Ensure a nice-looking Counter Product Display
Pipeline
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What does it mean?
Mastering the skill of Pipeline means the ability to ensure that the next in line is always ready and qualified to take on new challenges and grow into a higher Moneyball positions.
This requires a constantly updated and transparent Staff Overview, which is followed by a fair and constructive way of promoting people based on their human skills and hard skills.
As a leader, you should create a pipeline with employees capabilities and strengths to even do your job. This will create capacity for yourself to take on new learnings and grab further career opportunities.
Main Theory
Introduction
Pipeline is the ability to spot a talent, and then develop this talent in the right way to achieve 3 major benefits:
Personal Development:
To let all individuals experience personal development. This will affect the retention of employees in a positive direction.
Increased Performance:
To increase the bottomline of performance in your region as employees get more experienced and skilled.
Prepare for Future:
To have the next-in-line ready for all manager positions and thereby prepare for sudden changes in the workforce.
The above three benefits of pipeline creation are fundamental for our business to keep growing. The sequence of pipeline creation consists of five steps:
THE SEQUENCE OF PIPELINE CREATION
1. Identify Talent
Spot the talent and reflect on the future possibilities. Mark person as talent in Staff Overview.
2. Continuous Development
Push and develop the talent in order to test future possibilities.
3. Plan & Communicate
Plan the training period towards the new position and communicate the changes within an acceptable time frame (30 days).
4. Training & Validation
BM or SWAT to train talent and RM or SWAT to validate the talent in their new position.
5. Constant development and growth
Follow up and keep constant development in current role towards next MoneyBall step.
The region is not sustainable and cannot perform without having a leader who can initiate and maintain the Sequence of Pipeline Creation. This leader is solely the Regional Manager.
Secondary Theory
Next in Line
You cannot control if sudden workforce changes take place in the region. A BM can resign at any point leading to a bigger workload on your own shoulders if you are not somehow prepared. This issue can be solved by having a “next in line” ready for all manager positions in every store. The staff of a typical store should preferably look like this:
The staff of a hypothetical store consists of: 1x BM + 2x SMs + 5x Juicers.
The Necessary Pipeline consists of 1x BM Talent (current SM) + 1x SM Talent (current JQ). Any given person in the store can resign or progress to a new moneyball level without it being a major challenge for you. The SM is ready to begin BM training and the JQ is ready to begin SM training.
A performing RM is a person who is able to support a struggling region with talents, or who is able to send talents on new adventures in Joe & The Juice oversees. Therefore, the Optimal Pipeline consists of 2x BM Talents + 2x SM Talents. In that situation, the RM have worked towards a surplus of talents and will be able to not only cover the needed positions in the store, but also contribute with Pipeline to other Joe & The Juice stores and markets.
It is a key element that you know how to motivate the people in your region to stay in the company both to take part in manager positions growing within the company, but simply also to raise the bottomline of performance. It is not just by luck that a region suddenly creates proper talents. Employees want to stay longer in a workplace that has a nice work environment, social belonging and where the management tasks are in order.
If a person wants to stay in the Juicer role without any wishes to progress, that is totally okay. However, you should prioritise developing the people who wants to participate in the pipeline. Remember that all starts with you - there is a much higher chance that people would like to progress if you have created amazing surroundings of what they can progress to.
Sum Up
3 Major Benefits of Pipeline Creation
1) Creating personal development in staff
2) Increasing overall performance in region
3) Preparing for future changes in workforce
Practice the Sequence of Pipeline Creation
1) Identify Talent and mark as talent in staff overview
2) Test the abilities of the talent
3) Plan and communicate about the training of new position
4) Carry out the training and complete a validation
5) Ensure a healthy learning curve for the talent going forward, seeking towards next moneyball level
Next in Line
Always work towards having a person to take over each manager position in all stores and even better create a surplus of talents in all stores. Motivate the workforce to stay within the company through the establishment of a great work environment and a strong social belonging.
Training
The training of Pipeline is divided into 3x exercises and 1x exam preparation that the RM must go through with the Trainer.
The RM and Trainer have to meet up 4 times to cover all exercises with a total OH hours of 4.5 hours each. If the Trainer believes the exercises need to be revisited (need more time), request approval from the Market Manager or HR Manager.
Exercise 1: Create Staff Overview
Inform the RM to download the Staff Overview template via the link below and create an overview of all stores.
Introduction
Inform the RM to study the whole module before meeting in for the scheduled exercise 1. Before the exercise begins, let the RM teach you the most important aspects of the Pipeline theory.
- Explain the three benefits of Pipeline creation?
- Explain each step of The Sequence of Pipeline Creation in own words?
