Real pages from the kit files. Example details are illustrative.
Warehouse Supervisor Field Guide
A building that cannot hold its people cannot hold its shifts. This kit works on exactly that: the working manual for a shift plan that survives the call-out wave, a points system enforced evenly, a safety pace that holds under a tight window, and new hires who make it past the first 90 days, built on the published research behind the free Warehouse Supervisor Assessment and matched to its five areas.
One-time purchase, no subscription. Instant download.
Built to the TrueStep HR standard
- The 12-page Field Guide: what the seat costs, with the sector benchmark numbers, how to read your assessment result and its gap read honestly, a chapter of moves for each of the five areas, the traps, and a 30-day plan
- The First 90 Days Planner: one new hire run as a system, the setup before day one, the welcome drafted word for word, the week-one check beside a named trainer, and the 30, 60, and 90 day conversations
- Warehouse Supervisor Scripts and Templates: eight verbatim scripts, the 5:40 call-out morning, the points warning for your best performer, the safety reset, the checks, the stay conversation, plus the ten-minute written handoff template and the three-check agenda in Word
- The Action Workbook: every assessment read logged over time, the shift numbers tracked monthly with computed rates, the call-out log that turns weather into a pattern, the first-year roster with computed check dates, and a dashboard, in Excel or Google Sheets
The kit gives you the systems, the words, and the scoreboard. The judgment calls on the floor stay yours, and it names when a floor problem is structural instead of a skills problem.
14-day money-back guarantee. If it does not help, email us and we refund you.
A personal development tool. The assessment reads are your own scenario play and self-view, never a measure of any other person, and nothing in this kit belongs in a hiring, selection, or evaluation decision about any individual. The scripts structure your process; the decisions stay yours, made through your own channels.
Not the right fit? Take the 60-second match.
Buying for clients or multiple entities? The White-Label tier is in the license.
Four working files, built to be used together
Read the Field Guide chapter for your weakest assessment area, backfill the scoreboard in the Workbook, run your next hire through the Planner, and open the Scripts when the moments come. The Start Here maps the order.
Start Here
A one-page map of the kit and the order to use it: Field Guide first, starting with your weakest area, then the workbook scoreboard backfilled for last quarter, then your next hire run through the planner, then the scripts for the moments in between.
The Field Guide (12 pages)
Ten sections: what the seat costs, with the sector benchmark numbers; reading your assessment result, including the gap read between your self-view and your scenario play; a chapter of moves for each of the five areas, Coverage and the Shift Handoff, Attendance and the Points System, Safety Pace vs Throughput, Performance and Conflict, and First-Year Retention; the 30-day plan; the six traps; and when a floor problem is structural, with how to take it upward in dollars.
The First 90 Days Planner (4 pages)
One new hire, start to finish: the before-day-one setup with the trainer named and the checks booked, the day-one welcome drafted word for word, the end-of-week-one check that finds the mis-set expectation, and the 30, 60, and 90 day conversations with the early warning signs and the stay conversation drafted in advance.
Warehouse Supervisor Scripts and Templates
Eight scripts with the words close to verbatim: the 5:40 call-out morning, the repeat call-out pattern, the points warning for your best performer, the new hire collecting points on a bus schedule, the safety reset on the floor, the day-one welcome, the performance conversation, and the stay conversation. Plus the ten-minute written shift handoff template and the three-check agenda.
The Action Workbook
Seven tabs: a Start Here, the Assessment Log that holds every read and gap read over time, the Shift Scoreboard with the monthly numbers and computed rates, the Call-Out Log that turns weather into a pattern, the First-Year Roster with computed 30, 60, and 90 day check dates, a computed Dashboard, and a Definitions reference. Works in Excel or Google Sheets.
The method, in the order the work runs
Read your management honestly, put the numbers on a scoreboard, install the coverage systems, run the next hire properly, and re-check after a month. The kit structures each step; the judgment on the floor stays yours.
