Training Team Members for Pokemon Success: SOPs, Quality Control, and Development

After training 15+ people over 10 years, I learned: good training is the difference between profitable help and expensive mistakes. A well-trained team member generates 10X their cost. A poorly trained one costs you money and customers.

Let me show you exactly how to train team members effectively—from day one onboarding to ongoing development.

Why Training Matters

Untrained Helper Costs:

• Wrong prices (lost profit)
• Poor condition grades (returns, disputes)
• Shipping mistakes (damaged cards, refunds)
• Customer service issues (lost customers)
• Time fixing mistakes (defeats purpose of hiring)

Well-Trained Helper Delivers:

• Consistent quality
• Independent work (frees your time)
• Growing capabilities (handle more over time)
• Customer satisfaction maintained
• ROI achieved

Training is Investment: 10-15 hours training yields 500+ hours of reliable help annually.

The Training Framework (Proven Method)

Phase 1: Show (You Demonstrate)

• Perform task while they watch
• Explain each step and why
• Point out common mistakes
• Answer questions
• Time: 1-2 hours per major task

Phase 2: Do Together (Side-by-Side)

• They perform task with you right there
• Guide through each step
• Correct mistakes immediately
• Build confidence
• Time: 2-4 hours per task

Phase 3: Watch (They Do, You Observe)

• They perform task independently
• You observe without interrupting
• Take notes on issues
• Provide feedback after
• Time: 3-5 repetitions

Phase 4: Independent (With Spot-Checks)

• They work alone
• You spot-check results (10-25% initially)
• Provide feedback on quality
• Reduce oversight as performance improves

My Training Timeline:

• Week 1: Phases 1-3
• Week 2-4: Phase 4 with heavy oversight
• Month 2+: Spot-checks only

Creating SOPs (Standard Operating Procedures)

SOP = Written Step-by-Step Instructions

Why SOPs Matter:

• Helper references when unsure (doesn't interrupt you)
• Consistency (everyone follows same process)
• Training new people easier (documentation ready)
• Quality maintained (clear standards)

SOP Template:

Task: [Name]
Time Required: [Estimate]
Tools Needed: [List]

Steps:
1. [Specific action]
2. [Specific action]
3. [...]

Quality Standards:
- [What good looks like]
- [Common mistakes to avoid]

Questions? [Your contact method]

Example SOP - Card Listing:

Task: Create eBay Listing
Time: 5-7 minutes per card

Tools: Camera, lightbox, computer, TCGPlayer app

Steps:
1. Research price: Check TCGPlayer sold listings (last 30 days)
2. Grade condition: Use our grading guide (attached)
3. Photograph: 6 photos minimum (front, back, all 4 corners close-up)
4. Create listing:
   - Title: [Card Name] - [Set] - [Condition]
   - Description: Use template (attached)
   - Price: TCGPlayer average or below
   - Category: Pokemon > [Set]
   - Shipping: Standard (our default)

Quality Standards:
- Price within 10% of market
- All flaws disclosed and photographed
- Clear, well-lit photos
- Complete description

Common Mistakes:
- Overgrading condition (grade conservatively!)
- Missing flaws in photos
- Wrong set/year

Questions? Slack me @Richard

Create SOPs for Every Task: Listing, shipping, customer service, pricing, photography, inventory management.

Keep SOPs Updated: Processes change. Review quarterly, update as needed.

Quality Control System

Week 1: 100% Check

• Review every single piece of work
• Provide immediate feedback
• Correct misunderstandings early

Week 2: 50% Check

• Random sample checks
• Focus on catching recurring issues
• Continue feedback

Week 3-4: 25% Check

• Spot checking
• Focus on edge cases
• Building trust

Month 2+: 10% Ongoing Check

• Random audits
• Catch quality drift
• Maintain standards

Tracking Quality:

• Error rate: Mistakes per 100 tasks
• Speed: Time per task
• Customer feedback: Complaints/compliments
• Platform metrics: Return rate, ratings

My Quality Dashboard (Weekly Review):

• Listings created: __
• Error rate: __%
• Average time per listing: __ min
• Customer rating: __/5

Training Specific Tasks

Training Listing Creation:

Day 1: Demo 5 listings (they watch) Day 2: Do 10 together (side-by-side) Day 3-5: They do 10/day, you watch first few Week 2: Independent with spot-checks

Training Shipping:

Session 1: Demo packaging process Session 2: They package 10 orders supervised Session 3: They ship independently, you inspect

Training Customer Service:

Week 1: You handle, they observe and take notes Week 2: Draft responses, you review before sending Week 3: Handle directly, you monitor Week 4+: Independent with difficult situations escalated to you

Feedback Best Practices

Immediate Feedback (Within 24 Hours):

• Specific: "This card is graded NM but has edge whitening—should be LP"
• Not: "Quality needs improvement"

Positive + Constructive:

• Praise what's done well
• Identify specific improvements
• Explain why it matters

Example: "Great job on the photography—very clear photos. The pricing was a bit high though ($20 vs. market $15). Next time, check TCGPlayer before listing. This helps us stay competitive."

Weekly Check-Ins (15-30 min):

• Review metrics
• Address questions
• Plan next week
• Gather feedback (what's confusing, what tools they need)

Ongoing Development

Month 2: Expand Responsibilities

• Add new tasks (was only listing, now add pricing research)
• Increase volume (20 listings → 40)
• More independence

Month 3-6: Mastery

• Expert at initial tasks
• Training them on advanced skills
• Consider pay increase (reward excellence)

Month 6+: Leadership (If Growing Team)

• Train new helpers (they become trainer)
• More ownership
• Profit sharing consideration

My Best Helper: Started Year 3 ($10/hour, listing only). Year 4 ($12/hour, listing + customer service). Year 5 ($15/hour, manages operations). Now Year 7 ($18/hour, trains others). Growth path keeps great people.

Common Training Mistakes

Mistake 1: Assuming Knowledge

• "Just list the cards" (but haven't explained your process)
• Always demonstrate first

Mistake 2: No Documentation

• Everything verbal (they forget)
• Write it down (SOPs)

Mistake 3: No Feedback System

• They think they're doing great
• You're frustrated with quality
• Regular feedback prevents this

Mistake 4: Expecting Perfection Immediately

• Learning curves exist
• Patient training beats replacement

Mistake 5: Not Investing Time

• "Too busy to train" → Leads to mistakes that cost more time
• Train properly upfront

When Training Isn't Working

After 4-6 Weeks, If:

• Quality not improving despite training
• Reliability issues (disappearing, missing deadlines)
• Attitude problems (defensive, unwilling to learn)

Consider: This might not be the right person. Sometimes hiring mistake, not training failure. OK to part ways and find better fit.

Action Steps

1. This week: Create SOPs for top 3 tasks you'll delegate
2. This week: Set up quality tracking system
3. Week 1 of hiring: Follow training framework (show, do together, watch, independent)
4. Week 2-4: Check quality frequently, provide feedback
5. Ongoing: Weekly check-ins, monthly development planning

Ready to Train Effectively?

Module 6.3 - Pokemon Business Startup Course

Enroll Now →

---

Module 6.3 of Week 6