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Who it is for

One system, four different reasons

The owner worries about what happens when the most experienced person leaves. HR deals with onboarding that looks different every time. The team lead trains people over and over instead of doing their own work. The operations director needs somebody ready for the shift. Here is what each of them finds in GrowBoard.

01 Owner and founder

The company stops leaning on a handful of heads

What individuals carry in their heads gets written down, filmed and stored where a person joining two years from now will find it. At one client, half the workforce retires within ten years and hiring is not catching up. At another, the company had used a new system for two years and repeated hours of finished work, because it kept no knowledge base for it.

  • A senior leaving stops being an operational risk
  • A procedure only one person knows can be filmed and left with the company
  • The next branch or team is trained to the same standard
  • Your own subdomain, logo and company name
66%
Czech employers cannot fill roles, ManpowerGroup 2025
39%
Of core skills will change by 2030, WEF 2025
GrowScoreOperations team · 14 people
Team score
72 / 100 +6 this quarter
Competencies 78
Learning 64
Consistency 81
Programmes 55
People
Adele K.
Operations manager L3 82
Mark T.
Shift lead L2 61
Jane P.
Operations manager L4 90
02 HR and L&D

Onboarding stops looking different every time

A standard on paper is not enough, because the training itself ends up slightly different every time. A newcomer gets most of it verbally and once, so there is nothing to go back to. A filmed lesson looks the same on Monday and on Friday and does not depend on the trainer's mood. That is how a client who introduced video training put it.

  • One shape of onboarding, not as many shapes as there are colleagues
  • A newcomer returns to the explanation as often as needed
  • Who has been through what and at which level
  • Competencies with the date of the last assessment
36%
Of firms build development around career growth, LinkedIn 2025
45%
Of employees say career guidance is missing, LinkedIn 2025
LibraryCourses, e-books, podcasts and newsletters.
Search the library…
Type
AllCourseMicrolearningE-bookPodcast
Level
AllL1 EmergingL2 DevelopingL3 ProficientL4 Leading
9 items of 34
Returns from A to Z 5 lessons · 30 min
Free 43 %
Shift hand-over 4 lessons · 22 min
Free Required
Feedback on the floor 6 lessons · 41 min
Free Done
Working the till 3 lessons · 18 min
Free
Warehouse safety 5 lessons · 26 min
Free Required
Onboarding a new hire 7 lessons · 52 min
Free
03 Team and operations lead

We get the knowledge out by talking, not by writing

The lead holds the most knowledge and at the same time decides whether the rollout will work. That is why we do not ask you for documentation. We come over, film how you do it, and you only sign it off. One newcomer today means a double cost, because somebody has to spend time on them instead of their own work. In some places onboarding still means a day on the floor and a pile of paper.

  • Knowledge captured by talking and filming, no written homework
  • The instruction is filmed at the machine or on the floor
  • A question for the analysis: how many hours a week go into explaining the same thing
  • What comes out of it belongs to the company, not to one person
Competencies3/5 assessed
Archetype
Operator L3 Proficient
Process design L3 Proficient
Execution & delivery L4 Leading
Systems & tools L2 Developing
Resource management L2 Developing
Performance tracking not assessed yet
Take the test 5 questions · ~3 min
Mira test Retake in 180 days
04 Operations director

In shift work the training never stops

Roles are hardest to fill in healthcare and social care, in retail and services, and in transport and warehousing. Roughly seven in ten employers there cannot fill their positions. So people are trained continuously, and slightly differently on every shift. Lessons that cannot be produced anywhere else we film at your site, at the machine or on the floor.

  • A standard procedure that holds on every shift
  • Filming in the operation instead of a generic course
  • You see who has been through what and at which level
  • A screencast of the procedure instead of waiting for a trainer's date
76%
Cannot fill roles in healthcare, ManpowerGroup 2025
69%
In retail, services and transport, ManpowerGroup 2025
ProgrammeCohort of 18
Leading a shift on the floor W05 / W12
W01 The shift lead's role Content 90 min
W02 Hand-over without losses Task 120 min
W03 Feedback on the floor Content 90 min
W04 Sharing between branches Peer sync 60 min
W05 Handling conflict on shift
This week Task 120 min
W06 Mid-track review Review 90 min
What if nobody here has time to write documentation?

We do not want it. Knowledge comes out of people by talking and filming. We visit the lead or the senior, film how they do it, and they only sign it off. The moment you ask people for written material, content production stops.

Where does the application run and how is data separated?

It runs on Cloudflare and we operate it. Every company has its own subdomain and a separate space, and database queries are filtered by company. You are not handed a server to look after.

Tell us what you are dealing with.

Half an hour. We will show the part that matters for your role.

Pick a time Talk to Mira