Describe it. Get guidance. Document it.
ShiftCoach sits between the moment something goes wrong and the record of how it was handled. Here is the whole process, start to finish.
Three steps. Under a minute.
No training, no forms to learn. A manager types what's happening the way they'd say it out loud.
Describe it
"Two cooks are arguing and one just walked out." That's enough to start.
Get guidance
Situation-specific steps, in order, citing the section of your handbook they come from.
Document
The incident, the policy applied, the steps taken, the follow-ups owed. Written and filed.
ShiftCoach reads your actual policies, conduct, discipline, documentation, escalation, and works only from those. Nothing is invented, and every recommendation names the section it came from.
No forms, no categories to pick. Plain words are enough. ShiftCoach asks a follow-up question only when the answer would change the guidance.
What happened, which policy applied, what was done, what is still owed. The manager reviews and files it before the shift ends.
Individual conversations, written warnings, check-ins, all tracked with owners and due dates, visible to the operator.
Nine managers stop making nine different judgment calls. Owners see how incidents are being handled without hovering over every shift.
Each incident explains the reasoning behind the steps, so the process becomes familiar and the next situation feels smaller.
Guidance, not advice. Never the decision-maker.
ShiftCoach gives policy-aligned, situation-specific guidance grounded in the handbook you uploaded. It is not legal advice and not HR advice. Where a situation needs counsel, it says so and points the manager to who they should escalate to.
It recommends and it documents. It never takes an action on an employee by itself, and every report stays editable, exportable, and yours.
The paper trail is a by-product, not a task.
Nobody writes a good incident report two days later. ShiftCoach builds the record out of the conversation it just had with your manager, what happened, which policy applied, what was done, and what's owed next.
Three people, one process.
Know what to do in the moment, and know you did it right. No guessing, no waiting on a callback.
Consistent documentation on every incident, and less exposure from decisions made without you.
The same handling in every store, with the visibility to see where coaching is needed.
Managers don't just get through it. They get better at it.
Every incident is a short lesson in why the steps are the steps. Over a few months, managers stop needing the prompt for the situations they've seen before, and they handle the new ones more calmly, because the process is familiar.
Each step names the policy behind it.
The same shape of process, every time.
A new manager starts at the standard, not from scratch.