Issuu

01 02 03 04

05 06 07 08

Sales Associates Onboarding

Management Pack

02 03

05 06 07

02 03

05 06 07

CONTENTS

SECTION

Table of Contents Pre-Start Touchpoints

02 First Sparkle

Days 1 & 2

03 Confidence Cut

Days 3 – 5

04 Building Brilliance

Weeks 2 – 4

05 Polshed To Perfection

End of Month 1

06 Setting Deeper Roots

End of Month 2

07 Ready To Sparkle

End of Month 3

08 The Treasure Trove

Resources: The Treasure Trove

09 My Sparkle Journey

Personal Notes & Reflection

01 Before You Shine

05 06 07

Before You Shine

01 Pre-Start Touch Points

● Introduction ● Our Values ● Pre-arrival Check List For Managers

Introduction The first impressions a new sales associate forms of your store, and of Signet, will shape their entire experience with us. As their manager, the preparation you put in before they arrive makes a powerful difference. Ensuring systems and access are ready, organising the information they’ll need, and introducing them to the right support network, all help them feel welcomed, valued and set up for success. This stage is about creating a smooth, positive start and building excitement for their journey ahead, so your new team member feels confident and ready to shine from day one.

Contents

Our core values are a set of principles that guide us and define us. They ensure that we stay true to our Mission and live up to our Purpose. How do your values align?

People First

Appreciation | Inclusion | Joy Our people come first. We support and appreciate each other, embrace differences, celebrate uniqueness, encourage development, and reward performance. We have fun together and feel the joy of delivering our mission every day.

Lead Bravely

Team | Innovative | Agile We transform our future with courage and vision by working as a team. We are curious, challenge the status quo, and innovate. We are agile and fearless, committed to win by focusing on priorities that make a difference.

Own It

Accountable | Integrity | Continuous Improvement We deliver on commitments because we are personally accountable. We learn from mistakes and strive for continuous improvement. We are trustworthy, always operating with the highest integrity.

Customers

Exceed Expectations | Earn Trust | Build Relationships We provide truly memorable experiences, striving to always exceed expectations. We delight in gaining customer trust, developing lasting relationships, and providing the best products, service, quality, and value.

Straight Talk

Honest | Respectful | Collaborative We listen, seek the truth together, and tell it like it is, even when it’s difficult. We are honest and respectful. We communicate openly and clearly, strive to simplify, and drive collaboration.

Signet Values

Pre-arrival Check List For Managers Before your new starter arrives consider the following: Activity Communication Prep Revisit Genius to check candidate appointed on correct start date Send welcome message to the new starter via email/text/whatsapp. Include start date and shift time, name of buddy, staff room facilities. Share start date and role details with the team. Share information regarding dress code, send as attachment: HS link here, EJ link here Buddy Selection Choose a buddy from the team. Consider step up, or experienced SA and ensure mirrors shift patterns. Provide guidance on buddy responsibilities (support, answering questions, encouraging integration). First Day Preparation Create a structured plan for the first day. (see suggested Day 1 agenda in Section 02) Prepare any additional team introduction activity as you see fit. (e.g. getting to know you activity, Signet values and culture activity in Section 02) Plan additional staff to cover to support first 2 days of onboarding as required.

Completed

R E TA I L O N B O A R D I N G J O U R N A L

STORE MANAGER

Managing Probationary Periods Everyone joining our team has a three-month probationary period ending in a formal review. The way we support new starters hasn't changed - check-ins, coaching, feedback and the Brilliant Beginning roadmap all stay as they are. What's new is a clear decision point at the end of the first three months, and your responsibility for reaching it with evidence.

The 12-week timeline Weeks 1–4

Weeks 6–8

Week 10

Weeks 11–12

Weekly check-ins

Fortnightly check-ins

Readiness check-in

Probation review

Set expectations and standards. Book the remaining check-ins now.

Review progress, agree support, and record what was discussed.

Discuss readiness, name any gaps and gather your evidence.

Hold the review before the three months end and record the outcome.

Your responsibilities Throughout

At the review

•

Set clear expectations, priorities and standards from day one

•

Hold the review before the three-month period ends

•

Plan check-ins into the rota at the start of the period

•

Base the outcome on the evidence you have gathered

•

Keep a written record of check-ins, actions and support

•

Confirm passed, extended or not passed

•

Protect time for Inspire Academy induction learning

•

Contact Employee Relations before extending or not passing

•

Raise concerns early and explain what needs to improve

•

Record the agreed outcome on People Manager

At the end of the three months Probationary Period confirmed

Probationary Period extended

Expectations met and induction learning complete. Confirm completion on People Manager.

Where more time or support is needed, an extension can be agreed with clear objectives and a new review date. Speak to Employee Relations first.

Where expectations have not been met despite clear feedback and reasonable support, the probationary period may not be passed. This should never come as a surprise and must be supported by evidence and a documented rationale.

Speak to Employee Relations before any decision to extend or not pass the probationary period. Full detail, including the review process and outcomes, is set out in the Managing Probationary Periods Reference Guide and FAQs.

