Boga Coffee Weekly Journal v2

Section 1 — A Quick Note to the Team

Over the next few weeks, you’ll notice a few changes in how we run day to day at BOGA Coffee.

I want to be very clear about this upfront:this isn’t about tightening things for the sake of control, and it isn’t about fixing people. It’s about building enough structure so the work you already do every day actually turns into something sustainable.

Any time there’s a shift like this, it can feel uncertain. My goal with these weekly journals is to keep things clear, paced, and grounded—so no one feels like everything is changing all at once.

This week is about setting direction, not piling on rules.

Section 2 — Why We’re Adding More Structure

Coffee shops don’t usually struggle because people don’t work hard.They struggle because effort doesn’t always turn into margin.

Margins are where a business survives.And margins don’t improve by accident—they improve when training is consistent, roles are clear, and everyone is working toward the same outcome instead of just getting through the shift.

Without structure, it’s natural for any team to drift. That’s not a personal failure—it’s just how day-to-day pressure works. The job pulls your attention toward the moment instead of the bigger picture.

Structure is what protects the work you’re already doing.It keeps small gaps from becoming big problems, and it allows the shop to grow without burning people out.

That’s the foundation for the changes you’ll start seeing.

Section 3 — How Leadership Is Showing Up

As part of this shift, I want to be clear about how I’ll be showing up day to day.

I’ll be working barista shifts alongside the team—two shifts a week, four hours at a time. I’ll be learning every drink, every flow, and every part of the system the same way you experience it.

The goal isn’t oversight. The goal is understanding.

I’ll also be coming in regularly as a supervisor, but not on a fixed schedule. What we’re building is a shop that runs well because the system works—not because the owner is always present.

That means my responsibility is to make sure the tools, training, and expectations are clear and usable, so the work doesn’t depend on any one person being there.

This is about building something solid together, from the inside out.

Section 4 — What’s Changing Now (and What Isn’t)

Not everything is changing at once.

For now, the most immediate shift is that we’ll be identifying a dedicated opener and closer each day. These roles exist to create consistency at the beginning and end of our shifts, and to make sure the shop is set up for success.

Opener and closer responsibilities will be clearly defined, and the people in those roles will be supported with the right tools. This responsibility also comes with benefits and perks, which we’ll introduce gradually as certifications roll out.

Other changes—like online training modules—are coming, but not right away. Training will begin rolling out in about 30 days, once the foundation is in place.

This first phase is about focus, not volume. We’re starting with the pieces that help stabilize the day-to-day before building anything on top of them.

Section 5 — From Tasks to Signals

As part of this transition, we’ll be retiring the Task App.

First, I want to acknowledge the effort that went into it. If you contributed to the Task App and earned points, that work still matters. Anyone with points will have the option to choose between two perks—one is a half day off with pay, and the other is something we’ll talk about directly, one on one.

The reason we’re moving away from task checklists is simple: tasks only work when timing, culture, and scale all line up. When they don’t, they tend to create drift instead of clarity.

What we’re replacing it with is the Opener and Closer Sensor Form.

The Sensor Form isn’t a checklist or a scorecard. Its job is to act like a nervous system for the shop—capturing what’s actually happening day to day so the system can respond. It helps surface patterns, gaps, friction points, and things that need attention before they become bigger problems.

This is how we keep improving without adding pressure or guesswork.

One thing that is not changing: the Syrup Engine remains in place and continues to be a requirement. That consistency matters as we build forward.

Section 6 — How Roles Will Work Day to Day

We’re also shifting how roles work during a shift.

Instead of relying on checklists, we’re moving to a rule-based role system. Position 1 and Position 2 still exist, but roles will now rotate in two-hour blocks so responsibility is clear and contained.

When you’re on register, your role is simple: guide the customer experience from start to finish.

If an order requires multiple drinks, the second barista jumps in to help. Once the order is completed and handed off, the barista who took the order is responsible for cleaning up that space.

While that cleanup happens, the second barista temporarily takes over register. Once things are reset, roles return to normal. This cycle continues throughout the block.

The idea is straightforward:ownership follows the order.

Section 7 — Support, Flow, and Slow Periods

During slower periods, the barista who isn’t on register shifts into a support role.

Your first responsibility is always customers and the front of the shop. Your second responsibility is awareness—keeping an eye on inventory, checking milk and cup levels, and making sure syrup levels are where they should be.

This role also opens time for light production work, like syrups or prep projects, when appropriate.

Instead of waiting for tasks, this role is about keeping the shop moving forward naturally.

Section 8 — Why This Approach Works

This shift isn’t about doing more—it’s about doing things in the right order.

Clear role rules reduce friction, prevent mess from piling up, and make handoffs smoother. They remove the need for constant reminders and allow everyone to focus on their part of the flow.

When responsibility is clear, the shop runs better—and people don’t have to guess what to do next.

That’s the goal.

Section 9 — What’s Coming Next

Over the next month, we’ll continue building on this foundation.

Online training modules will begin rolling out in about 30 days. These will support certifications, role clarity, and future opportunities like opener and closer benefits and hyper-pay.

Nothing will be rushed. Each piece will be introduced when it’s ready and useful.

This is a phased build—not a flip of a switch.

Section 10 — Moving Forward Together

This transition is about building a shop that’s steady, sustainable, and fair—for everyone.

Structure isn’t here to limit people. It’s here to support the work you already do and make sure it adds up to something lasting.

Thank you for staying engaged through this change. We’ll keep using these weekly journals to stay clear, aligned, and moving in the same direction—one step at a time.