How To Be Great Retail Coworker

How To Be A Great Retail Coworker   In a previous article I have written about Toxic Employees In Retail and how difficult they can make a work environment. I have been putting some thought to the other side of the coin and how great a work environment can be when people are genuine, kind, transparent and approach the business as a partner and supportive coworker. Here are some qualities of great retail coworkers (1) Be a great listener: Listening is one of the most important and underused professional skills to have. Listening for full comprehension is critical to be a great business partner and solution-oriented. Great listeners are empathetic, interested, accessible, and supportive. (2) No hidden agendas: This is a big oneRead More

Reinventing Retail Learning To The New Normal

Reinventing Retail Learning To The New Normal I feel as though we are seeing a very important evolution inside our Retail industry. Both on the consumer side and the employee side of the business. The Washington Post published an interesting article on January 12th, 2016 titled, “Shoppers Are Choosing Experiences Over Stuff, And That’s Bad News For Retailers“. Some of the things they are opting for over and above “stuff” are: • Travel: record high sales in the airline industry • Food: +8% (beating the +2% estimates) • Media: Video streaming services and games Additionally, “vacations and dining out are each projected to see a 27% increase in consumer spending between 2015 and 2019”, according to a study conducted by market research firmRead More

Successful Retail Organizations Create Supportive Work Environments

Successful Retail Organizations Create Supportive Work Environments I read an interesting article from Skip Prichard – Leadership Insights titled, Detect and Root Out Behavior That Undermines Your Workplace. There were some very helpful thoughts on various ways workplaces set themselves up for unproductive behaviors and/or behaviors that undermine the organizational health and development including, being counterproductive to the organizations vision and values: (1) Sabotage By Meetings “Meetings are indispensable when you don’t want to do anything.” –John Kenneth Galbraith -Ineffective meetings are productivity killers and according to Time Magazine, “Americans sit through some 11 million meetings every day — with the unproductive ones costing companies $37 billion a year.” -Without a plan and a resolution focus – useless meeting are damaging to theRead More

Here’s The Scoop: January Is A Big Month For Job Change [ And Here’s Why]

Here’s The Scoop: January Is A Big Month For Job Change [And Here’s Why] Glassdoor just published their “Tipping Points” Survey. 18% of the workforce believes this month to be the most popular for a job search. This survey outlines why people are compelled, right now, to seek a new job. Here are the “last straw” reasons that are motivating employees to quit: “The Work Was Boring” is the 3rd reason that drive people to seek new employment. As I outlined in the article Why Good People Quit Their Retail Company (And What Compels Them To Stay), I shared a statistic from The Aberdeen Group that states “Employees are 2x more likely to commit to their jobs when they are challenged and intriguedRead More

Be An Original Retail Leader

Be An Original Retail Leader Groucho Marx once said, “I refuse to join any club that would have me as a member”. I was never a huge fan of the Marx Brother’s movies but I love their story, especially Groucho’s, and how phenomenal he was at adapting to the new mediums available to bring his unique and charismatic persona to a new audience. He was, truly, an original. He was a pioneer. He was fearlessly ambitious. When I think of the context (as I interpret it) this quote was, likely, delivered in; I think about someone who is so innovative and driven that being around a group of individuals that were stuck with a particular mentality (people that all agreed with him) wouldRead More

Happy Employees = Happy Customers [And Higher Sales]

Happy Employees = Happy Customers [And Higher Sales] There is no big secret as to the Top Reasons why people leave their jobs – if you don’t know them, you can read my article on it here, but these are the Top 5 in a nutshell: (1) The Supervisor (2) Workplace Relationships (3) Work Culture (4) Rest & Relaxation (aka: Work/Life Balance, Vacation) (5) Opportunities For Growth I don’t know anyone who doesn’t understand the concept that if you invest in your employees and create a “best place to work” for your team, you are encouraging a level of service that they will pass on to their customers. What is lacking in the big picture is the ability to execute. The financial investmentRead More

Performance Appraisal Time, Yay!! (Said No One, Ever)

Performance Appraisal Time, YAY! (Said No One, Ever) So…it is officially that time of year again. Performance Appraisal time. In the Retail Industry we are profoundly stuck in the past in this area. Here are some interesting statistics about Performance Appraisals that are important to know as you prepare your appraisals for your team: According to Globoforce: “Only 37% of employees believe that performance reviews are a true indicator of performance” According to SHRM: “90% of HR professionals don’t believe their companies performance appraisals provide accurate information” According to OfficeVibe: -“1 out of 5 employees think their bosses don’t even think about the appraisal until they’re in the room” -“44% of employees don’t think their boss is honest during the process” -“Only 8%Read More

The 3 E’s – Engage, Enchant, and Energize

My 3 E-nitiatives For 2016: Engage, Enchant, and Energize One of my commitments to my teams this year is to create and share only content that will: -Engage -Enchant -Energize I am calling this My 3 E-nitiative For 2016. Most of us who have spent time in Retail have been through a multitude of training modules, programs, seminars, and orientations in our retail background that have been redundant, or our skill set exceeded the material, or…even better…we knew more than the person training us (How annoying and ineffective, right?). This immediately creates a risk of disengaging your audience. Since such a big part of my job is training and development and my audience is entry level to executive, it is so important forRead More

It’s The New Year…Now What?

I think the perception is that the retail business comes to a screeching halt in retail post-New Year’s Day. The pace and momentum absolutely are altered, but it is certainly not “slow”. There are lots of things that need to be done and can be done. Some of the most common retail activities that organizations are prepping for in January are: –Performance Appraisals -Inventory –Post Holiday Wrap Up Meetings -Fiscal 2016 Accountability Communication These are the company driven initiatives that just, cyclically, occur. What I want to talk about today [I will cover the performance appraisal process and how you can make it more effective in another article] is what you can do to have an impact on your workplace culture and howRead More

Learning To Love The Good, Bad, and Ugly Of Your Job

Learn To Love The Good, Bad, and Ugly of Your Job Happy New Year! I have a feeling 2016 is going to be an amazing year for our retail industry. Lots of change (which I love) and lots of growth. As I was desperate trying to go back to sleep this morning at 5:00am (my boys wake up sooooo early!), I was thinking about having to step out into the job search market on Monday (Here is my shameless plug link) and kind of talking through the description of my roles, companies, and experiences in my head as practice. The title of this post is a little misleading…of course you’re going to love the good. That’s what we all hope for, right? IfRead More

Retail Onboarding Best Practices

Retail Onboarding Best Practices Effectively onboarding new hires is definitely an opportunity in the retail industry. The assumption being, a lot of times, that the team member is a “revolving door employee” and quickly jump ship if recruited by another company or continue looking for a job that pays them slightly more. Did you know though that “Only 12% of employees leave a job for more pay” (Source: TalentWise). Therefore, the opportunity to create a career-focused environment that delivers meaning & purpose is missed and there is no compelling reason for them to stay. If you have a program for engaging your new hire from the candidate experience while interviewing through the training process you stand a greater chance of retaining your newRead More