How to Create an Action from Navigator

This guide walks through creating an Action from Navigator — the entry point for any Action type, including Certify, Observe, and Skill-build, which aren't available from an associate's profile.

If you're already on a specific associate's profile and only need a Coach, Engage, Investigate, or Validate Fix Action, see How to Create an Action from an Associate's Profile instead.

In this article:

All seven Action types are available from Navigator, each designed for a specific coaching intent:

Navigator only

Intent: Assign and complete a certification for an associate.

When to use: When an associate needs to be certified (or re-certified) on equipment or a specific job function, and you want to initiate it directly from Navigator.

Example: An associate's MHE certification is expiring in 14 days. Create a Certify Action from Navigator to assign the recertification process.

Intent: Conduct a 1:1 follow-up conversation to provide specific feedback, clarify expectations, and reinforce correct behaviors. Used when awareness, alignment, or judgment — not skill — is the primary gap.

Why it matters: Without this, coaching conversations go unrecorded and aren't linked to future validation. A Coach Action closes the awareness → behavior adjustment loop.

Example: After a 1:1 about error rates, document the conversation, what was agreed upon, and the expected timeline for improvement.

Intent: Initiate a purposeful check-in to understand context, surface concerns, or rebuild alignment when signals are ambiguous. Used to gather insight before choosing a more prescriptive action.

Why it matters: Contextual and human insights from conversations are often lost. An Engage Action closes the sense-making and alignment discovery loop.

Example: Checking in with an associate after a role change or return from leave, before deciding whether coaching or retraining is needed.

Intent: Analyze a systemic issue, trend, or recurring signal to determine root cause and appropriate intervention. Used when the problem is not isolated to a single person.

Why it matters: Signals are often fragmented across tools and time. An Investigative Action closes the root-cause learning and systemic improvement loop.

Example: Error rates are rising across multiple associates in the same work area. Create an Investigate Action in Navigator to document findings and determine whether it's a training gap, equipment issue, or process problem.

Navigator only

Intent: Assign a targeted observation to directly assess how work is being performed against the standard. Used to validate behavior, identify gaps, or confirm improvement — not to audit for compliance alone.

Why it matters: Observations are not always connected to prior signals or downstream actions. An Observe Action closes the behavior vs. standard validation loop.

Example: After coaching an associate on a process deviation, schedule a follow-up observation from Navigator to see whether the correct behavior is now being applied on the floor.

Navigator only

Intent: Assign structured skill-building to develop capability in a defined job function. Used when the associate needs guided practice or progression — not remediation.

Why it matters: Training completion is often not tied to demonstrated capability on the job. A Skill-build Action closes the capability development and progression loop.

Example: A new associate needs to build proficiency in Putaway. Assign a Skill-build Action that includes guided practice, sign-offs, and progression milestones.

Intent: Confirm that a completed action or change has resolved the original issue, that performance or behavior has stabilized, and that this is used to close the loop and prevent regression.

Why it matters: There is no structured trigger to re-check outcomes after a fix is completed. A Validate Fix Action closes the fix effectiveness and stabilization loop.

Example: You coached an associate on their error rate two weeks ago. Create a Validate Fix Action to verify the issue has improved and document the result.

Use this method when you're working in Navigator and want to create any Action type — including Certify, Observe, and Skill-build, which aren't available from the associate profile's Action modal.

Step 1: Open Navigator

Navigate to the Navigator dashboard for your location.

Step 2: Click "+ Add action"

In the Related actions panel (top-right of Navigator), click + Add action. This opens the Action type selection modal.

Step 3: Choose the Action type

Select from the full list of available types: Certify, Coach, Engage, Investigate, Observe, Skill-build, or Validate Fix. Then click Create action.

Step 4: Fill in the Action details

A right-side panel will open with fields for Stage, Title, Description, Due date, Associate, Assignee(s), Related to, and Links & attachments. Fill in the details as needed.

Step 5: Click "Create"

Click the red Create button to save the Action.

Selecting the right Action type matters — it determines how the entry is categorized, how it appears in reporting, and how future leaders can interpret what happened. Here's a quick decision guide:

Does the associate need a certification? → Certify

Is the issue about awareness or judgment? → Coach

Are the signals unclear, and you need more context? → Engage

Is this a systemic issue — not just one person? → Investigate

Do you need to see how work is actually being done? → Observe

Does the associate need to build new capability? → Skill-build

Did you already take action and need to confirm it worked? → Validate Fix

Use clear, specific titles

Instead of "Follow up," try something like "Follow up on error rate discussion — Putaway (3/28)." This makes it easy to find and understand the Action later.

Choose the right Action type

Using the correct type keeps your records meaningful. If you're verifying a previous fix, use Validate Fix — not Investigate. When in doubt, refer to the decision guide above.

Set due dates for accountability

A due date ensures follow-through and makes Actions visible in Navigator dashboards. Even a short timeline (e.g., 3–5 days) keeps things moving.

Link Actions to related content

When an Action stems from an Observation, Skill Build, or prior coaching conversation, use the Related to and Links & attachments fields to connect them. This creates a coaching trail that's useful for performance panels and audits.

Assign to the right person

If you're asking a coach or trainer to follow up, make sure they're set as the assignee. Use the "Prevent action from being reassigned" checkbox when ownership matters.

Think in loops, not one-offs

The real power of Actions comes when they're connected: a Coach Action leads to an Observe Action to confirm behavior change, which leads to a Validate Fix Action to close the loop.

Scenario 1: Rising error rates across a team

You notice error rates climbing across multiple associates in the same work area. Create an Investigate Action in Navigator to document your analysis, determine whether it's a training gap, an equipment issue, or a process problem, and decide on the appropriate intervention.

Scenario 2: Expiring certification

Navigator shows that an associate's MHE certification is expiring in 14 days. Create a Certify Action from Navigator to assign the recertification process and set a due date before expiration.

Scenario 3: Follow-up observation from Navigator

After coaching, you want to schedule a targeted observation to verify that the behavior has changed. From Navigator, create an Observe Action and link it to the prior Coach Action so the coaching trail is preserved.

Related Articles