One Simple Question In Retail

One Simple Question In Retail I am currently working with an organization on a short-term project to identify the “critical success factors” in their business so that we can develop a better, more effective candidate profile and talent attraction/selection process for their growth and the organization’s health. It’s been a wonderful experience these past couple of weeks because I get the opportunity to meet with and – essentially – interview people of all levels of employment engagement and talent to find out what the consistent factors are in those that are extremely successful and driven inside the organization and those that are not – and everyone in between. This is to capture a fair and true assessment of the non-negotiable qualities that areRead More

Practicing Personal Accountability In Retail

Practicing Personal Accountability In Retail As I have mentioned in previous posts, I have been very busy for the past few months. So much so, that writing has fallen by the wayside a bit, unfortunately. I have, literally, been searching for free moments here and there to start, work on and finish this post because it is about a real challenge we are facing in retail. So here we go… I am working with three organizations right now and one of them is a specialty retailer that is really feeling the challenges that so many smaller retailers are feeling but they also have added another layer of challenge where they hire predominantly to the criteria that their Store Managers are warm bodies withRead More

Adding Value To Your Retail Organization

Adding Value To Your Retail Organization Something that has become of a bit of a buzz-phrase in retail is “adding value”. However, this is actually kind of a big deal and something that great retail team members understand. From a leadership perspective: When we invite – by recruiting and sourcing talent – people onto our teams we are inviting them for a few reasons [or at least we should be]: They would complement our company culture; They would complement our team dynamic; They display some/most of the critical success factors that define our top performers; They would be a benefit and future leader in the organization; They are seemingly aligned with the organization’s vision and values; They are passionate about their career pathRead More

Hiring Talent Vs. Bodies In Retail

Hiring Talent Vs. Bodies In Retail According to Gallup, 82% of hiring processes don’t pick the right talent! This is a very real, and unfortunate statistic. Despite all of the information available to us that we need to identify and source talent using a completely different [and infinitely more critical and relevant] set of criteria. Hire character, train skill – this is not a new initiative but one that has yet to be embraced by the retail industry at large. If you Google search retail interview questions – here is a sampling of what you’ll find: Where else have you applied? What motivates you to do a good job? What qualities do you consider most important in this retail job? How do youRead More

Qualities That Make For A Great Retail Business Partner

Qualities That Make For A Great Retail Business Partner When we take on new roles, either through entering an established market as a Regional Leader, District Leader. or even Store Leader in the field. Or we step into lead a department at Home Office. Or we are hired into a brand new role that we are tasked to create and hire a team for…Building a business and establishing new partnerships with your team, is often a leap of faith. Lot of days in retail are a roller coaster ride for any number of reasons. Choosing the right people to ride it out with makes all the difference. Building a team and hiring business partners – people that will be intensely passionate about theirRead More

Why Is Retail So Bad At Picking Great Leaders?

Why Is Retail So Bad At Picking Great Leaders? 60 Chief Executives were surveyed and virtually all of them said that recruiting and promoting leadership with true long-term/high-level leadership potential was the key ingredient to their organization’s long-term success. However, the CEOs were then quick to admit that this task is much easier said than done. Retail is great at hiring people who have experience inside similar organizations and finding those “bodies” through an ATS  that sifts through submitted resumes to weed out those that don’t have the desired retail brands in their work history. But what does past experience with a specific brand really tell us about how that person can drive results? What their value is to the business? Can THEYRead More

Conscientious Retail Leadership

Conscientious Retail Leadership Conscientious people live longer, get better grades, commit fewer crimes, earn more (along with their spouses), have greater influence, are more likely to lead companies that succeed long-term, and are happier at work. Those are some pretty compelling arguments for focusing on being conscientious, right?! Conscientiousness The retail world could use a little more conscientiousness, that’s for sure. To be vigilant and aware requires the ability to check in with one’s own conscience, beliefs and values pillars. The omnipresent distractions and interruptions of every day life may attempt to get in the way, but it’s incredibly important that we at least try to become more present, thoughtful individuals and leaders to our team.  When you lack conscientiousness, you allow thoseRead More

Avoiding Bad Hires In Retail

Avoiding Bad Hires In Retail According to a study by Leadership IQ: 46% of newly-hired employees will fail within 18 months 19% will achieve unequivocal success Further, the study found that 26% of new hires fail because they can’t accept feedback, 23% because they’re unable to understand and manage emotions, 17% because they lack the necessary motivation to excel, 15% because they have the wrong temperament for the job, and only 11% because they lack the necessary technical skills. While the failure rate for new hires is staggering, it is, unfortunately, not terribly surprising: 82% of managers reported that in hindsight, their job interview process with these employees evoked subtle clues that they would be headed for trouble. Résumés range from inflated truthsRead More

Simple Ways To Build A Great Retail Team

Simple Ways To Build A Great Retail Team Having the individual talent needed to drive results is the first step to delivering amazing team results. As a leader you have the ability to inspire, motivate and shape the group of smart, driven, customer-focused individuals through your leadership initiatives, your accessibility, your involvement, and your commitment to being a great business partner. Strong working relationships, collaboration, and contribution are things that great talent expects to find in their work culture and they value these qualities in their colleagues. Fostering this culture is something that needs your focused and committed leadership attention – to help support and guide them through any obstacles your individual team members or the collective team may encounter. Your team willRead More

The Benefits Of A ‘No Jerks’ Policy In Retail

The Benefits Of A ‘No Jerks’ Policy In Retail Recently, on this blog I wrote a couple of articles that seem to have resonated with my amazing retail network: 15 Traits Of A “Terrible” Retail Leader Stop Tolerating Bad Retail Employees [That Means Leaders, Too!] Lots of shares [thank you for sharing!], lots of “Likes” [which I am extremely grateful for – thank you!], and lots of very interesting comments and perspectives from readers on various group postings [I love reading comments and am always so appreciative when people take the time to share their thoughts.]. Clearly these topics are important to retail so I thought I would go in search of how various companies/people take a stand on how to eliminate theRead More

How To Be A Great Retail Team Member

How To Be A Great Retail Team Member As you may know the ability to work well on a retail team can make or break your retail reputation and professional brand. As a matter of fact – in a previous article I mention how great retail teams tend to “weed out” those colleagues who are not great collaborators [even though they may be great employees] if they can’t support their team members.  Great team players are able to do more, get greater satisfaction from their work and make a bigger impact on their companies and their coworkers through combined behaviors. Here are some of those shared qualities and behaviors that make for the best team members: Prioritize Getting To Know Your Colleagues: CheckRead 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

How Great Retail Leaders Motivate

Jack Zenger and Joe Folkman wrote “The Extraordinary Leader,” they discovered that there were five “fatal flaws” that leaders must avoid or change in their behavior and attitude in order to be approachable and effective in their role with their team: Inability to learn from mistakes Lack of core interpersonal skills and competencies Lack of openness to new or different ideas Lack of accountability and excessive defensiveness and Lack of initiative. None of these are surprising. When leaders are defensive and don’t behave in a responsible [or adult] way – it is a huge turn off to their team members. There is no respect, no trust, and absolutely no way your team will be open enough to learn anything this type of leader.Read 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

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