Now, I know it’s pretty standard for some companies to have 30 minute meals and some to have 1 hour meals - I really don’t care either way. I like to have the hour because I can run a lot of errands on my lunch - with 2 kids at home, it’s just easier to do when it’s just me. But by having 30 minute meals, that means shifts will be cut by a 1/2 hour as well.
This is why I think this deserves a post on my blog … about 2 months ago, Company A decided they were going to go to 30 minute openings to “save payroll” and have more coverage throughout the day. Now by cutting meals to 30 minutes they are allowing for more coverage during the day (kind of!), but in the evening they are cutting that extra 1/2 hour they were saving by coming in a 1/2 later!
All this shifting around for 30 minutes … I’m pretty sure it’s just a test and they will soon have us just get there when the store opens, and who knows maybe they will just take away our breaks all together. Oh wait, the law won’t let them get away with that … oh, I’m sure they can find some loophole that will let them break that law!
to maximize company profits! Hmmm … merchandise must be on the floor, it must be represented in a pleasing manner, and it must be restocked when we sell through what we have originally put out on the floor! And the reason we must do this is to increase the profitability of the company!
Not sure who the company expects to execute this part of their great gameplan … the elves!
How do you know when your store could be the next to go? My company announced a few months ago that they are going to be closing a number of stores over the next couple of years. We were all sure that our store was safe. It is the highest volume in the district … there’s no way they would close it.
However, this is why I’m thinking we could be on the chopping block … 1) we are not making our sales to plan or comp 2) our visits are way down - the worst in the district … we have lost about 20% of the clients that used to walk through our doors 3) the rent at our shopping center is the highest in the city 4) the city taxes are pretty high for the area 5) we are dropping off of “rollout” list from the company - we will not be receiving some of the new components they are rolling out for fall! 6) in our market there are 3 other stores, they all have management openings (4 total) - that they are in no hurry to fill - are they waiting to fill them with the managers from our store?
What do you think? Am I reading too much into it all - or should I be concerned?
We sell britches! It should be that easy. However, when the “company” continues to cut payroll - every week it is decreasing labor demand hours by 20 hours - “selling” to our clients seems like a nearly impossible chore.
Here’s the question - do you push all the operational and visual tasks to the side - so you can focus on the client or do you ensure you have merchandise on the floor and it’s marked right, sales associates hired and trained to give some kind of help, and a safe, clean environment for the clients to shop in?
It all goes hand in hand. The “company” keeps saying - that we should give the client 100%
of our attention! I’m sorry - I can do a few things at a time, but to do 500 things at one time - it’s not going to happen. And the only thing it’s going to lead to is …. RETAIL BURNOUT!!!
So - I will support the company’s objective in attaining net sales … however, it will be done by giving all the above areas about 25% of my ability. I would love to give everything 100% of me, because that’s the type of person I am … but, until the “company” decides which direction they want to go … the will only be getting a quarter of me!
First, it’s important to find out what the company objectives are. You may think you know what the company objectives are based what you may have read or have been told. However, these may not always be what the company really expects. Do your research - find out the details. Don’t expect your associates to accomplish the company’s objectives if you, yourself, cannot define them!
Recruit the right people. Or better yet, find someone that is very green that you can mold into what you want. Never assume because the possible applicant doesn’t have the experience, they will not meet the company’s objectives. I would have to say, these applicants are more of the “go-getters”. But finding the “experienced” associates isn’t bad either. Just make sure they are able to adjust to your company’s objectives and not stay focused on their current employers objectives!
Training! Training! Training! Give your associates the tools to make them successful. Set the expectation. Make sure they know what this expectation is. And follow up with them on their progress with this expectation! Gratification comes when you see people you have mentored, grow & develop!
Coach! When something isn’t going right … nip it in the bud. Don’t let it escalate! Fix the problem now and move on. If someone is “stuck” - help them get unstuck. Be a leader! Lead by example! Don’t be afraid to hurt someone’s feelings by giving them constructive feedback. Just remember, make it private & make it positive.
