Training and systems, built as one program
We build training programs, onboarding academies, SOPs and manager training. And we fix the workflows under them, so the training sticks.
Bevel & Sloane builds four things for teams of 10 to 250: a two week operational diagnostic, SOPs and a knowledge base, an onboarding academy with training tracks, and KPIs with a weekly governance rhythm. Every build is co-piloted by an internal successor named by Day 30, who runs it after handover.
Why it matters: replacing one employee can cost one half to two times their yearly salary (Gallup, 2019).
Six things we build
- Training programsRole based training your managers can run.
- Onboarding academies30/60/90 plans that get new hires useful sooner.
- SOPs and knowledge basesShort, owned procedures people actually open.
- Train the trainerYour best people learn to teach, not just do.
- Manager trainingNew managers get a playbook, not a sink or swim.
- KPIs and learning metricsScorecards that tie training to real results.
Training needs and ops diagnostic
First we find out how the work really moves: interviews, shadowing and a look at what is already written down.
- Your senior people spend their week answering the same questions
- Nobody can say where a deal or a job stalls
- Every team has a different version of the process
- Stakeholder interviews across leadership and the front line
- Shadowing of key roles and handoffs
- A friction triage audit, ranked by cost and effort
- A recommended build plan you can act on
A ranked friction map and a build plan, in plain language, owned by you.
Closing the shop
- Owner
- Shift lead
- When
- Every night, 9 pm
- Time
- 15 min
- Count the drawer and log the total on the close sheet.
- Run the end of day report. Photo it into the team channel.
- Walk the floor with the checklist on the back of this page.
- Lock up, set the alarm, text the shift lead "closed".
Done when: the close sheet is signed and the alarm is set.
SOPs and knowledge bases
We get what your best people know out of their heads and into short SOPs, each with an owner and a version.
- The real process lives in two or three heads
- Docs exist but nobody trusts them
- Handoffs between teams depend on goodwill
- Core SOP drafting with the people who do the work
- A documentation architecture: where things live and who owns them
- Workflow and handoff redesign between teams
- Version control and a review cadence
A living SOP library with owners, versions and a review rhythm your successor runs.
New technician track
3 of 6- Welcome and how we workVideo, 6 minDone
- Safety on every jobLesson and quizDone
- 3Your first service callWalkthroughIn progress
- 4Using the field appPracticeUp next
- 5Talking to customersRole playUp next
- 6Ride along sign offLive, with your leadUp next
Field technician, week 6
- Shadow 10 jobs with a buddy
- Pass the safety module
- Read the top 5 SOPs
- Run jobs with sign off
- Fix one real mistake
- Weekly 1:1 with your lead
- Run jobs solo
- Teach one task back
- 90 day check in
Onboarding academies and training programs
We replace shadowing with an onboarding academy: short modules, clear sign offs and tools your people actually use.
- New hires take months to ramp and still feel unsure
- Training means sitting next to whoever has time
- You pay for an LMS that nobody opens
- An L&D onboarding framework and a pilot cohort
- A full onboarding academy with interactive modules
- Tool stack calibration: LMS, workflow tracking, automated handoffs
- Upskilling tracks and role certification paths (later tiers)
An onboarding academy your managers can run without pulling a top performer off the floor.
Service team, Monday huddle
| Measure | Target | Trend |
|---|---|---|
| Time to productivity | 45 days sample target | |
| 90 day retention | Set in diagnostic | |
| Training completion | Tracked weekly | |
| Error and rework rate | Down each month | |
| 1:1s held on time | Every week |
- 6 modules passed
- Ride along signed off
- Taught one task back
Manager training, KPIs and measurement
We set the numbers and the weekly rhythm, train your managers, then hand it all to the successor we trained with you.
- Leadership cannot see whether training is working
- Meetings multiply but decisions do not stick
- You worry the system will fade the day we leave
- KPI dashboards tied to ramp time, quality and retention
- Cross department governance and meeting cadences
- Vendor management frameworks
- Phased handover to your internal successor
Dashboards, cadences and a successor who already runs them before we step back.
What informal shadowing costs
Start small
Start with a two week diagnostic
Two weeks. Interviews, shadowing and a documentation and tool audit, ending in a ranked friction map and a build plan. A low risk way to see how we work.
Two weeks, fixed fee.
100% of the fee is credited toward a 3 or 6 month engagement.
Book a Discovery SessionPick the piece you need
Free business checkup
Get your business unstuck
Four short steps. Tell us what is slowing the business down and what you have tried. We read every intake and reply within one business day.
Or write to info@bevelandsloane.com