02 Days 1 & 2

First Sparkle

● Introduction for Section 2 ● Day 1 and 2 Check Lists For Managers ● Suggested Welcome Activities ● The Hub and Inspire Academy Introductions ● Optional Activities (Getting to Know You, Signet’s values & culture, “What I Hope To Achieve”) ● Compliance at Signet Section 2: First Sparkle (Days 1–2) The first two days set the foundation for a new sales associate’s experience in your store. This stage is all about creating a warm welcome, building early confidence, and giving them the essentials they need to feel settled and supported. As their manager, you’ll guide them through key first ‑day activities, from introductions and store orientation to early tasks, learning resources, and compliance requirements. These opening days also provide space to begin shaping their connection to Signet’s culture, values, and learning journey. With the right structure, encouragement, and touchpoints, you’ll help your new team member feel informed, included, and excited for the journey ahead

Day 1 & 2

Contents

Activity

Completed

Day 1 and 2 Check Lists For Managers Obtain payroll number from People Manager when start date entered.

Sign / Scan Contract and send to HR Service Centre Use Password Management on the Hub to generate user details for Signet systems at least 2 days prior to start date. Ensure user profile set up correctly. Complete a test till transaction. Set till pin and security level. ESS Password ESS Bank Details Working Patterns to be entered on People Manager prior to start date Repairs Admin (change setting to 250 units so that all products can be accessed) Job Description / responsibilities & style guide compliance Discuss/provide absence policy Working hours, break entitlement, and holiday policy Managing performance via Sales Management on iPad Induction planning and access to Inspire Academy Introducing Your team Security Conversations – selling protocols/sign-in procedures/wanding & searches/alarm call out & key holders (management only), iPad security Fire exits, extinguishers & assembly points Stock room, storage and safes Shop tour / toilets / lockers / staff room

Scan Passport / ID and send electronic copies to HR Service Centre

Day 1 Here is an example of a day 1 agenda. Activities and timings may differ, dependant on the requirements of your role and your department. Suggested Activities Welcome by Manager/Buddy Introduction to Signet Brands & Services Q&A Session: “What I Need to Know” Benefits at Signet, commission scheme, uniform benefit, Real Signet Rewards Health and Safety Checklist print and sign off Overview of week 1 responsibilities (greeting customers, introducing customers to team members who will lead their visit, observe The Vibe and Wavelength) Observe selling behaviours (The Vibe and Wavelength)

Welcome Meeting Agenda for Day 1

The Hub The Hub is Signet’s central intranet system and should be your first stop once via Quick Links, including ESS (Employee Self-Service), People Manager, Inspire Academy, Share the Love, and more. It also holds useful information about Signet that’s used across both SSC and Retail. If you’re new, start by checking out the organisation charts, the Refer a Friend scheme, and Share the Love. They’re a great way to understand how things work and how you can get involved. In short: if you’re looking for information, head to the Hub first https://intranet.signet.co.uk/ .

your IT access is set up. From the Hub, you can quickly access all key systems

Complete Brilliant Beginning Learning Path in Inspire Academy

working, we’ve created a series of essential eLearning modules hosted on Inspire Academy. These bite-sized sessions are designed to give you the knowledge and confidence you need to navigate your new environment, covering key topics such as our systems, policies, compliance, and core values. Head to Inspire Academy via the hub.

Please ensure you complete all assigned onboarding modules by the end of Week 2. If you experience any issues accessing the content, speak to your buddy or contact the L&D team for support. learninganddevelopmentuk@signetjewelers.com .

To help you settle into your role and understand more about our ways of

Getting To Know You (OPTIONAL ACTIVITY) Icebreaker: “3 Things About Me”

 One must be work-related (e.g., “I’ve worked in X industry for 5 years”)  One fun fact (e.g., “I once met a celebrity”)  One surprise or mystery fact – give clues for this one! Then, share your facts with your buddy or team - they have to guess the “surprise” fact from your clues. Work-Related Fact

Fun Fact

Surprise/Mystery Fact

Write three things about yourself:

Signets Values & Culture (OPTIONAL ACTIVITY) Signet’s Core Values: People First – We care for each other. Own It – We take responsibility and act with integrity. Lead Bravely – We embrace change and innovate. Straight Talk – We speak openly and honestly, sharing feedback with respect and clarity.  Customers - We provide truly memorable customer experiences, striving to always exceed expectations Activity: Reflect on the values and consider the following: Which value resonates most with you and why?

Share an example (from a previous job or experience) where you lived one of these values.

How can you demonstrate one of these values in your new role?

   

“What I Hope To Achieve” (OPTIONAL ACTIVITY) Write your thoughts below.

In my first month, I want to… (e.g., Feel confident using key systems, contribute to my team’s goals)

Questions I have about my role:

Skills I’m excited to use or develop:

In my first week, I want to… (e.g., Learn who’s who in my team, understand my daily tasks)

● Name three benefits that Signet offer to all employees ● Tell me what you must politely ask the customer to do before removing stock from the window. ● Give me three elements that are a part of the wavelength cycle ● Tell me three modules that you have completed for compliance training. ● Why is it so important to comply with GDPR in store.

● Name the company core values

Guide me through......

Compliance eLearning Check-List

eLearning Modules

To be completed by:

Welcome to Signet

End of Day 2

Love Your Benefits

End of Day 2

Essential Compliance Suite

End of week 1

Store Security Protocol

End of Day 2

BVP

End of Day 2

Wavelength / The Vibe

End of Day 2

Date Completed:

This list will change as new brands are introduced. Please include as necessary.

