Hiring “Great” Talent vs. Hiring “Good Enough” Talent In Retail

Hiring “Great” Talent vs. Hiring “Good Enough” Talent In Retail I frequently hear from my colleagues how frustrated they are with their team’s turnover and how difficult it is to hire talent that is the right fit for the role, the culture, and the customer. No doubt, it is a very challenging reality that we deal with – but so much of what we experience is self-inflicted because we are working with antiquated and outdated tools/processes, job descriptions, useless applicant tracking systems, irrelevant training materials, and “we’ve-always-done-it-this-way” beliefs. We are creating impediments in our business as we insist on committing sabotage by email, sabotage by meetings, and sabotage by not investing the time and budgets needed time to update our recruiting/hiring practices, onboarding,Read More

The Social Exchange Theory In Retail

The Social Exchange Theory In Retail Last week I had the pleasure of speaking with some awesome “emerging adults” about the retail industry – how it is evolving and the incredible opportunities that exist within it. It was a great time and the group was extremely smart and engaged in the topic as 52% of them were currently working in an entry level position in retail. My 60 minute presentation ended up being an almost 120 minute presentation with the Q&A portion. There were so many great questions and lively dialogs, I left them with my contact information. Over the last several days I received some great texts and IM’s from the attendees…most of them about the social exchange theory that I brieflyRead More

“Human Leadership” In Retail

Human Leadership In Retail I am a strong believer in investing in employees. Investing in training & development. Investing in recognition tools that make people [especially top performers/contributors] feel valued and appreciated. Investing in career path planning that is aligned with the company objectives and ensuring that we have the right people in the right places and ensuring that they have the tools and resources to deliver amazing results. I have always aspired to be an accessible and involved business partner to my team members. As a retail leader, I have always felt my job is 90% how my team feels, how I support them, and guide them to find their success. Recently, I read an article from the amazing and always brilliantRead More

Competing With “Good Enough”

Competing With “Good Enough” At any given moment, on any given day approximately 70% of our employees are disengaged in their jobs and probably disenchanted with their retail organization. 18% of disengaged employee actively undermine their company and coworkers. Which leaves us with about 52% of employees who are doing just enough to get by so they don’t pull focus and open themselves up to coaching/counseling. Which means they are doing just “good enough”. There is an odd reality in retail and with retail leadership – every retail organization speaks to hoping to become a “world class employer” or a “best place to work” and we create best practices and establish benchmarks that we believe will help us create a business and buildRead More

The Importance of Onboarding [And Red Flag Warnings To Watch For]

The Importance of Having An Onboarding Strategy [And Red Flag Warnings] Shockingly, one of every 25 employees leaves on their very first day! – Capabiliti by qustn 35% of companies spend “ZERO” dollars on onboarding. You read that correctly… $0.00 dollars, Yet, organizations with an engaging and structured onboarding process experience 54% greater new hire productivity and 50% greater new hire retention. Companies with an engaging employee onboarding program retain 91% of their first year workers – Talentwise An Ineffective Talent Management Strategy Is Costly If you are not allocating budget to onboarding it is a pretty good guess that your talent management tools are not as effective as they could be overall. If you aren’t making the investment in tools, time, andRead More

15 Traits of A “Terrible” Retail Leader

15 Traits of A “Terrible” Retail Leader According to Monster – 38% of employees rate their leader as “horrible” – In the past week I have referenced this statistic three times, that is how important and valuable I think it is to recognize – and for those of us who are lucky enough to be leaders in our industry –  to marinade in and digest. It is also likely to be what is the reality for us, as “Retail Leaders”. Success surveyed members of the Young Entrepreneurs Council to identify what qualities make for a terrible leader. Here was their response: Lack of Transparency: Your team can tell when you are not being honest. Lack of transparency = Lack of Trust. There isRead More

How The Very Best Retail Leaders Empower Their Employees

How The Very Best Retail Leaders Empower Their Employees Empowerment – it’s a term that we hear a lot in retail but the actual meaning is a little fuzzy. I went in search of a clarifying definition here is one I found – from Christine Chartrand at Atman Co., “Employee empowerment is the process of giving employees a certain amount of independence and responsibility to analyze, control, and make decisions with regards to specific tasks or projects. It means inspiring and motivating and enabling employees to think for themselves and have unique views on certain projects or issues, as well as allow for a degree of autonomy so they can take initiative and ownership.” “People want guidance, not rhetoric; they need to knowRead More

Signs of Employee Misery In Retail

Signs of Employee Misery In Retail There are a few very obvious behaviors that employees display when they are in a great state of engagement at work: These employees find fulfillment, enthusiasm and passion in their work They are self-motivated and committed to self-development Frequently they show more attention to detail They develop a sense of ownership and pride in their work They proactively accept additional responsibility and happily take on stretch assignments They stay within the organization; thereby, improving retention Great brand ambassadors/advocates to attract new employees and customers These behaviors are critical to identify in your retail organization to ensure you are creating a challenging, interesting and intriguing work environment. A culture that supports, encourages, and energizes your employees to comeRead More

