Are You Training Staff for Relief… or for Results?
Let’s paint the picture.
It’s 2:40 p.m. You just got a text that someone called out. Again.
Then another staffer walks into your office and says, “Hey, the new guy’s here for his first day.”
Relief floods your body like a Gatorade commercial.
Maybe—just maybe—this shift can be covered.
But now comes the decision.
Do you…
A) Train them with care, using best practices, even though it will take more time, energy, and staff support?
Or B) Hand them a quick tour, a binder, and a maybe-you'll-be-fine shrug, just to get through the day?
If we’re being honest, we’ve all been tempted by Option B.
—> It’s fast. It’s “efficient.” It feels like the only option when everything’s on fire.
But let’s call it what it is: a short-term survival move that leads to long-term headaches.
In a recent conversation I had with Dr. Dennis Reid, he discussed how:
Leaders are constantly deciding—whether they realize it or not—whether to train for relief or train for results.
And the results don’t just affect today’s shift.
They shape your entire culture.
What’s at Stake:
When training gets rushed, here’s what happens:
Staff feel unsure.
Supervisors get frustrated.
Mistakes go uncorrected.
Good people leave.
And when that rushed training is for supervisors, the impact is multiplied.
A DSP who doesn’t know what to do might ruin a shift.
A supervisor who doesn’t know what to do can ruin a team.
Behavior Skills Training: The Real MVP
There’s a proven method to avoid this whole mess.
It’s called Behavior Skills Training (BST).
And no—it’s not a new app or a flavor of Gatorade.
Here’s what it is:
Step 1: Explain the skill clearly.
Step 2: Demonstrate it.
Step 3: Practice it together.
Step 4: Provide feedback until they get it right.
It sounds simple, and it is. BUT IT WORKS.
In fact, Dr. Reid’s research has shown that BST is one of the most effective ways to teach critical skills—including when it comes to supervisory behaviors like giving feedback, correcting performance, building rapport, and staying calm when things go sideways.
Need proof? Check out these articles:
🔗 Maintaining Proficient Supervisor Performance…
But here’s where a lot of providers stop short.
They explain it. Maybe even demonstrate it.
They run a great inservice or orientation.
But then they never watch the person do the skill in real life.
They skip the feedback. They skip the coaching.
And that’s like saying someone is ready to play in the big leagues…
because they looked great in batting practice.
You’re Not in Batting Practice Anymore
In real life, people don’t throw easy pitches.
They throw curveballs.
Fastballs high and tight.
Sometimes they just glare at you like the pitcher from Major League who definitely wants to fight you in the parking lot after the game.
And that’s when it matters whether your team has real-world reps.
You don’t want supervisors who theoretically know how to give feedback.
You want ones who’ve practiced it with actual people, gotten feedback, adjusted, and built real confidence.
Training without real-world observation and coaching is like letting someone get their driver’s license after watching a few YouTube videos.
It’s just not enough.
3 Moves You Can Make Right Now
1. Identify one core skill your supervisors need to do confidently.
Feedback? Redirecting poor performance? Following up without micromanaging? Pick one.
2. Use the BST steps to practice it—in real life.
Not just in a training room. Not on a worksheet. Shadow them. Watch them. Coach them. Repeat.
3. Get the free playbook to build these habits faster.
I’ve boiled down four simple supervisory habits into a free resource that’s actually usable. No jargon. No fluff. Just helpful habits that reduce turnover and improve team morale.
👉 Download the Turnover Fix Playbook: 4 Simple Supervisor Habits that Reduce DSP Turnover Fast
Bottom Line:
Fast training might feel good today, but it’ll cost you tomorrow.
Every time you rush someone through without coaching them on real-world skills, you’re making a trade.
Short-term relief… for long-term stress.
Shallow knowledge… instead of deep confidence.
Guesswork… instead of growth.
Choose better. Not just for your team.
But for the people your team supports.
And if you need a little help making the better choice easier?
That’s what I’m here for.
Inspired by the research of Dr. Dennis Reid—thank you for raising the bar for all of us.