Days 3 - 5

Confidence Cut

Contents Introduction to Section 3

•

Week 1 Check List for Managers

•

Optional confidence building activities

•

One to one meetings with key team members

•

First Week Progress Conversation with Manager/Buddy

•

Managers Weel 1 Check List

•

Sales Associates Week 1 Skills Sign Off

•

Day 3 – 5

Section 3: Confidence Cut (Days 3–5) The Confidence Cut phase supports new sales associates as they begin to move beyond early introductions and grow more assured in their role. This stage focuses on strengthening their understanding of store operations, building meaningful connections with the team, and developing the skills they’ll rely on throughout their first weeks. Managers play a key part here by guiding essential Week 1 activities, from confidence building tasks and one-to-one conversations to structured Progress Conversations and early skills sign-off.

Together, these

touchpoints help new starters feel more capable, supported, and ready to start contributing with growing independence.

Week 1 Check List For Managers Activity

Completed

Confirm employee has access to the eLearning platform

Address any questions or knowledge gaps Health & Safety / Evacuation Schedule & organise a practice fire exit drill Introduce the Health & Safety Law noticeboard for key contacts at Signet Explain health, safety, and access protocols Progress Conversation Meetings with Key Team Members Arrange introductions and short meetings with team members, discuss department responsibilities, step up duties Encourage employee to discuss first week observations First Weeks Progress Conversation with Manager/Buddy Schedule first week Progress Conversation Review employee’s experience of onboarding so far Clarify any concerns, challenges, or support needed Agree on focus for the next week

Review progress on the Compliance and Onboarding eLearning Checklist for Week 1

Compliance & Onboarding eLearning

We know starting a new role can feel overwhelming. These activities are designed to help you build confidence in your environment and your new role.

Confidence Building (OPTIONAL ACTIVITY)

Activity 1: “Job Role Treasure Hunt”

Where do we log IT system issues?

Who approves annual leave?

What are 3 main systems or tools you’ll be using?

Use this activity to ask questions, meet team members, and become familiar with daily tools and processes. Activity 2: “Knowledge Snapshot” End each day by answering: 1.

What’s one thing I learned today?

What’s something I feel more confident about?

What’s a question I still have?

Use the Onboarding resources you have received so far to find answers to the following:

Role

Manager

Start Date

Buddy

Progress Conversation Date

Employee Name

First Week Progress Conversation with Manager/Buddy

Welcome & General Experience

How has your first week been overall?

What has gone well so far?

Is there anything that has surprised you?

Onboarding & Support Tell me how you would access everything you need (IPads, tills, logins, etc.)? What can you tell me about key team members responsibilities? What have you learnt whilst completing compliance learning on Inspire Academy?

Tell me what you understand to be your role and expectations?

Is there anything that’s still unclear or that you'd like more information about?

Have you had regular contact with your buddy?

Tell me how your buddy has been helpful and supportive?

Questions & Concerns Do you have any questions or concerns at this stage?

Is there anything that would help improve your experience? Actions / Next Steps

Employee Signature Manager/Buddy Signature

Buddy Support

Signed Off By

Role Understanding

Managers Week 1 Check List Daily Support

☐ Set a small, achievable task for the day: ☐ Team Member to Observe 1 watch interaction ☐ Team Member to Observe 1 jewellery interaction ☐ Team Member to Observe 1 diamond interaction ☐ Team Member to Observe 1 watch adjustment Reflection & Feedback ☐ Ask the team member to record their observations using The Vibe / Wavelength infographic ☐ Review their notes with them ☐ Provide clear, constructive feedback ☐ Identify any gaps in confidence or knowledge Next Steps ☐ Agree one improvement focus for the next shift ☐ Set the next observation task

Structured Observation Task

☐ Carry out daily Progress Conversations with the new team member ☐ Be visibly available for questions and support throughout the shift ☐ Coach on how to switch an interaction over to a colleague

Level

1. Awareness

2. Support Required

4. Skilled/ Ability to Coach

3. Independent

Description Has been introduced to the concept but cannot perform without demonstration. Can perform with guidance, shadowing, or step-by-step prompts. Performs confidently without help; understands the “why”, not just the “how”. Can perform, troubleshoot, and coach other.

Skills Matrix

End of Week 1 Skill Area

Evidence Required

Target Level

Store Orientation and Standards

Can explain store zones, health & safety basics, daily routines, personal presentation standards

Customer Greeting

Initiates a warm greeting without prompting; demonstrates body language basics

Observational Selling

Shadows 2 consultations and identifies what good looks like

Product Basics

Can describe at a basic level: product location/ what area is in difference between Bridal & Fashion

Brand Basics

Recognises key collection signature elements (e.g. every brand has story/ USP’s/ DSP’s)

Systems Logins and Navigating

Logs into iPads. Inspire Academy, Hub, Teams, iPad Diamond tools

Security Awareness

Can state key do’s and don’ts; understands personal responsibility

Team Integration

Asks for help appropriately; engages in huddles

Management Sign-off

01 04

Weeks 2 – 4

Building Brilliance

Introduction to Section 4

●

Bronze Onboarding eLearning Checklist

●

2 – 4 Week Progress Conversation with Manager/Buddy Template

●

Managers Week 2 Coaching & Support Check List

●

Skills Sign Off Weeks 3 to 4

The Building Brilliance stage supports new sales associates as they begin to deepen their knowledge, strengthen relationships, and put their learning into practice. Weeks 2–4 move beyond early orientation and focus on developing confidence through structured learning, meaningful engagement, and real in‑store experience. As a manager, this phase is your opportunity to guide their progress, help them build momentum, and ensure they stay on track with key onboarding milestones. Through regular check ‑ins, clear goals, and continued support, you’ll help your new team member grow their capability, build their network, and start contributing with increasing independence.

