Showing posts with label retail employee retention. Show all posts
Showing posts with label retail employee retention. Show all posts

Wednesday, September 2, 2015

Music: The Secret to Keeping Employees Happy and Productive


SocialMonsters1
 

What’s the secret to keeping employees happy and productive while at work? The answer may surprise you. A study from the University of Windsor found that listening to music improves employees’ moods and enhances perception while working. Additionally, research from the Journal of Music Therapy shows that listening to music can lower tension, even if it’s loud, rapid or energetic, like the type of music that’s played in Abercrombie and Fitch.

 

Productivity Studies

Beyond improving your employees’ moods and lowering tension at work, research published in the journal Applied Ergonomics shows that people who listen to music while conducting repetitive work tasks are more efficient. In addition, an article published by the Institute of Leadership and Management states that managers can cut the number of sick days by seven million and increase worker productivity just by playing music in the background at work.

 

Playlist Services

Professional playlist makers like Spencer Manio are behind what you hear coming from the speakers at the mall. Manio has worked for retailers including Nordstrom, Converse, Under Armour and BlackBerry via PlayNetwork, an agency that reaches 75 million people per day. Additional music services such as Custom Channels, Mood Mixes and Sound Reef provide background music for a wide range of retail stores. From art galleries to clothing retailers, these providers help reinforce brand identity by creating a specific mood suitable for both customers and employees. And in many cases, it’s affordable. Mood Mixes, for example, charges just $15 each month for services.

From brand to brand, retailers’ music choices reflect their values and may be based on location. For grocers, the most popular type of music is radio-style. By playing this type of transmission throughout the store, grocery stores can broadcast promotions and special offers. Whatever approach you take, you or a music expert must test, review and refresh the music selection every so often.

 

Sound Systems

Before outfitting your retail establishment with a music-playing system, consider the pros and cons of using surround sound versus sound bars. According to The Dig, retail spaces that are larger than 15 by 20 are best suited for surround sound systems. But for smaller spaces, like boutiques, a sound bar is a good option.

 

The Bottom Line

Mark Faithfull, writing for Retail Week, states that music played in a retail space reflects the brand message and enhances the customer experience. And if this is done correctly, it results in a higher volume of sales. So, which music is right for retail? Music experts like Vanessa Walmsley of Mood Media say a mix of ambient playlists and recognizable artists is best for drawing in customers and keeping employees engaged.

Music is everywhere, from cafes on the corner to giant department stores, so make sure your business is included. Not only does it impact your sales team and customers, it impacts your bottom line. And that should be music to your ears.

Photo Credit: Provided by Social Monsters with permission to use. 

To view this original article please visit: Retail Minded

Tuesday, September 1, 2015

What’s the Secret to Hiring and Keeping a Quality Staff?

baby store owner           
 
One of the biggest challenges in retailing today is finding, hiring and training qualified people.
Today’s employee turnover is higher than ever. Independent retailers who strive to be the best and sell the most recruit and retain the best. But here is a catch: the best people aren’t always looking for work. I am going to share with you some of the best tips to find great staff and keep them working for you for years.
 
There is a laundry list of hiring tactics such as employee and customer referrals; signs in your front window and at your cash register; community networking; posts on your website, the online job sites and social media; government programs; job fairs at schools, colleges and universities; and speaking with salespeople you meet when you’re out shopping. But most of you know all that. Some of these strategies work well and fast, while others take time; some get you good people and others do not. So keep working on all these ways to post that you are looking for sales people don’t pick just one or two methods. Always be hiring. You can always find an opening for someone who is very good.

 

Finding employees with ownership

However, there is also a considerably different approach hiring quality staff.
 
You may never have thought of this before, but it has become clear to me over the years of working with independent retailers, that when you have new hires and staff who display ownership, you have the right people working for you. Ownership is an attribute that can make or break a retailer. If your staff isn’t displaying ownership, they may not be working with your best interest at heart.
 
In simple terms, ownership means the act, state or right of possessing something. Business ownership is displayed when a person has either money invested or is connected emotionally.
 
Finding employees with ownership, may very well happen by accident. You hire a person that displays proactivity, while getting things done and done well.. You want more of these types of individuals working for you. And for those employees working for you right now that do not display ownership, start training them with ownership in mind. I’ll give you a few tips later on in this post.
 
Advertise job postings for retail sales staff with ownership. No matter if you use traditional methods or social media platforms, put these items in your next ad:
  • To work for us you must want to find ways to do things better, faster, and more cost-effective.
  • To work for us you must exhibit an ambition to grow our business one customer at a time, one interaction at a time, and to delight and impress each customer.
  • To work for us you must exceed our expectations in attention to detail and your efficiency.