- Explain what Next in Line means?
- Explain the difference between Necessary Pipeline and Optimal Pipeline - and why it is worth striving towards the Optimal Pipeline?
- Explain how you can enforce the staff to take part in pipeline?
Begin Exercise 1: “Create Team Performance Overview”
Objectives
The objective of this exercise is to let the RM practice how they can create a staff overview to keep track of each person’s development as well as getting a holistic overview of the region.
Step 1 - Go Through Template Guide - 20 minutes
Let the RM take you through the Team Performance Overview guide. Tell them to teach you each section of the guide. Support and elaborate on specific sections that are unclear for the RM.
Step 2 - Fill Out Dashboard - 60 minutes
Inform the RM to open the template and fill out the sheet for all their stores.
The overview should be made according to following sequence:
1) Region name
2) Store names
3) Employee names
4) Tag availability (Full-Time / Part-Time)
5) Start of employment dates (Seniority in months)
6) Rate Performance in People skills & Operational skills
7) Add Action Plan per employee in comments section (to improve or maintain performance)
8) Add the appropriate and desired weekly hours for FT and PT employees
9) Add Template Hours per store allocated by the Operational Planning Team in WP2
TIP: Go to WP2 —> Choose Reports —> Choose KPI Report —> Choose Market + Period
—> View Total Hours of chosen store
*Inform the RM that the Team performance Overview incl. rating updates needs to be updated minimum once a month going forward and presented to the direct leader.
Step 3 - Upshine the Overview Aesthetics - 10 minutes
When the RM has filled out the Team Performance Overview for each of their stores, teach them how to get a nice look of the excel overview. As a minimum, show them following:
1) Remove empty stores: The template contains 8 stores, but most RMs don’t have that many stores which will ruin the actual overview —> This is done by marking the cells and delete them.
2) Edit cell lengths: To ensure all information is visible, ensure that the cells have the right size. —> This is done by changing the “height” or “width” of the cells.
When this is done, the RM should have a nice-looking Staff Overview ready to be analysed.
How to videos
Exercise 2 “Team Performance Analysis”
Objectives
The objective of this exercise is to let the RM practice how they can actively use the information from the staff overview to get useful insights on their region.
Introduction
Go through each parameter with the RM and initiate a dialogue about how to analyse each section of information in the Staff Overview.
Parameter 1 - Difference in Hours - 10 minutes
In the bottom of the overview the Total Hours (Monthly) for each store is calculated. This number is determined by to factors:
1) The amount of FT and PT employees you have added to each store
2) The amount of hours you have allocated in the left corner to both FT employees and PT Employees.
Total Hours is compared to the Template Hours and shows the difference.
Green = If the difference is green, there is a surplus of hours in the store. This is usually a positive thing, as you either have the optimal number of staff in the store or you are able to support other stores with experienced staff.
Red = If the difference is red, you are in need of staff. Inform HR right away and request a new Juicer to match the needed hours.
*Discuss the “Difference Calculation” in hours for all stores and assess if workforce changes need to be initiated.
Parameter 2 - Performance Levels (Next in Line) - 10 minutes
The performance level is shown to get a quick overview of how the employees of the store is performing. Inform the RM to update the performance levels if they experience a person increasing or decreasing their performance over time. The performance levels also function as a list of talents, so when a new Bar Manager in a store is needed, the RM can choose one of the SM Junior talents in the overview who then will be the next-in-line.
*Discuss why each performance level is chosen for each employee and what it takes to move them up to a higher performance level or even a higher moneyball position.
Parameter 3 - Action Plan Comments - 10 minutes
Discuss the function of the Action Plan comments and inform the RM how they can work with the information provided on a daily basis:
- When to use it: As described earlier, Action Plan comments should only be provided for Talents or Underperforming staff.
- How to use it: The comments should function as a check-list for the RM. Every time they are working with a green/red employee, they should follow up on the given action point.
*Discuss 5x Action Plan comments and evaluate the quality of the comments.
Parameter 4 - Total Staff Statistics - 10 minutes
In the right side of the overview, you access information about the region as a whole. It is easy to view the split between groups of staff at specific moneyball levels. As a general rule of thumb it is positive to have a low percentage of Prospect Juicers due to two reasons:
1) It shows that the region is good at executing training and validation of new Juicers
2) It shows that Juicers are more experienced leading to a higher retention. This is usually due to good leadership from the BMs and RM.
*Go through the Total Staff Statistics with the RM and assess if the split between money ball levels is positive or negative.
Parameter 5 - The Holistic Overview - 20 minutes
When studying the Staff Overview, the RM will get valuable insights on the conditions of staff in each store. This will support the RM in what to expect from each Bar Manager, which should affect the goals and focus points in the 3-month plan.