Section 4: Building Brilliance (Weeks 2–4)

●

Weeks 2 - 4

Contents

Brand value proposition – Your observations between both EJ and HS brands. What is the distinct DNA of

•

Guide me through.......

each brand?

•

The warranty confidence checklist (see following page) peace of mind on their special purchase.

•

Your understanding of the different credit terms we offer, and the minimum deposit required to apply.

•

Access the finance calculator and show me how you input the information required to begin the application process.

•

Show me how you would send a product of interest on a watch and a ring.

Lets make sure you are ready to give our customers

Warranty Confidence Checklist

02 03 04

Role

Manager

Start Date

Buddy

Progress Conversation Date

What have you learned about the business?

What goals will you focus on for the next 30 days?

What support do you need?

Other

Signed Off By Employee Signature Manager/Buddy Signature

What challenges have you overcome?

What highlight moments would you like to share?

Employee Name

2 – 4 Week Progress Conversation with Manager/Buddy

Managers Week 2 - 4 Coaching & Support Check List Practice & Development

☐ Schedule and deliver 3 practice sessions per week ☐ Ensure sessions focus on key product and sales skills Wavelength Observation Sheet

☐ Record completion of each practice session: The Vibe Observation Sheet

☐ Observe 2 real-time customer interactions per week ☐ Take brief notes on performance ☐ Provide immediate, constructive feedback ☐ Reinforce what went well and identify one improvement point Guided Selling ☐ Act as buddy for the new starter’s first 3 sales ☐ Support and guide them through each transaction ☐ Gradually reduce support as confidence increases ☐ Confirm when independent selling is achieved

Live Observation

Wavelength Observations

02 03 04

The Vibe Observations

02 03 04

eLearning Modules

To be completed by:

Jewellery Styles, Metals and Hallmarks

End of month 1

Birthstones

End of month 1

Pearls

End of month 1

Signet Watches

End of month 1

Repairs

End of month 1

Valuations

End of month 1

Warranty Training

End of month 1

Signet Credit Programme

End of month 1

Date Completed:

This list will change as new brands are introduced. Please include as necessary.

BRONZE eLearning Check-List End of Month 1

01 02

Month 1 Progress Conversation

Polished to Perfection

Contents End of Month 1 Month 1 Check List for Managers

●

End of Month 1 Self Assessment Worksheet

●

Managers Progress Conversation and Feedback

●

Optional Celebrating 30-day achievement Template

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Managers Month 1 Review & Performance Check List

●

Sales Associate Skills Sign Off For Month 2 - 3

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Introduction to Section 5

●

Section 5: Polished to Perfection (End of Month 1)

associate’s onboarding journey. By the end of their first month, they should be finding their rhythm, growing in confidence, and beginning to take ownership of their role. This stage focuses on reviewing their progress so far, celebrating achievements, and identifying the right support to keep them developing into Months 2 and 3. As a manager, you’ll guide structured check‑ins, support self‑assessment, and use dedicated tools to review performance, coach effectively, and sign off early skills. This phase is all about recognising growth, reinforcing expectations, and ensuring your new team member feels motivated and supported as they move into the next stage of their journey.

The Polished to Perfection stage marks a key milestone in your new sales

Month 1 Check List For Managers Activity

Provide employee with the self-assessment worksheet

Review responses ahead of the Progress Conversation meeting

Encourage open, honest reflection on confidence and progress for any challenging modules

Self-Assessment Worksheet

Completed

Manager Progress Conversation & Feedback

Schedule end-of-month Progress Conversation Share feedback on performance, strengths, and areas for growth

Celebrating 30-Day Achievement Acknowledge and celebrate key successes from the first month and record in the Celebrate 30-day Wins Activity Recognise contributions publicly where appropriate Reinforce employee’s value to the team and company

Agree on development focus for Month 2 onwards

Role

Manager

Start Date

Buddy

Progress Conversation Date

Area

Rating (1 – 5)

Comments / Examples

Managing my daily tasks and workload

Knowing who to go to for support Communicating with my team

Part 2. Learning and Development Progress “I have completed all required onboarding eLearning” ☐ Yes

☐ No

☐ In progress

If no/in progress, please explain: What learning or development activities have had the most impact so far?

What areas would I like to develop further in the next month?

Is there any learning content I feel is missing or unclear?

Using job-specific systems or tools

Understanding of my core responsibilities

Part 1. Confidence in Role Rate how confident you feel in the following areas of your role. Use the scale: 1 = Not at all confident | 3 = Somewhat confident | 5 = Very confident

Employee Name

End of Month 1 Self Assessment Worksheet

Part 3. Team & Culture Rate your experience of integrating with your team and Signet’s culture so far. Area

Comments / Examples

I feel welcomed and included in my team

I feel comfortable asking for help

I’ve had opportunities to build relationships

I understand and align with Signet’s values

Rating (1 – 5)

Part 4. Looking Ahead

One goal I have for the next month:

One thing that would help me succeed further:

One thing I’m proud of achieving so far:

Role

Manager

Start Date

Buddy

Progress Conversation Date

What goals will you focus on for the next 30 days?

