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How OneClick Checklists Transformed Accountability at Chick-fil-A

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Industry

CFA Stand-Alone

Challenge

Inconsistent and unreliable checklist systems across Chick-fil-A location. Paper setups were frequently lost, digital tools lacked accountability, and shift transitions suffered from poor communication and incomplete tasks.

Results

After implementing OneClick, the team achieved reliable accountability, seamless shift handoffs, and measurable improvements in operational performance including cleaner facilities, fewer errors, and higher third-party audit scores.

Key Features

Checklists

www.chick-fil-a.com/locations/nc/monkey-junction
132
Employee Count
100
Active Checklists
5
Hours Tracking Training / Week
3
Employee Retention (Years)

“There was no accountability for what was done and what wasn’t… OneClick really gave us that option for the accountability piece.”

Megan Smith

Executive Director @ CFA Monkey Junction

“This checklist is just your second set of eyes to ensure that everything is done before you're done with your shift.”

Megan Smith

Executive Director @ CFA Monkey Junction

“If I give them something that they can digitally check off and do and read and see, they're much more likely to do it and use it.”

Megan Smith

Executive Director @ CFA Monkey Junction

5A8848-1

CFA Monkey Junction

One stand-alone store. Highest user of OneClick checklists.

The Challenge

Megan Smith, a leader at Chick-fil-A, faced persistent operational inefficiencies due to a disorganized mix of paper-based and inconsistent digital systems. Key setup documents often went missing, checklists were inconsistently completed, and cross-shift communication broke down. This lack of structure hindered accountability and led to daily frustrations among staff.

“There was no accountability for what was done and what wasn’t… with Jolt, it was still even a problem to pinpoint who was not doing what.”

The Solution

Transitioning to OneClick provided Megan and her team with a unified digital system that streamlined daily operations, improved communication, and ensured accountability. She implemented detailed, role-specific checklists with visual and linked instructions to reduce ambiguity, and enforced login protocols and completion tracking. A rewards system (Moola) further motivated strong performance. Most importantly, Megan fostered team ownership by encouraging feedback and collaboration on checklist structure.

“This checklist is just your second set of eyes to ensure that everything is done before you're done with your shift.

The Results

The transformation was profound: compliance among delivery drivers reached 100%, damage incidents and procedural oversights decreased, and operational scores, especially related to cleanliness, improved significantly. Leadership experienced fewer interruptions, and team members grew more independent and efficient in their roles. The culture shifted from reactive to proactive.

“We have increased our scores in all of those areas… because they know what to do.”