow Location Admins to duplicated Training Path's as a starting point to allow locations to adapt where appropriate.

Use Training to Support Real Work

Training should connect directly to what teams are doing day-to-day.

Make training more effective by:

Pairing it with real tasks
Reinforcing it during shifts or team meetings
Following up with hands-on application

Avoid:

“One and done” training with no follow-up
Content that isn’t used in daily operations

💡 Pro tip: If training isn’t showing up in daily behavior, it won’t stick.

Improve Training Based on Real Data

Your reporting tells you what’s working — use it.

If users are failing:

Simplify or clarify content
Add examples or context
Provide additional coaching

If users aren’t starting:

Revisit rollout communication
Reinforce expectations with supervisors
Make training easier to access

If users complete but don’t apply it:

Add skill verification
Reinforce with real-world tasks
Increase supervisor involvement

💡 Pro tip: Most training issues are content or rollout problems — not user problems.

Build Simple Habits That Drive Adoption

Consistency beats complexity.

Start with:

A small number of required training paths
Clear expectations for completion
Regular check-ins from supervisors

Then expand:

Add more structured learning paths
Introduce scoring where needed
Refine based on performance

The best systems grow over time — they don’t start fully built.

What great training programs have in common

Across strong operators, you’ll consistently see:

Clear ownership (someone is accountable)
Simple, structured rollout
Early intervention when users struggle
Training tied to real work
Continuous improvement based on data

What happens next

Once you’re optimizing training:

Adoption becomes more consistent
Teams become more confident and capable
Training becomes part of how your business operates — not just a requirement