What support do you need?

Feedback

Signed Off By Employee Signature Manager/Buddy Signature

What have you learned about the business?

What challenges have you overcome?

What highlight moments would you like to share?

Employee Name

Managers Progress Conversation and Feedback

Celebrating My 30-Day Wins Activity: Reflect, Recognise, Refocus (OPTIONAL ACTIVITY) Take 20–30 minutes to reflect on your first month using the prompts below. Be honest and celebrate the small stuff as much as the big achievements.

Part 1: My Proud Moments (Win) Why It Matters

Who Helped/Supported

Built confidence using Retail Assist

I can now log my own IT issues

My buddy talked me through it

Win

Part 2: What I’ve Learned So Far (add more)

 Importance of my role  Key systems I need (e.g. Teams, IA, the Hub.)  Our brand values  How we support stores  Who to go to for...  How my work contributes to the customer experience

Part 3: What’s Felt Challenging Think about any moments you’ve felt unsure, overwhelmed, or stuck. What did you do about it?

 The business structure

Part 4: My Personal Highlights What has been:  Your favourite moment so far

 A person who’s made you feel welcome

 Something unexpected you’ve enjoyed

Part 5: Focus for the Next 30 Days Why I’s Important

Support or Resources I Need

e.g. Built confidence using Retail Assist

I can now log my own IT issues

My buddy talked me through it

Part 6: If you could give yourself one piece of advice for the next month, what would it be?

Goal

Managers Month 1 Review & Performance Check List Formal Reviews

☐ Hold a formal review check-in with the new team member ☐ Agree when reviews will move to fortnightly or monthly

☐ Document outcomes and actions from each review Sales Observation

☐ Assess confidence, product knowledge, and customer experience

☐ Observe 1 full sale interaction per week ☐ Provide structured feedback after the observation

☐ Set a clear weekly performance goal Example: “This week: complete 3 independent sales consultations” ☐ Ensure goals are: ☐ Specific ☐ Measurable ☐ Achievable ☐ Realistic ☐ Timely ☐ Review progress against the goal at the next Progress Conversation

Goal Setting

Skills Matrix Level

2. Support Required

4. Skilled/ Ability to Coach

Month 1

Uses open questions, shows warmth, tailors approach

The Vibe/ Wavelength customer journey

Can run through the steps in a practice/ roleplay confidently

2-3

Product KnowledgeDiamonds & Diamond Jewellery

Explains 4Cs confidently; can uses USP’s, features & Benefits Explains brand story, range features, USP’s

2-3

Completes 3–5 assisted sales with feedback

Processes card sales, gift cards, exchanges and IFC with support

2-3

Independently completes customer orders and collections

Repair Take on and Collection Process

Explains what repairs are available; shadowed at least 1 take on

Customer Journey Behaviours

Demonstrates empathy, confidence, and brandaligned behaviours

2-3

Store Security

Uses correct security procedures when selling

Management Support Note & Sign off

Greeting & ‘Connect’ skills

Product KnowledgeBranded Diamonds (Experience dependant optional) Assisted Sales including Introduction of Warranty Card Transactions(Must have completed eLearning Responsible Selling ) Use of Portal

Target Level 3

Evidence Required

Skill Area

3. Independent

1. Awareness

01 04

05 06

Month 2 Progress Conversation

Setting Deeper Roots

Contents

End of Month 2

● Introduction to Section 6 ● Month 2 Check List For Managers ● Managers Progress Conversation and Feedback

● End of Month 2 Progress Reflection Worksheet ● Managers Month 2 Observation & Targets Check List

● Skills Sign Off For Month 2

Section 6: Setting Deeper Roots (End of Month 2)

The Setting Deeper Roots stage supports your sales associate as they continue building confidence and capability throughout Month 2. By this guidance will help them deepen their skills, strengthen good habits, and stay motivated. This phase focuses on structured reflection, targeted coaching, and clear performance conversations that help shape their ongoing development. Through regular check ‑ins, observation, and skills sign‑off, you’ll be able to recognise progress, identify areas that need support, and set meaningful goals for the weeks ahead. Your leadership at this point helps ensure their momentum continues as they move further into their journey with Signet.

stage, they should be growing more independent in their role, and your

Month 2 Check List For Managers Activity

Provide and review the employee’s completed reflection worksheet

Identify areas requiring additional support

Discuss key achievements, challenges, and lessons learned

Progress Reflection Worksheet

Completed

Career Path Conversation

Use conversation prompts to explore career goals and aspirations Share potential opportunities within Signet

Agree on next steps or actions linked to career development L&D Module Recommendation

Encourage completion and discuss application of learning Track progress through Inspire Academy Manager Progress Conversation & Feedback Hold end-of-month 2 Progress Conversation discussion Provide balanced feedback (strengths and growth areas) Agree on focus areas for the coming month

Suggest relevant learning modules aligned to employee’s goals and role

Role

Manager

Start Date

Buddy

Progress Conversation Date

Area

Rating (1 – 5)

Comments / Examples

Confidence in using key tools and systems

Relationship building with colleagues

Knowledge of company policies & processes

Understanding of my role & responsibilities

Part 1. Confidence in Role Rate how confident you feel in the following areas of your role. Use the scale: 1 = Not at all confident | 3 = Somewhat confident | 5 = Very confident

Employee Name

End of Month 2 Progress Reflection Worksheet

Contribution to team goals

Part 2. Looking Back on Month 2 What were my biggest achievements this month?