The key to all of the above is the follow-up. By following up, you are ensuring that you have the company’s best interest in hand.
What opportunities do we have with our clients? There are so many! There used to be a time when the only focus the sales team had was on the client. Dress her head to toe. Give her options. Be her advisor. When sales associates actually have the opportunity to work with clients - they could turn a $20 sale into a $200 sale - which obviously would be more profitable for companies.
However … things are changing. Companies are “becoming” more profitable by cutting payroll. And they are cutting payroll while they are increasing tasks! Tasks that are being completed during client facing hours. They are requiring that their associates do twice as much work in half the amount of time. This can only turn into one thing … burnout. And the only thing burnout leads to is turnover. So now the company that is cutting payroll & increasing tasks is now having to add recruiting, hiring, and training to their already full plate.
I just wish my company would do one test … have 2 sets of stores. One set of stores gets the payroll they used to - they complete all of their tasks - they can capture client opportunities, they can replenish their store, they can mark the merchandise down when appropriate, and they can have the time to hire a quality staff. The other set of stores gets nothing. They get the very minimum hours and have the same task complete. I would love to see which store would be more profitable!!!
I talked about it earlier. When certain people leave a company - you have to wonder. Is my job secure? What is going on? Is there something I don’t know? I truly believe I have something to be worried about. The one store manager in our district that I thought would be here forever, has quit.
I was floored when I heard the news. I tried to call her. Find out what the hell is going on. But I believe she was avoiding phone calls. You see, the way her resignation was announced was a bit unprofessional. It was a “so by the way” - announcement. In the retail world, when someone gives as much as she gave, it deserves more than a “so by the way … “.
But who am I to say. It is what it is. People come. People go. And when 9 out of the 16 managers in our marketing are going … it’s probably a good idea to run like hell!
Wow! I walked in today and just about collapsed! Stuff got done! I’m not sure what the motivation was - but someone got a little bug going and it was done! Maybe it was a once in a lifetime change or if things are really going to change. For whatever the reason may be, I will take it … for now!
When things like this happen - it makes me remember that there is no reason why this cannot be done on a more consistent basis! I know the people are capable. I know we have a good team of sales associates. And I know that everything got done today because things were delegated! One task that was completed was the jewelry fixture. We had asked one of our associates to set it up per the company directive. We gave her the picture and she took off. She completely emptied it. Wiped it down. And put everything back exactly like the picture. She did a wonderful job. And the best part was, she was excited about it!
Of course, I am going to use this example every time we get into a slump! Delegating is the key!
Let me preface this with a short story! Last weekend, our new store set was supposed to be completed. I was off Friday - Sunday! Had a great weekend off! Then I came in Monday morning, and nothing had been completed. The new merchandise was still sitting in the back. Before I had left on Thursday, I went over the store set with the SM (who would be working over the weekend to complete the store set) - and everything was ready to go. She had a team - she new what the plan was - and I even told her that if she had any questions - go ahead and give me a jingle at home (which by the way - I haven’t said in some time!).
So I go in to work today and bam, she hits me first thing. After I have been working all freaking week long on trying to get this floorset done on limited hours - she has the audacity to tell me that the store looks great - slowly, but surely it’s getting there! Oh I am sorry - you had 20 labor hours of uninterepted time to get this floor set completed - and you weren’t even able to start it - and you are telling me I am slow … don’t even go there with me sister!
She took a couple other stabs at me that day … and by the time 6pm rolled around - I was so happy to check her out at the front door and say goodbye!
Apparently my company needed me to rant about the credit card situation going on. Before the last post - everyone sucked about opening credit in our district. Now - everyone is on top of their game and doing what they are supposed to be doing. Except for me … I still refuse to ask anyone of they want to save 10% and open a credit card. Maybe, someday, I will get over my little hang up on trying to get people to open a card, but until that day happens … I will just continue to be a good coach!