Context

Uncle Classic is a multi-location barbershop bringing in new barbers with all kinds of backgrounds. Managers were busy, there wasn’t a formal trainer, and new hires were trying to learn while also keeping up. Training fell to the managers,but leaders hadn’t been equipped to train, so the system needed structure.

Problem

While there was a solid operations training in place, each shop onboarded a little differently. That slowed confidence for new folks, triggered occasional client complaints, and created extra interruptions for managers who were already stretched thin.

What I Actually Did

• Found the baseline. I mapped the core competencies and built a bingo-style rubric so we could see what a new hire already knew on Day 1.

• Gave everyone easy tools. I created a resource hub for common gaps, a structured Coaching Huddle (10–15 minutes, tops), skill benchmarks, and a coach checklist so feedback felt clear and consistent.

• Made classes human and brand-specific. Plain-language modules for both the soft stuff (client care, communication) and the brand-specific stuff (products, color, service standards) to reduce variability across locations.

• Kept managers in the loop with quick, scheduled summaries. Short touchpoints so leaders felt informed and supported without losing time.
  

What I Delivered

• Learning rubric (in a fun bingo-style format)

• Skill benchmarks (core services + quality criteria)

• Coach checklist (what to watch for, phrases that help)

• Day One starter pack (expectations, tools, who to ask)

• Resource hub (links, SOPs, product/brand standards)

• Punchy presentations (ready-to-teach presentations designed to keep learners interested)

Results?

• New hires reported feeling more confident, earlier in the process.

• Managers saw fewer interruptions and clearer expectations during the workday.

• More consistent service across locations, which reduced worry for the managers and improved experience feedback from clients.

What I’d Improve Next

Standardize certain low-feedback topics (e.g., product knowledge, sanitation, service standards) into self-paced Trainual modules so new hires can learn asynchronously and managers can focus coaching time on hands-on skills. I’d pair this with short pulse checks to track time-to-confidence and surface gaps early.