What challenges did I face, and how did I handle them?

Time management & organisation

Part 3. Career Path Progress Conversation What aspects of the role excite me most right now?

Which skills do I want to develop further?

Part 4. Looking Ahead

What additional support, training, or resources would help me?

Do I feel I have the right support from my manager/team? (Yes/No/Somewhat)

What are my top 3 goals for Month 3? 1.

2. 3. What one habit or action can I take next month to strengthen my performance?

Part 5. Recommended eLearning Modules on Inspire Academy eLearning Module Recommendation

Can support with…

Role

Manager

Start Date

Buddy

Progress Conversation Date

What highlight moments would you like to share?

Employee Name

Managers Progress Conversation and Feedback

What challenges have you overcome?

What have you learned about the business?

What goals will you focus on for the next 30 days?

What support do you need?

Feedback

Signed Off By Employee Signature Manager/Buddy Signature

eLearning Modules

To be completed by:

Forever Diamond (HS)

End of month 2

Origin by (EJ)

End of month 2

Vera Wang (EJ)

End of month 2

LeVian L1 Chocolate (EJ)

End of month 2

LeVian L2 Tanzanite (EJ)

End of month 2

Kleora (EJ)

End of month 2

Mila Green (HS)

End of month 2

Bloom (EJ)

End of month 2

Harriet (HS)

End of month 2

Date Completed:

05 06

This list will change as new brands are introduced. Please include as necessary.

SILVER eLearning Check-List End of Month 2

Level

1. Awareness

2. Support Required

4. Skilled/ Ability to Coach Skill Area

Evidence Required

Target Level 3

Completes 1 full bridal consultation independently

Advanced Product Knowledge

Articulates features/benefits, compares collections, uses storytelling

Finance and Returns Transaction Capability

Complete finance applications (with support), refunds, exchanges

Repairs Take On

Takes repair independently following SOP

Shrink & Security

Demonstrates bag checks, cabinet management, Security protocol awareness, stock control

Daily Operations

Can complete cleaning routines, store standards, opening setup tasks

Service & Value building

Consistent offering of warranty, repair care plans, upsell & add on items

Customer relationship building

Captures Client book details, shows follow-up behaviours

Introduction of Events e.g. LeVian, Gold Exchange

Able to introduce and capture client details with invites and appointments secured

Bridal Consultation

Handles the full customer journey without assistance

Independent Sales

Management Sign Off

End of Month 2

3. Independent

Skills Matrix

01 03 04

05 06

Ready To Sparkle

End of Month 3

● Introduction to Section 7

End of Month 3

Contents

● Month 3 Check List For Managers ● Skills Matrix

● Optional 90-day review form ● Onboarding Feedback Form

● “What’s next in your Signet journey?”

Section 7: Ready to Sparkle (End of Month 3)

onboarding journey, the completion of their first 90 days. By this stage, they

The Ready to Sparkle stage marks a major milestone in your sales associate’s should have developed a strong foundation, built solid product and service

skills, and begun contributing confidently within the team. This final section focuses on reviewing their overall progress, assessing their strengths, and identifying the support they need as they move beyond onboarding and into skills reviews, and forward‑looking development tools, you’ll help them celebrate how far they’ve come and explore what’s next in their Signet journey. Your guidance at this point ensures they leave the onboarding phase feeling recognised, supported, and ready for their continued growth.

ongoing development. Through structured checklists, reflective conversations,

Month 3 Check List For Managers Activity

Provide employee with the 90-day review form

90-Day Review Form

Completed

Discuss progress, achievements, and areas for improvement

Capture notes for reference in ongoing development Goal-Setting for Next 3 Months

Set clear, measurable goals aligned with role and business objectives Ensure goals are challenging yet achievable

Discuss Stepping – Up opportunities

Agree on support and resources needed to achieve them

Feedback on Onboarding Experience

Invite feedback on what worked well and any gaps Discuss insights openly to identify improvements

“What’s Next in Your Signet Journey?” Share resources for learning, development, and career growth Encourage employee to explore opportunities within the business Plan follow-up conversations for ongoing development

Document feedback for continuous improvement of the onboarding process

Role

Manager

Start Date

Buddy

Progress Conversation Date

Area

Rating (1 – 5)

Comments / Examples

Use of systems and tools

Understanding of my core responsibilities

Part 1. Confidence in Role Rate how confident you feel in the following areas of your role. Use the scale: 1 = Not at all confident | 3 = Somewhat confident | 5 = Very confident

Employee Name

Optional 90-Day Review Form

Team collaboration and communication

Knowledge of company policies & procedures Adherence to Signet Compliance

Part 2. Looking Back on My First 90 Days What am I most proud of achieving?

What challenges did I face, and how did I handle them?

What new skills or knowledge have I gained during my onboarding?

Part 3. Managers Feedback Strengths observed:

. Part 4. Looking Ahead

Support and resources needed:

Areas for development:

Key goals and priorities: 1.

