Bring new starters up to speed, keep service standards consistent and see where the team needs coaching. Build checklists and knowledge tests, assign them by role or branch, and follow each task through to its result.
Give opening and service routines a clear structure.
Assign by employee, position or branch.
Review the answers behind a score.
Build questions around what staff need to know.
01 / SERVICE STANDARDS
Create a checklist for opening the restaurant, a test for menu knowledge or a guided task for a new starter. Keep the instructions, questions and required checks together, so each person knows what to work through.
Service Standards Walkthrough brings greeting, allergy questions, POS payment handling and manager feedback into one checklist. Use it for a practical service check, then focus the next briefing on what needs attention.
02 / ASSIGNMENTS & MY TASKS
Assign one employee, a position, a department or a branch. Staff open their assigned work in My Tasks or from a direct task link; managers keep a team view of deadlines and progress.
The same checklist can repeat for the people who need it. This weekly rule gives waiters a three-day window.
Follow the named employee, branch, deadline and task status together. A manager can open the task that needs a follow-up.
Set a completion window and make opening checks or knowledge reviews repeat daily, weekly or monthly. Enable reminders and tasks on app entry to keep the routine visible between briefings.
03 / COMPLETION & COACHING
A total score is a starting point. Open the submitted task to see which checks passed and which failed, then use the finding to guide a practical conversation with the employee.
In this example, the guest was greeted on time, but the allergy question was missed. Each check records its own answer.
The greeting passes and the allergy check fails. The manager knows which service step to practise before the next check.
Mark essential checks as critical so they cannot disappear inside an otherwise good result. Track completion, overdue tasks and scores across the team while keeping the manager’s judgement central.
04 / YOUR CONTENT & RULES
Write your own questions and choose the answer format: a yes-or-no check, a choice of answers, a number or a written note. Set required items, points and severity to match the importance of each standard.
Reuse questions from the library, organise longer tasks into sections and time blocks, and add images to questions or answer options. Issued tasks keep the version they started with when you update the template.
05 / ONBOARDING & FOLLOW-UP
A new starter gets a clear path through the restaurant’s standards. An experienced team gets a regular check on the details that are easy to miss during a busy service.
Bring the relevant task to a one-to-one or pre-service briefing. Demonstrate the step, answer questions and use the next check to see what still needs practice. The same content gives managers across branches a consistent starting point.
Tools for preparing the task, assigning it and following through.
Turn a service routine into clear steps.
Build opening, closing or service checklists with required items and pass/fail answers. Use sections to keep the sequence easy to follow, and make a critical item stand out from a minor issue.
Check understanding with scored questions.
Build a test from questions and answer options. Set the correct options and point values, then review the submitted answers behind the result. A test checks the material you provide; it is not an external qualification.
Give a new starter a structured learning task.
Use a training template to guide someone through onboarding or a new procedure. Assign it to the relevant employee or group and follow its completion from the team task list.
Write a useful question once.
Keep reusable questions, answer options and correct answers in the Staff Performance question bank. Bring them into the relevant template while preserving the version issued to an employee.
Arrange the work in a practical order.
Group questions under headings such as opening preparation or service checks. Optional time labels help explain the sequence. Section headings organise the task and are not scored as questions.
Send the right task to the people doing the work.
Create a rule for an employee, position, department, branch, role or all staff. The rule generates individual tasks, keeping the named employee and branch with each due instance.
Keep routine checks coming back.
Use supported once, daily, weekly, monthly or longer recurring frequencies with a due window. Enabled rules generate tasks for the period; disabling a rule stops future generation while preserving assigned history.
Bring due work back to the employee’s attention.
Due tasks can send reminders through the app’s notification system. Delivery depends on the linked account and device notification setup. A reminder opens the relevant task rather than a generic dashboard.
Put due work in front of the person responsible.
When an actionable assigned task exists, the app can open it on entry after higher-priority handling. My Tasks remains available for the person’s queue and history. Staff need a linked active employee profile.
Come back to unfinished work.
Answers saved to a draft remain available when the employee reopens the task. It only becomes a completed result after submission. Check that work has saved before leaving a connection that is failing.
Show what the question is referring to.
Attach a relevant image to a question or an answer option. The task can display answer images as selectable cards while the score still follows the configured option, keeping visual questions consistent.
Open the exact task that needs attention.
Each open due task has its own link. Managers can copy it or use the available send action; sending depends on a linked notification recipient or email address. Submitted tasks open their recorded result.
Keep the question as it was when assigned.
Editing a template changes future work. Already issued tasks keep the version they received, so an answer is reviewed against the same wording, options and point settings the employee saw.
Read the result alongside the work completed.
Review completed tasks, overdue work, answer scores and critical failures. The dashboard combines these signals into a ranking, while the underlying tasks remain available for a fair discussion with the employee.
Find the question that needs another explanation.
Open a submitted task to inspect the answers and the result of each scored item. Use the specific mistake to plan follow-up coaching instead of treating the average score as the whole story.
See who needs follow-up.
Rankings bring completion, overdue work and scores together for the selected scope. Use them to find work to review, then open the actual tasks before drawing conclusions about a person’s performance.
Keep personal work and management views appropriate.
Permissions distinguish an employee’s own tasks from team or wider reporting, and separate those views from template editing, assignments and scoring controls. Access follows the configured role and scope.
Keep assignments tied to the staff record.
Tasks belong to employees, not just logins. An employee can remain in assignment and reporting history without a working account, but personal task completion and reminders need the appropriate linked access.
The builder supports checklists, tests and training templates. Use checklists for operational routines, tests for scored knowledge questions and training tasks for guided learning or onboarding.
Yes. Reusable questions and their answer options can be brought into templates. Questions and answer options can also contain images. Issued tasks retain the version they received.
Assignment rules can target employees, positions, departments, branches, roles or all staff. Choose the template, due time, completion window and supported recurrence for that group.
The assignment can remain linked to the employee record, but completing personal tasks and receiving app reminders needs the appropriate linked account. Managers can identify unfinished work from the team view.
Submitted items earn points according to their configured answers and weights. Critical failures affect the result. Team rankings also consider completion and overdue work; open the underlying task before judging a score.
Yes. Open a submitted task to review individual answers and results. This gives the manager a specific starting point for coaching rather than relying only on an average.
Access depends on permissions. An employee can have access to their own tasks while managers have team or wider views. Editing templates and managing assignments are separate actions.
You can include an image with a question and with individual answer options. Use images that clarify the actual knowledge being checked, such as equipment, a process step or a product label.
See how your service standards become assignments, answers and follow-up.
