Your positions, behaviors, and checklists for today. Tap a box to mark it done.
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Interested in growing? Pick an application, fill it out, and leaders will review it.
My Applications
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Shift Lead
Lineup — right now
Breaks
Tap a name to start a 30-minute break. Tap × to bring them back.
On break
Send on break
Self-Assessment Responsibilities — today
2nd Mile Service
Going above & beyond — Personal, Proactive, Generous. Check off what the team delivered today.
Score Cards
Saves automatically as you type. Averages update live (numbers only).
Monthly Guest Standing
Mark whether the store finished in the top 20% this month. Both feed the Shift Score Guest factor — full credit only if both are top 20%.
Leadership Score Cards
Each leader's score cards, grouped into a folder, with their rolling averages across all cards. Read-only.
Bonus Plan
Shift scores grouped by leader, captured automatically when each shift's lineup is worked. Shows each leader's average and shift count, with every scored shift listed.
Shifts in any week below this don't count toward the bonus.
Smart Shop — Bonus Qualifier
All five Winning Hearts categories must be Good or better this month for the bonus to be in play. Set each from your latest Smart report.
Waste Log
Breakfast is counted by item; Lunch, Afternoon and Dinner by ounce. Cost is figured automatically and saves as you type.
Week Summary — all dayparts
Truck Transfer
Log product moved in or out between stores.
CARES Log
Guest recovery — log the issue, contact, and how it was resolved.
Welcome to Chick-fil-A West End
West End FSU 03621 — team hub
Your checklist today
Why West End Exists
Our purpose, values, and what's important now.
Why does West End exist?
To unapologetically live out the Corporate Purpose:
Glorify God
Faithfully steward what we've been given
Have a positive impact on those around us
What do we do?
We provide elevated service experiences that win hearts.
How do we behave?
According to our values:
We — for each other & for the business
Hungry — driven to impact & achieve
Coachable — receptive & seeking of feedback in order to grow & improve
Where are we heading?
Multi-restaurant ready.
What's important now?
Building capacity:
A leadership culture that retains people & makes people love their jobs
The heart for service — thinking of others first & taking action
Leadership = the number of & ability of our leaders
Operational = our ability to handle higher volume with excellence so the business grows (training for skills daily with a weekly focus)
Click to attach a doctor's note (PDF, JPG, PNG · max 5 MB) Uploads automatically to the shared Drive. Auto-marks as Excused.
Not signed into Google
Incident History
Issue Discipline
Click to attach a scanned write-up (PDF, JPG, PNG · max 5 MB) Uploads automatically to the shared Drive.
Not signed into Google
All Employees — Discipline Status
Leader Grid
Pick a leader for each shift — changes save automatically and feed the weekly Slack post.
Lineup
On Break
tap a name then tap here (or drag) — 30-minute timer
Working — drag to a position
Quick Audit
Links
Quick links to the tools and pages you use most.
Uniform Orders
Filter by category, pick size and quantity, then submit. Larger sizes (2X+) add a small surcharge; chef coats can add a name for $5.
Orders are placed in bulk every Wednesday at 3:00 PM. Submit by then to be included in that week's order.
Order summary
$0.00
No items selected yet.
(admins can order for another person)
Training Grid
Who's training on what, each shift. Admins add trainee · position · trainer; everyone can view.
Next Payday
Upcoming Pay Dates
Paid every other Friday
Add Employee
Not signed up 0
Active team members who haven't created an account yet.
Roster
Skills Matrix
Training Day Suggestions
Pulls from the matrix above — surfaces people with the biggest gaps in the selected area and the position to train them on. Bigger gaps are weighted higher, with some randomness so it spreads around.
Uses the All / FOH / BOH filter above.
▸
Edit Lineup — Working Today
Set who's working and their times for a day — this builds the Lineup tray. Import from HotSchedules, or add people by hand.
or
Working list for the date above — add, change times, or remove
Positions
Add, rename, reorder, or remove lineup positions and their slot counts. Changes apply for everyone.
Verbal Warning vs. Write-Up
A Leader's Decision Guide · Chick-fil-A West End
The principle: We coach before we discipline, and we discipline before we separate. Each step gives a team member a clear, fair chance to correct course. Match the response to the severity of the issue and the history behind it.
Quick Decision: Ask These 4 Questions
Is this the first time? First-time + minor → lean verbal. Repeat → lean written.
Did they know the expectation? If the standard was never clearly set, coach and re-train first.
What's the impact? Safety, food safety, cash, guest experience, or team trust at stake → written.
Is there a policy that governs it? Attendance and similar policies have set steps — follow the policy, not your gut.
Side-by-Side
Use a VERBAL WARNING when…
It's the first occurrence of a minor issue
The behavior is coachable and likely a one-off
It looks like a genuine mistake or oversight
The expectation may not have been fully clear
A quick course-correction is all that's needed
There's no safety, cash, or guest impact
Use a WRITE-UP when…
The same issue continues after a verbal warning
The first offense is serious on its own
A policy step calls for written documentation
Safety, food safety, or cash handling is involved
It hurt the guest experience or team trust
A pattern is forming that needs a paper trail
Typical verbal-warning situations
Minor, occasional lateness still within attendance policy
Uniform or grooming standard missed
Phone use on the floor
A small procedural miss (skipped a step, wrong sequence)
An off day in attitude or energy that's out of character
Typical write-up situations
Repeated tardiness or an unexcused absence under the attendance policy
Insubordination or refusing a reasonable directive
A food-safety or workplace-safety violation
A cash drawer discrepancy or handling error
Disrespect toward a guest or teammate
Continued failure to perform the role after coaching
Skip the Steps — Escalate Immediately
Some conduct is serious enough to warrant an immediate write-up or suspension/termination, regardless of whether a verbal warning was ever given. Loop in David before acting when any of these surface:
Theft, dishonesty, or falsifying records
Violence, threats, or harassment
Being under the influence at work
A deliberate safety or food-safety violation that endangers others
Walking off a shift or abandoning a post
How to Deliver Either One Well
Private and timely. Address it one-on-one, soon after it happens — never on the floor in front of others.
Be specific. Name the exact behavior and its impact, not a vague label like “bad attitude.”
State the expectation. Make crystal clear what “right” looks like going forward.
Name what's next. Explain the consequence if it continues. No surprises later.
Stay consistent. Hold every team member to the same standard — fairness protects you and the team.
Let them respond. Hear their side; sometimes there's context that changes the call.
Document both. Even a verbal warning should leave a short note — date, behavior, what was discussed. If a verbal isn't written down anywhere, it didn't happen when you need it later. A write-up should be signed by the team member (or note their refusal to sign) and filed.
When in doubt, default to coaching — but don't let a documentable pattern slide. The goal is a fair, clear, consistent path that helps people succeed.
