I Told You 10 Times! How to Train Employees So They Get It
How to Train Employees So They Actually Understand: The Do, See, Hear, Teach, Check Framework
Have you ever found yourself saying, "I've told them 10 times! Why can't they just do what I asked?"
I've been there.
When you're leading people, it's easy to get frustrated when you have to repeat yourself. You explained it. You showed them. You thought they understood. And somehow, they're still doing it wrong.
But here's something I've learned after years of building businesses and leading teams.
Just because you said it doesn't mean you taught it.
And just because someone heard you doesn't mean they understood you.
One of the biggest mistakes we make as leaders is assuming the problem is the person we're trying to teach. Sometimes it is. But sometimes the problem is how we're teaching.
Your job as a leader isn't just to be understood. Your job is to create understanding.
Why Repeating Yourself Doesn't Work
Think about it. If someone doesn't understand something the first time, why would saying the exact same thing five more times suddenly make it click?
Yet that's what we do.
We repeat ourselves, get louder, become frustrated, and eventually decide the person isn't listening.
But what if they're trying?
What if they genuinely don't understand what you're asking them to do?
Before you decide someone isn't listening, ask yourself:
Did I clearly explain what success looks like?
Did I demonstrate how to do the task?
Did I explain why it matters?
Did I give them an opportunity to practice?
Did I check to make sure they understood?
These questions require us to take responsibility for how we lead.
And that's where better leadership begins.
The Five-Step Training Framework: Do, See, Hear, Teach, Check
In running an award-winning restaurant and catering company in Anchorage, we've trained hundreds of employees, including seasonal workers who need to learn quickly.
When you're operating a busy restaurant or food booth at the Alaska State Fair, you don't have weeks to teach someone how to perform a task.
You need a system that works.
That's why I use a simple five-step framework.
1. DO — Demonstrate the Task
First, I do the task myself.
I don't just tell someone how to make something. I physically show them what the finished product should look like and how to get there.
If I'm teaching someone to portion food, I demonstrate the correct portion.
If I'm teaching someone to prepare an order, I walk through the entire process.
People need to see what success looks like.
2. SEE — Let Them Watch the Details
As I demonstrate the task, I make sure they're actually observing the important details.
What am I doing with my hands? How much product am I using? What does the finished result look like?
Sometimes the smallest details make the biggest difference.
Don't assume someone notices everything you notice.
You've probably performed that task hundreds of times. They're seeing it for the first time.
3. HEAR — Explain the Why and the How
While I'm demonstrating, I explain what I'm doing and why.
Not just, "Use this scoop."
Instead, "Use this scoop because it gives us the correct portion every time. That keeps our product consistent and controls our food costs."
Understanding the why helps people make better decisions when you're not standing next to them.
And isn't that what we want?
We don't want employees who can only follow instructions when we're watching.
We want people who understand the process well enough to execute it independently.
4. TEACH — Have Them Teach It Back
This is one of my favorite steps.
After demonstrating and explaining the task, I have the employee perform it and teach the process back to me.
I want them to tell me what they're doing and why they're doing it.
Because here's the thing.
Being able to repeat instructions is different from understanding them.
When someone can teach a process, they demonstrate a deeper level of understanding.
And if they can't explain something, I've just discovered where my training needs more work.
That's not failure. That's useful information.
5. CHECK — Follow Up Before Mistakes Multiply
This is the step leaders often forget.
We demonstrate the task, explain everything, watch the employee do it, and walk away thinking we're finished.
But we're not.
Training isn't complete until you've verified the results.
I learned this lesson the hard way.
I was training someone to make garlic knots. I demonstrated the process, and the employee got to work.
When I came back, there were hundreds of tiny garlic knots.
The dough strips had gotten smaller and smaller, and the finished product wasn't anything like what we needed.
Was that employee trying to ruin our product?
Of course not.
I had missed an important detail in my instructions, and I hadn't checked back soon enough.
That experience taught me something I still use today.
Check back within five minutes.
Not to micromanage. Not because you don't trust people.
Because it's easier to correct one mistake than 200.
Not Every Mistake Is a Training Problem
Now, I want to be clear about something.
Sometimes people understand exactly what you've asked them to do, and they still choose not to do it.
That's a different leadership problem.
There's a difference between someone who doesn't understand and someone who refuses to follow directions.
One requires better teaching.
The other requires accountability.
As leaders, we need to be able to recognize the difference.
I've had employees who forgot things repeatedly, not because they were being defiant, but because they were forgetful.
That doesn't mean we eliminate accountability. It means we find the right combination of support, reminders, systems, and consequences.
You can have grace for people while still maintaining standards.
In fact, I believe that's part of great leadership.
The goal isn't to control people.
The goal is to help them succeed while protecting the standards of your organization.
How to Start Using This Framework Today
You don't need an expensive training program or a complicated employee handbook to get started.
Choose one task your team struggles with.
Then walk through these five steps:
Do: Demonstrate the task correctly.
See: Make sure they observe the important details.
Hear: Explain what you're doing and why.
Teach: Have them perform the task and explain it back.
Check: Return shortly afterward to verify the results.
And here's another tip.
Record yourself performing the task.
We have technology that makes documenting processes easier than ever. A simple training video can be used over and over again.
Your time is valuable. So is your team's.
Build systems that make it easier for people to succeed.
The Leadership Lesson
The next time you catch yourself saying, "I've told them 10 times," I want you to ask a different question.
Have I actually taught them, or have I just told them?
Because those are two very different things.
Leadership isn't about how many times you give instructions.
It's about whether the people you're leading understand what success looks like and have the tools to achieve it.
You can't expect people to meet standards they don't understand.
And you can't build a team that operates independently if everything depends on you repeating yourself.
Stop repeating. Start teaching.
That's how you build better leaders.
And that's how you lead a better life.
Never stop improving.
Frequently Asked Questions
What is the best way to train employees quickly?
Use a consistent training process that includes demonstration, explanation, hands-on practice, teaching the process back, and follow-up. The Do, See, Hear, Teach, Check framework gives employees multiple opportunities to understand the task before they're expected to perform it independently.
Why do employees keep making the same mistakes?
Sometimes it's a training problem. Sometimes it's a lack of clarity, follow-up, motivation, or accountability. Before assuming someone doesn't care, verify that they understand the expectations and know how to perform the task correctly.
How can I tell whether an employee understands my instructions?
Ask them to demonstrate the task and explain the process in their own words. Then observe their work after you've stepped away. Understanding should show up in execution, not just agreement.
How often should managers check employee work?
Check early when teaching a new task. For hands-on activities, returning within five minutes can help catch misunderstandings before they become expensive mistakes. As employees demonstrate consistency, you can reduce the frequency of checks.
How can small businesses improve employee training?
Start by documenting repeatable tasks using short videos, written instructions, checklists, and clear quality standards. Consistent training reduces mistakes, supports accountability, and makes it easier to delegate.
Listen to the Motipulation Podcast
If you're tired of repeating yourself and wondering why your team still isn't getting it, this episode is for you.
In "I Told You 10 Times!", I share real examples from my businesses, mistakes I've made as a leader, and a simple framework you can start using immediately.
Because leading people shouldn't mean losing your mind.
Listen to the full episode of the Motipulation Podcast and start building a team that understands, executes, and grows.
Never Stop Improving
