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

Retail Leaders: You Own Your Team’s Results and Satisfaction At Work

Retail Leaders: You Own Your Team’s Results and Satisfaction At Work According to a Corporate Executive Board’s Study/Report, “64% of employees do not feel their current role truly reflects how they do, or should, work with others to get their jobs done, and only 40% report their manager is able to effectively connect them with their co-workers, so many are uncertain about whom to work with and how to do it successfully”. In the report it supports building a collaborative workplace for elevated performance results, organizations that were able to move more employees to high levels of enterprise performance realized a 10% improvement in profitability, compared to a 5% improvement for those who emphasized and achieved high levels of individual performance alone. 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

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

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

Recruiting Top Talent

Recruiting Top Talent In 2016 There are 5 type of “candidates” in the recruitment market: 1. Active Seekers 2. Semi-active Seekers 3. Passive 4. Happy with their current situation 5. Boomerang (employees that have left the company but are willing to return) Recruitment and Employee Advocates As we all know recruiting is the best method to hiring talent that has a higher potential of fit for both the role and the company culture. Recruiting also is an area that, I have found, requires a lot of training and development, especially at the store level. In my post Fostering a Culture of Employee Advocacy In Retail I shared the fact that “93% of employees say they will make good advocates for the brand”. ThatRead More

Getting Reference Checks Right

Retail Hiring: Getting Reference Checks Right I have always been surprised to find out that during the reference check process my teams, specifically in the field level management position, are more or less resigned to getting the basic “Are they rehirable?” question answered. I found out, with a company a couple years ago, the Store Managers had been told to “fake” their reference check forms, because “they don’t matter”. In retail we, typically, have not invested a lot of time into the reference check process for a couple of reasons: (1) We feel as though most hires are transient in nature (especially at the store level) so why bother [yikes, right?!?], (2) People are only going to give us reference names and contactRead More