Rapid growth tends to create drift—different managers hire differently, onboard differently, and interpret standards differently. The antidote is a consistent rhythm of training + communication recognition.

First, fix communication. Without clear norms, tool sprawl (email, Slack, WhatsApp, bulletin boards) creates noise and misses. Set channels and cadences that reduce overload and improve clarity; evidence from randomized experiments suggests streamlining communication norms improves execution and cuts burnout.

Second, build culture into micro-moments: a two-minute “service moment” before shift, a 5- minute coach-back after a video, a weekly recognition shout-out. Global engagement remains stubbornly low (hovering near one in five), and manager support is a key lever.

Third, measure what matters. Don’t chase course completions—tie training to mystery shop scores, NPS, speed-of-service, or safety incidents.

Verasana in action

• Push a weekly “Culture in Action” clip to every store
• Auto-assign role paths to new hires; managers get alerts for coach-backs.
• Dashboards connect completions with location-level KPIs