MAD Greens Growth Plan

MAD Greens growth plan over the next three years is exciting, aggressive and ever-changing. In order to make sure that the training department is able to support this rapid growth, consideration is made to the current and future state of the department’s goals and structure of leadership. The opportunity to align New Market Training and Existing Market Training strategies is important as we grow this AMAZING BRAND – WE CALL MAD GREENS!

New Market Training

New Store Opening Trainer

The trainer identified for this position will facilitate and support all BOH/FOH operations training as it relates to training new store opening teams in the mechanics of:

• Setting up new store employee training schedules and other logistics

• Training BOH procedures

• Provides trusted support and feedback to Area Managers and alike on operational strengths and challenges, to include employee performance concerns.

• Builds and fosters strong relationships and serves as a cultural compass with Area Managers pre and post open of new store.

• Assisting Area Manager and General Manager in setting up the store that ranges from delivery of items, IT set up, vendor set up, inventory etc.

The vision for this position is to join the new market several weeks before FSD. The trainer will support new employee training with a cultural emphasis. Once the New Store Trainer exits the market, this position will continue to stay in market providing ongoing training, culture saturation, and operational support. Time in each new market is at least three months or until the new market stabilizes and performs to the company’s expectations.

Existing Market Training

In established markets, training is and will remain just as critical to the business as it is with new market growth. We must make sure that the training being offered to external management candidates and internal promoted candidates be executed to the highest standards that MAD Greens expects. Several considerations before placing a Manager-In-Training (MIT) in an existing market store

Once the store has been identified, VP/Ops will communicate with the area manager to set up the MIT schedule and orientation. The area manager will submit Employee Change Report with on boarding details to HR/Payroll for completion.

MIT Oversight Responsibilities:

The General Manager will be the primary trainer and contact with the MIT. The general manager will work with the area manager to make sure all training manuals and tools are available for the MIT’s first day in training. The general manager will report MIT progress to area manager, weekly.

The Area Manager are present on the first day of the MIT’s training, supporting the general manager with the orientation process. The area manager will manage the MIT through the training process by holding regular weekly one on ones with the general manager and MIT to ensure the MIT is working within the training material. Any performance concerns will also be discussed at this time

The Executive Team will commit to meeting with MIT’s once during their five week program. The goal of this meeting is to allow the MIT the opportunity to understand MAD Greens vision from the executive team’s perspective. The MIT will also be able to gain more cultural knowledge through this