Example 1
Store with high % of JQ Prospects + a medium seniority BM (JR) = Low expectations
Example 2
Store with low % of JQ Prospects + a high seniority BM (SR) = High expectations
Example 3
Store with 0 % of JQ Prospects (but all JQ’s are marked as underperforming) + a medium seniority BM (JR) = Low expectations
*Discuss the expectations for each store based on the holistic overview.
Exercise 3 “Apply The Sequence of Pipeline Creation”
Objectives
The objective of this exercise is to let the RM practice how they can apply the Sequence of Pipeline Creation in their daily work.
Introduction
Let the RM choose the best performing talent from the Staff Overview and write down a plan of how this talent should be taken through The Sequence of Pipeline Creation.
Step 1 - Identify Talent - 5 minutes
Let the RM choose the best performing talent from the Staff Overview.
Step 2 - Continuous Development - 5 minutes
Tell the RM to write down a plan of how they can test if the Talent is ready for the next moneyball position. These tasks/tests should obviously be tasks that are appropriate at the (next) desired moneyball level.
Step 3 - Plan & Communicate - 5 minutes
Let the RM make an example of how they would plan the training of the talent. Also tell the RM to write hypothetical communication messages to the appropriate people needed for the training.
Step 4 - Training & Validation - 5 minutes
Inform the RM to write down the proces of the actual training period and how the talent should get validated in their new position.
Step 5 - Healthy Learning Curve - 5 minutes
Tell the RM to write down how they are planning to constantly develop the employee in their new position. What kind of tasks would the RM test the Talent’s capabilities with?
Step 6 - Feedback - 5 minutes
Share your feedback with the RM. Correct or add important aspects and to-do’s that they did not include. Agree on the correct proces of Pipeline Creation and inform the RM that they need to apply this sequence on a weekly basis when developing new talents.
Exercise Sum Up
Each of the taught objectives in the 3x exercises are the foundation of the RM's abilities within the leadership skill Pipeline. Therefore, it is important to apply the exercises in the daily work going forward to continuously expand the capabilities within the skill and to support and develop the employees in the region.
Go through the above illustration with the RM and agree how the learnings and objectives should be applied in the RM's work going forward.
Introduction
After the reflective exercises has been completed and the Regional Manager now understands what the skill means.
The RM will now gather and repeat the key findings from theory and exercises.
These findings will be written down and saved for them to present in the final exam in front of Trainer and Market Management by the end of the program.
As a part of the sum up and final exam preparation, the RM will explain the three layers of the circle to the trainer.
0.1: SUMMARY OF EXERCISES:
- The Trainer will repeat the headline of each exercise whereafter the RM will repeat the key findings from each step in the exercises. The RM can use their notes from the worksheets to recap what they’ve been through.
The RM will now explain the why, how and what.
1: THE WHY:
- Explain why Pipeline is an important skill to have when leading and developing people as a Regional Manager in Joe & The Juice. Touch upon the consequences if not leading with Pipeline.
2: THE HOW:
- Explain how to use Pipeline in in your region and how to apply this skillset in the daily work.
3: THE WHAT:
- Explain what the skill means with own words and include key learnings from the main and secondary theory incl. illustrations.
Clean Seating and Tables
Clean Trash Bins in Customer Area
Deep Clean Centrifuge
Clean Bar Bins
Clean Bar Lamps + Speakers
Clean Cleaning Tools
Clean Drains
Clean Floor Panels
Clean Ice Machine
Clean Menu
Clean Sandwich Grills
Clean Toilets
Clean Walls and Pictures
Clean Fridges
Deep Clean Stockroom + Fridges
Clean Bar Front
Clean Bar Filters
Clean Fruit Baskets
Clean Dishwasher
Clean Sinks
Clean Centrifuge Cave
Deep Clean Mazzer
Deep Clean Mythos
Deep Clean GB5
Clean Blender
Clean Centrifuge
Clean Seating and Tables
Clean Trash Bins in Customer Area
Deep Clean Centrifuge
Clean Bar Bins
Clean Bar Lamps + Speakers
Clean Cleaning Tools
Clean Drains
Clean Floor Panels
Clean Ice Machine
Clean Menu
Clean Sandwich Grills
Clean Toilets
Clean Walls and Pictures
Clean Fridges
Deep Clean Stockroom + Fridges
Clean Bar Front
Clean Bar Filters
Clean Fruit Baskets
Clean Dishwasher
Clean Sinks
Clean Centrifuge Cave
Deep Clean Mazzer
Deep Clean Mythos
Deep Clean GB5
Clean Blender
Clean Centrifuge
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