3. Learning & Development Focus Areas:

Additional Comments:

Signed Off By Employee Signature Manager/Buddy Signature

eLearning Modules

To be completed by:

Arctic Light (EJ)

End of week 12

The Diamond Promise (EJ)

End of week 12

GSI Diamond Essentials

End of week 12

Downey Design

End of week 12

Gold Exchange Service (HS)

End of week 12

Date Completed:

GOLD eLearning Check-List End of Month 3

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This list will change as new brands are introduced. Please include as necessary.

Level

1. Awareness

2. Support Required

4. Skilled/ Ability to Coach

Skills Area

3 months onwards Target Level

Confidently guides customers through the full sale, links and upsells products, and closes including exchanges, without prompting Advises accurately across the full range, including features, benefits and comparisons, without checking with a colleague

Handling difficult conversations

Confidently de-escalates customer complaints and product or returns issues professionally

2-3

Customer Service & Rapport

Builds genuine rapport, resolves everyday queries independently, and drives repeat custom

Stock, Merchandising & Security

Follows replenishment and visual merchandising standards; follows stock routines and loss-prevention procedures

Personal KPI Ownership

Understands own targets (conversion, ATV, units per transaction) and works to hit them

Product Knowledge & Advice

Management Sign Off

Evidence Required

Selling & Conversion

3. Independent

Skills Matrix

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Onboarding Feedback Form Role

Manager

Start Date

Buddy

Progress Conversation Date

Employee Name

Part 1. Overall Experience of Onboarding at Signet Rating (1 – 5)

Comments / Examples

Area How would you rate your overall onboarding experience?

How clear and helpful was the information provided before your first day? Did you feel you received the support you needed when joining the team?

Rate your confidence level in understanding your role and responsibilities after onboarding.

Rate the effectiveness of the online learning during your onboarding

How helpful were your initial induction sessions in week 1?

Part 2. Suggestions

What could be improved?

Any other comments or ideas to enhance onboarding at Signet:

Thank you for your feedback! Your insights help us make the Signet onboarding experience even better.

What was the best part of your onboarding experience?

What’s Next In Your Signet Journey 02

Your first 90 days are just the beginning! We’re committed to supporting your growth and helping you reach your full potential.

developing your skills, explore leadership opportunities, and plan your next

In this section, you’ll find a range of resources designed to help you continue steps.

Be Brilliant – Apprenticeships at Signet At Signet, we’re committed to helping you shine and grow in your career. Be Brilliant is the

name we give to our apprenticeship offering, providing opportunities to learn, develop, and wide range of apprenticeships across different

achieve qualifications while you work. We offer a levels, covering both business and retail topics. To explore what’s available and find the right Brilliant page on Inspire Academy. Aspire Career Development Programme Aspire is our flagship career development programme; a 6-month accelerator that helps you get clearer, more confident, and more intentional about where you’re going — and equips you with the tools, belief and visibility to get there faster.

path for you, visit the Apprenticeship Hub or Be

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You've completed your Brilliant Beginning. We'd love to hear how the onboarding journal and eLearning worked for you, so we can improve them for the next new starters.

Onboarding Journal Feedback Form

Please use the QR code to access this feedback form. This takes about 8 minutes, and you can stay anonymous.

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Thank you for your feedback! Your insights help us make the Signet onboarding experience even better.

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The Treasure Trove Resources

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Contents

Resources to support the onboarding journey

● Platinum & Leadership eLearning Checklists ● See how your team is getting on in Inspire Academy

● Policies at Signet ● Share the Love Poster ● Stepping Up Policy ● Glossary

● Grow Brand Love Strategic Vision

Section 7: Ready to Sparkle (End of Month 3)

support a smooth and consistent onboarding experience. These resources give

This final section brings together the key tools and reference materials that managers clear guidance on policies, expectations, development pathways, and and policy summaries to cultural tools and a glossary of essential terms, this

the wider Signet vision your new sales associate will grow into. From roadmaps section is designed to help you provide clarity, answer questions with Having these materials at your fingertips ensures you can guide your team member effectively at every stage of their journey.

confidence, and reinforce the values and standards that shape life at Signet.

eLearning Modules

To be completed by:

Phone calls, emails and internet sales

End of month 3 plus

Mastering Appointments

End of month 3 plus

Handling complaints

End of month 3 plus

Ear piercing (HS)

End of month 3 plus

Online Appointment Booking

End of month 3 plus

Date Completed:

PLATINUM eLearning Check-List Month 3 plus

05 06 07 08

This list will change as new brands are introduced. Please include as necessary.

Leadership eLearning Check-List

eLearning Modules

To be completed by:

Using People Manager

End of month 3 plus

Progress Conversation conversations

End of month 3 plus

Giving and receiving feedback

End of month 3 plus

Signet Leadership Traits

End of month 3 plus

Managing your clientelling business (MYCB)

End of month 3 plus

MYCB observations

End of month 3 plus

MYCB performance reviews

End of month 3 plus

Developing Your Team

End of month 3 plus

BID

End of month 3 plus

Functions of a Leader

End of month 3 plus

Are you being a consistent leader?

End of month 3 plus

Month 3 plus

Date Completed:

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05 06 07 08

This list will change as new brands are introduced. Please include as necessary.