Lets have a look at interviewing for ownership. The process goes like this, screen new hires while thoroughly testing applicants and meeting each one of them personally. Here are some of the traits you are looking for: a great attitude, people skills, common sense, communication skills, leadership and ownership. During the interview, ask what ownership mean to them and ask for an example of how they have taken ownership for something in their previous work, school or family. If there is no response, they do not get it.

 

Effectively training new employees

Finally ask yourself this question: Can this potential new hire effectively be integrated into the store’s sales and customer service culture?

Lets have a look at the training you should provide under this idea of ownership. First steps are setting the outcome you want from your new hire and giving them performance guidelines. Let them put their own personality spin on the outcome and there you have it: the ownership component.

The 4 key training areas for your staff are how to sell; how to deliver best customer service; product knowledge; and store procedures.

Remember what’s important to you is important to your staff. I encourage you as the owner to get out on the sales floor daily, show yourself interacting with customers. Observe what your staff is doing and give feedback accordingly. Praise in front of other staff and give negative feedback in private.

As management you should strive to encourage self-motivated employees to display ownership because you do not want total control all the time. It doesn’t work. It’s exhausting. Establishing clear goals and performance levels and accountability are the key first steps. Along with advertising, hiring and training employees with ownership and being their own person is what you want and what will guarantee you hiring better staff and staff staying with you for a very long time.

 

Tips from a fellow independent retailer

I asked Diane Petryna, an independent retailer and owner of Take a Hike in Thunder Bay, Ontario, to share her thoughts on finding and keeping good staff. Here is what she had to share about her experiences.

“Because people’s lives are complicated, finding and keeping great staff who are able and willing to work whenever and how often you need them is an ongoing challenge.

Over the years I’ve recruited many wonderful employees right here in the store. As existing customers, I knew they already loved my store and products and because I make a point of building relationships with our customers, I know their personalities ahead of time and have developed a sense as to how they might fit in.
Finding and keeping good employees is an art and a science. Unfortunately there are days when there’s paint on the floor and an explosion in the science lab. Fortunately, it’s mostly good.
We can supplement employee wages with other things they value such as flexibility in scheduling, sufficient hours of work, product discounts, positive relationships, social events, training, recognition, etc.
Sometimes the best thing you can do to keep good employees is to let the poor ones go.
I’ve never known a good employer who wasn’t a good person first. Every day I try to do better than I did the day before.“
 


This post was contributed by our partner and friend, Barbara Crowhurst. Barbara Crowhurst is the CEO of Retail Makeover and North Americas’ leading Retail Business Coach and Store Designer. She also writes retail specific articles, blogs, e-books and is an international speaker. Her comprehensive and detailed approach to retail comes from years of working in the industry. Her career has taken her from working with some the largest corporate retail stores in North America to consulting with tens of thousands of Independent Retailers.


To view the original post please visit: Snap Retail

Monday, May 6, 2013

Retail Talent Aquisition Quick Tip - Part 5

In honor of our rapidly approaching webinar series
Employee Retention and Engagement 
with Tina Praino, we are offering our readers a series of quick tips related to retail talent acquisition. 

Quick Tip - Part 5

Giving balanced feedback is very easy to do. It is also very easy to forget to balance your feedback and focus only on the negatives. Don’t be a Negative Nelly; if you spend a few minutes focusing on what was done right, you will see your employees’ engagement levels increase!

Stay tuned for more useful tips and don't forget to register for our rapidly approaching webinar series! 

Employee Retention and Engagement Webinar Series - for Retailers
How to Find the Good Ones and How to Get Them SELLING
Sponsored by: Smart Retailer


Boost My Hiring Process: How to Find the Good Ones COMPLETE
April 30th (Tuesday) at 11am-12pmPDT
- The importance of a proper job description, how to create them and how to utilize them
- Experiential interviewing, how to zero in on the right skill set, the right attitude and the best fit with simple strategic questions
Each attendee will receive a special gift from the speaker

Engaging My Employee’s: I Hired Them, Now What? REGISTER
May 7th(Tuesday) at 11am-12pm PDT
- Find out the difference between orientation and onboarding
- Find out what the key ingredients of a sound onboarding program requires
- Find out what a learning plan is and which members of your team MUST have one
- Learn formal and informal feedback strategies
- Learn about mentor programs
- Find out how to defining career paths
Each attendee will receive a special gift from the speaker

Engaging My Employee’s: A Deeper Dive, Let’s Get Them Cracking REGISTER
May 14th (Tuesday) at 11am-12pm PDT
- Learn to create structured mentorship programs
- Learn to cultivate learning plans to increase productivity and morale
- Find out about gamification in the workplace
Each attendee will receive a special gift from the speaker