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

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

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

How To “WOW” In A Retail Interview

How To “WOW” In A Retail Interview There is a surplus of interviewing information available on the internet. If you type “Interview Questions” into Google – you get 86,000,000 results! You can find that you, as a candidate, could potentially be asked “Where do you want to be in five years/ten years?” – likely, you can also find a really good answer for that question that feels somewhat organic for you to verbally recycle in an interview. Even I have written a post about my favorite interview questions to gauge emotional maturity and emotional intelligence in candidates. However, you will find that the landscape of interviewing is changing dramatically. I read an interesting article the other day on the SHRM blog called “NoRead More

Signs You Need To Put You Candidate On The “No” Pile

Retail Hiring – Signs That You Need To Put The Candidate On The “No” Pile Hiring, right?! It’s definitely not an exact science and, occasionally, terrible candidates slip past us and into great roles. Ask any retail person and we can probably tell you about our top 3 terrible hires (my top 3 are doozies)! As leaders, we must have missed something in the interview, we missed one critical question that would have told us that this candidate was a “dud”. Maybe…but quite often the candidate knows how to answer questions because they have researched “commonly asked interview questions”. They know what questions to ask in the “What questions do you have for me” phase, because they have also researched that. Interviewing isRead More

Employee Referral Program

  The Importance Of A #Retail Employee Referral Program Things you may not know about Employee Referrals: -The #1 source for quality new hires -Retention of referrals is higher than any other source -Referrals that are hired produce more profit -Referrals are more likely to be a “cultural fit” than other hires -One out of every five referrals gets hired (saving time & $ on recruitment) Great refers great to a great place to work! It is an absolute that Employee Referral Programs produce higher-caliber candidates. There are several ways to institute a program at your workplace: -Internal communication methods (emails,newsletters,call-to-action meetings) -Social Media platforms -Contests -Make your workplace great and the referrals will follow The most effective way to find right-fit candidatesRead More

Time To Fill In Retail…And How To Shorten It

Time To Fill In #Retail…And How To Shorten It In a previous post I have discussed my strategy for Retail Interviewing For Job Fit And Cultural Fit which has allowed me to keep my turn extremely low (around 7%-11% compared to an industry median turnover of 67%). Hiring people who are aligned with my professional standards and values, who are innovative, strategic, solution-focused, smart, unique, funny, and business savvy are standards that I will not compromise on. When I meet or find people who I connect with on a professional level, I cultivate that relationship and maintain it so that, when there is an opportunity to work with someone who is aligned with my brand image and cultural standard, they are interested andRead More

Interviewing For Emotional Intelligence & Maturity

#Retail Interviewing For #JobFit & #CulturalFit Creating a culture that is based on Core Values and Workplace Happiness is a responsibility of the company to their employees. Providing a culture as has that focus on values is definitely conducive to higher engagement, higher productivity, and higher profits. However…the employees must meet the company in their work ethic and quality of work. They need to bring self-motivation and the desire to be developed. They need to embrace the company values and work, also, to create their own happiness at work. Not everyone will fit into the company culture nor is every candidate able to meet the basic needs of a job. Ensuring that you are publishing a thorough and honest job description will absolutelyRead More

Retail Candidate Experience

Focusing On The #RetailCandidateExperience LinkedIn just recently released it’s “Global Talent Trends 2015” report. It shared some very interesting information about active job seekers and the passive candidate pool in various countries. It is an exceedingly worthwhile read for anyone who sources, recruits, hires, or interacts with candidates in any capacity. Candidate Experience is something that is not discussed with any frequency, especially as it relates to the field teams in retail. But it is the first exposure to company culture that candidates will have and it is frequently different than the experience that the candidate has as a customer of your brand. Some the most important points of this report I found to be: -87% of talent says a positive interview experienceRead More