Components Of A Strong Retail Retention Strategy

Components Of A Strong Retail Retention Strategy Signs You May Need To Focus On Retention People stopped caring about the “why” or the details of the business. They come in, they do their job. They leave precisely on time. They do just enough not to call attention to themselves. They’re aren’t working to win. They are working not to lose their jobs. Managers aren’t giving timely feedback, if any at all. Their team seems restless and uninspired. Retention strategies are not only for keeping your employees but they help keep leaders accountable for doing their job. We have all the information needed to know EXACTLY what motivates and inspires our employees and what they expect of us, as leaders. Having a retention strategyRead More

Non-Negotiables of Retail Leadership

Non-Negotiables of Retail Leadership According to DDI, the leader who’s mastered having successful conversations is most likely to do well steering their team and/or their business. “By the end of each day, leaders likely have had multiple conversations with a range of their constituents,” DDI’s researchers write. “Each of these interactions will collectively determine their ultimate success as a leader.” [Source: Fast Company] “When 332,860 bosses, peers and subordinates were asked what leadership skills—regardless of level—were viewed as the most important attributes for a successful leader, the top skill named was the ability to inspire and motivate others.” [Source: SHRM] The Four Non-Negotiables Employees Have Of Their Leader -Ability To Inspire  -Ability to Motivate -Empathy -Involvement A true understanding of your team andRead More

Supporting Healthy Work Relationships In Retail [It Pays Off]

Supporting Healthy Work Relationships In Retail [It Pays Off] Workplace Friendships have a cultural and personal impact for employees. To get right into it, there are absolute impacts that can be measured and shown to benefit employers and employees greatly from creating a culture that supports healthy team work and relationships: -Job Satisfaction -Organization Behavior [collaboration, partnerships, advocacy] -Productivity -Attendance/Turnover -Customer Experience According to a Gallup survey, about 30% of employees in the U.S. responded that they had a best friend in their workplace. Further, the survey reported that 51% of those who responded that they have a best friend at work reported that they work with passion and feel a profound connection to the company, compared with only 10% of those whoRead More

The Power of Employee Happiness In Retail

The Power of Employee Happiness in Retail “If you are lucky enough to be someone’s employer, then you have a moral obligation to make sure people look forward to coming to work in the morning.” –John Mackey, Whole Foods Market The brilliant people behind TinyPulse recently published an interesting article about what job satisfaction looks statistically speaking. You can view the infographic here. But…here are the amazing findings: • Companies with happy employees outperform the competition by 20%; • Happy employee are 12% more productive than their miserable peers [who are 10% less productive] • 67% of full-time employees with access to free food at work are “extremely” or “very” happy [this was a big benefit for our company as well, you canRead More

Recruitment & Retention In Retail 2016

Recruitment & Retention in Retail 2016 As I mentioned in an article earlier this week, I read a lot for work and oftentimes I find bits and pieces of information take up residence in my brain and then ultimately, I find it creates a topic that is interesting and relevant to the retail industry and my organization. Today’s article is totally a cohesive conglomeration of interesting things that I have read over the past few days that have inspired thought around recruitment and retention topics inside retail organizations. I recently read a great article on LinkedIn with a wonderful image attached to it that outlined the top recruitment priorities that are most important to sourcing and identifying candidates to fill specific roles. InterestinglyRead More

Trust In The Retail Workplace

Trust In The Retail Workplace A portion of my job requires me to read…a lot…which I love. I am able to connect one topic to another, have something catch my interest that I was not very knowledgeable of. The other day I wrote an article about Retail Leaders: You Own Your Team’s Results & Satisfaction At Work and referenced the topic of trust. According to Dr. Duane Tway trust is “the state of readiness for unguarded interaction with someone or something.” As found by Harvard Business School professor, Amy Cuddy, people quickly answer two questions when they first meet you: _ Can I trust this person? (warmth)_ _ Can I respect this person? (competence)_ But in fact warmth, or trustworthiness, is the mostRead More

Creating A Retail Paradise

Creating A Retail Paradise I saw a quote in early 2015 that I thought was brilliant…it was by Michael Dooley and it said “Create a paradise where employees want to stay. Not just visit.” Yesterday, I was having a great video chat with a colleague and referenced this quote and we had an amazing conversation about Employee Retention and how to re-up/re-purpose budgets that have been spent on turnover and hiring and infuse those funds into “creating a paradise” for our employees to want to stay at (and, honestly, for myself as well). For the past 15 months or so I have been working to improve and measure results/impact of workplace culture developments and note the specific actions we have taken that have producedRead More