Read the read
Take the free Warehouse Supervisor Assessment, log the bands and the gap read in the workbook, and take the gap read seriously: most supervisors were promoted for individual performance, and the research finds that group judges itself on the standard it knows rather than the one the seat is scored on.
Backfill the scoreboard
Fifteen minutes: last quarter of exits, first-year exits, call-outs, uncovered shift days, and overtime hours. One of the numbers will surprise you, and that number is usually where the work starts.
Install the coverage systems
The coverage map, the call-out protocol, and the ten-minute written handoff, from the Coverage chapter. These buy back the hours everything else in the kit is made of.
Run the next hire as a system
The Planner from before day one through the 90-day close, with a named trainer and every check booked at the offer. The first 90 days are the window you control, and the planner is that window run on purpose.
Re-check and keep it
Re-run the assessment at day 30 and log it next to the first read. The honest test is not the band; it is whether the scoreboard is moving and the checks are happening on their dates. The workbook holds the trend.
Retention is supervision, and supervision is learnable
The expensive floor losses follow a pattern: the best picker promoted without the systems, every gap absorbed personally on a truck, the points enforced unevenly, and new hires gone before the ramp closes. The fix is not a personality change. It is a small set of systems, run deliberately, with the record kept. That is what this kit operationalizes.
The kit names what is not a supervision-skill problem
Most floor problems are squarely yours to work. Some only look like skills problems, and the kit marks them, so they get taken upward with numbers instead of absorbed downward in overtime and goodwill.
Who does what
The kit, you, and the debrief each carry a specific part. Here is the split, stated plainly.
- The kit carries the systems; you carry the follow-through. The coverage map, the written handoff, the call-out log, and the scoreboard organize the work. The conversation held on its date and the standard held under a tight window are the parts only you can run, and they are what move the numbers.
- The kit scripts the openings; the listening is the skill. The scripts organize what you say. What you do with what comes back, the Sunday pattern, the workload honesty, the stay conversation answer, is the craft, and the Field Guide trains exactly that.
- The kit holds the record; the record keeps you honest. Reads logged over time, a call-out log that shows the pattern, and check dates that compute from the start date are what separate a supervised floor from a well-intentioned one.
- When you want a senior read on the live one, the Debrief carries it. Thirty minutes with Greg Best, SPHR, on your assessment result and the floor situation in front of you, ending in what to do first.
Who it is built for
Who this kit fits, and where to go if that is not you.
Built for
- The warehouse or DC supervisor whose call-outs keep breaking the wave, whose new hires keep leaving, or whose shift keeps disappearing into coverage, and who wants the systems that stop it.
- The strong picker or lead newly promoted into the seat who just ran the free Warehouse Supervisor Assessment and wants to act on the result, especially a Reactive area or a Blind spot gap read.
- The ops manager or site leader equipping a supervisor whose churn keeps landing on the labor budget three hires later than it should have.
If you are looking for
- The coverage math itself, headcount by shift with absence and vacancy buffers, rather than the supervisor’s own capability. The Shift Staffing Planner carries that.
- The points system tooling on its own, a working no-fault attendance tracker with the documentation trail. The Attendance Point System Tracker is built for that.
- The wider emotional skill behind the moments, reading the room, managing your own reactions, rather than the floor systems. The EQ at Work Field Guide runs that.
Before you buy
What format are the files and can I edit them?
Do I need to take the free Warehouse Supervisor Assessment first?
Does this only apply to warehouses?
Can I use this for hiring or performance reviews?
How is this different from a free article about managing a warehouse crew?
What is the refund policy?
What happens after I buy?
Can I expense this purchase to my business?
Most customers buy TrueStep HR tools for business use, and a tool you use for work often qualifies as a deductible business expense. Whether it does for you depends on your situation, so confirm with your accountant or tax professional. Your receipt arrives by email at checkout and works as documentation.
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This kit is built on the published research. Read the basis yourself:
What buyers say
Run the shift on systems instead of goodwill
The moves per area, one new hire run as a system, the scripts for the moments in between, and the scoreboard that keeps it honest, in files you keep.