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Gravity Signal Interpretation Map

Manager-only reference for considering possible meanings of a Signal without jumping to a conclusion.

A Gravity Signal is an indicator, not a conclusion. Never use a Signal by itself to determine misconduct, intent, competency, qualification, discipline, promotion, or another personnel decision. Verify the circumstances first.

Knowledge-check difficulty

Possible system / operational explanations

  • The question may be poorly written.
  • The SOP may be unclear or incomplete.
  • The training may not explain the subject well.
  • The written process may differ from what the restaurant actually does.

Possible people / training explanations

  • Additional instruction may be needed.
  • The employee may have misunderstood a specific step.
  • Hands-on practice may be more appropriate than another reading.

Verify next: Review the question, SOP, training material, and actual procedure; then ask what was confusing.

Do not assume: “Employees do not know their jobs.”

Question or error-report cluster

Possible system / operational explanations

  • The SOP may be ambiguous or outdated.
  • An equipment, product, workflow, or station condition may have changed.
  • The published procedure may conflict with actual practice.

Possible people / training explanations

  • Several employees may need the same clarification.
  • A trainer may be teaching the task inconsistently.

Verify next: Read the messages together, observe the task, compare practice with the published source, and correct the system before assigning blame.

Do not assume: Repeated questions equal poor performance.

Possible cross-training interest

Possible system / operational explanations

  • The employee may need another station's information for a current task.
  • Cross-station material may simply be useful reference.

Possible people / development explanations

  • The employee may be curious about another station.
  • There may be genuine interest in cross-training or advancement.

Verify next: Ask whether the employee wants development or cross-training and assess restaurant need, readiness, and available coaching.

Do not assume: Viewing material means assignment, qualification, certification, or a transfer request.

Repeated SOP reference pattern

Possible system / operational explanations

  • The SOP may be a useful reference for a frequently performed task.
  • The procedure may be difficult to remember or overly complex.
  • A recent revision may legitimately require more review.
  • A quick-reference poster may be missing.

Possible people / training explanations

  • An employee may be learning the task.
  • Additional coaching may help if the procedure remains difficult after training.

Verify next: Observe the task, ask what information is being looked up, and decide whether documentation or training can be simplified.

Do not assume: Reopening an SOP proves confusion or poor competency.

Possible quick-reference gap

Possible system / operational explanations

  • Critical measurements, setup, sequence, or safety points may deserve a wall reference.
  • The SOP may be correct but inconvenient to consult during work.

Possible people / training explanations

  • The team may need a simpler reminder after formal training.

Verify next: Decide whether a poster would make the correct work easier without replacing the full SOP.

Do not assume: High reference use means employees are failing to learn.

Poster attention pattern

Possible system / operational explanations

  • The poster may be especially useful.
  • A recent change may be driving appropriate review.
  • The task may be occurring more often than usual.

Possible people / training explanations

  • Employees may be reinforcing training.
  • A topic may need manager clarification.

Verify next: Check whether the attention corresponds to normal work, a change, training, or a recurring problem.

Do not assume: Attention itself is evidence of a problem.

Poster-to-SOP follow-through

Possible system / operational explanations

  • The poster may be doing its job as a gateway to deeper guidance.
  • The topic may benefit from both quick and full references.

Possible people / training explanations

  • Employees may be appropriately checking details before performing the task.

Verify next: Review whether the poster and SOP complement each other and whether any information is duplicated or contradictory.

Do not assume: Following the link indicates uncertainty or poor performance.

Poster follow-through gap

Possible system / operational explanations

  • The poster alone may be sufficient for the moment.
  • The deeper SOP link may not be clear or convenient.
  • The QR destination may need correction.

Possible people / training explanations

  • Employees may not know when deeper review is expected.

Verify next: Test the poster and QR, review placement, and decide whether the full SOP link needs clearer purpose.

Do not assume: Lack of follow-through means employees ignored required training.

Why this map stays manager-only

The purpose of Signals is to help a manager notice natural patterns. Revealing exact pattern logic to employees could cause people to change ordinary learning behavior to create or avoid a Signal. Employees should be able to reread an SOP, ask a question, or explore another station without trying to manage an internal score or flag.