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02 03

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Policies at Signet As part of your onboarding, we’ve provided a list of key policies on the Hub understand our ways of working, responsibilities, and expectations. Please

with links for you to access easily. These policies are designed to help you make sure you read through them within your first four weeks, as they will give you a strong foundation for your journey with Signet. You can access

these policies on the Hub, quick link here: Onboarding Policies This FAQ link covers the key things booking holidays and dress code.

You may also find it helpful to keep these additional policies to hand, all

you'll need from day one, such as

available on the Hub via the links below:

 Absence Review Form  Disciplinary Policy  Emergency leave Policy

 Flexible Working Policy  Grievance Policy  Investigation Interview Template and Guide  Performance Check in template  Probation Reference Guide and FAQ Document  Return to Work Form  Sickness Absence Policy  Welfare Check in template  Working Time Policy

 Lateness Trigger Form

Store Communication & Business Continuity Your store’s contact telephone number and email address are important

communication channels and may be used during periods of disruption, such as severe weather, store closures, or system outages. In the event of a business continuity incident, important updates and other agreed communication channels to help keep colleagues informed

instructions will be communicated through your store email, telephone, or and safe.

contact details are up to date.

Please ensure you know how to access your store email and that your

05 06 07 08

STORE MANAGER

Managing Probationary Periods

Weeks 6–8

Week 10

Weeks 11–12

Weekly check-ins

Fortnightly check-ins

Readiness check-in

Probation review

Set expectations and standards. Book the remaining check-ins now.

Review progress, agree support, and record what was discussed.

Discuss readiness, name any gaps and gather your evidence.

Hold the review before the three months end and record the outcome.

Your responsibilities

Weeks 1–4

The 12-week timeline

Everyone joining our team has a three-month probationary period ending in a formal review. The way we support new starters hasn't changed - check-ins, coaching, feedback and the Brilliant Beginning roadmap all stay as they are. What's new is a clear decision point at the end of the first three months, and your responsibility for reaching it with evidence.

R E TA I L O N B O A R D I N G J O U R N A L

•

Set clear expectations, priorities and standards from day one

•

Hold the review before the three-month period ends

•

Plan check-ins into the rota at the start of the period

•

Base the outcome on the evidence you have gathered

•

Keep a written record of check-ins, actions and support

•

Confirm passed, extended or not passed

•

Protect time for Inspire Academy induction learning

•

Contact Employee Relations before extending or not passing

•

Raise concerns early and explain what needs to improve

•

Record the agreed outcome on People Manager

At the end of the three months

At the review

Throughout

Probationary Period confirmed

Probationary Period extended

Expectations met and induction learning complete. Confirm completion on People Manager.

Where more time or support is needed, an extension can be agreed with clear objectives and a new review date. Speak to Employee Relations first.

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01 02 03 04

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What percentage of the Management Induction activities have been completed?

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02 03

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02 03

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Stream

Financial management app for accessing earned wages, managing savings, and financial wellbeing support.

Share the Love

This is how we recognise team member achievements, loyalty anniversaries and rewards and more. You can access Share the Love via desktop or the app.

The Hub

Internal portal for company information, policies, resources, and onboarding materials.

Inspire Academy

Learning and development platform for onboarding, compliance training, and ongoing development.

Retail Assist

IT support function for system access, troubleshooting, and logging IT issues.

Buddy Welcome Pack

Health & Safety Induction Reflection Journal

Sequence of training modules and activities guiding new hires through onboarding.

Brand Values

Core principles: People First, Own It, Lead Bravely, Inspire Love, and memorable customer experiences.

GDPR

General Data Protection Regulation—legal framework for handling personal data.

Pre-boarding Induction

Activities and communications before your first day, such as completing forms and reading the Welcome Pack. Initial phase of onboarding, including health & safety briefings, workspace tours, and introductions to company values. Structured review and feedback session at the end of each onboarding month to assess progress and set new goals.

Apprenticeship Hub

Resource for exploring Signet’s apprenticeship opportunities and career development programmes.

Aspire Career Development Programme

Six-month programme supporting team members development with tailored learning and mentorship.

Probationary Period

The first three months of employment, during which new starters receive check-ins, coaching and feedback, ending in a formal probation review where the outcome is confirmed as passed, extended or not passed.

End of Month Progress Conversation

Learning Path

Store Visit

Briefing and checklist covering fire evacuation, incident reporting, first aid, and equipment safety. Template for recording key learnings, people met, and follow-up actions during onboarding. Scheduled one to one meetings with your manager (or, during induction with your buddy) to clarify expectations and review progress. The teams who support our stores and in the main are based in our Birmingham and Croxley Park locations. Confidential service providing health and wellbeing support, including counseling and advice. Activity for SSC team members to experience retail operations and connect their role to the shop floor.

Progress Conversation Meeting SSC (Stores Support Centre) Employee Assistance Programme (EAP)

Mandatory eLearning modules covering Code of Conduct, Data Privacy, Respect in the Workplace, and Health & Safety.

Compliance Training

Peer assigned to help new starters settle in, answer questions, and introduce colleagues. Documents provided before your first day, with essential onboarding info, dress code, and policies.

Definition

Term

Glossary of Terms

01 02 04

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My Journal

Personal Notes & Reflection

07 08 09

Date

Key Learnings

People Met

Follow Up

Weekly Reflection Journal Template

02 03 04

05 06 07 08 09

02 03

05 06