Methods For Success
Methods For Success
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Employee Training
Preparing employees for what they will be doing is as important in retail as in any other field because it is a fast-paced and very customer-oriented environment. The methods I chose to use in this project were relatively simple and straightforward but were effective. Some of the methods managers began to integrate include:
Showing the complete process of operating register (sales, returns, exchanges, discounts, etc.)
Visual training of processing new shipment (unpackaging, sensoring, repricing, etc.)
Posted diagrams of store layout
Discussing common Q&A's employee will deal with
Shadowing other employees for a day
All of these methods prepare the new hire for what they will face in a day at work, instead of tossing them into the work environment and expecting them to just learn everything as they go. Not only do these methods help an employee do their job more efficiently, it also makes them feel more comfortable and under less pressure. When an employee feels more comfortable, they are more likely to ask for help when struggling, which will prevent them from putting themselves or others at risk.
Impact on Employees:
Since implementing these measures, employees have been noticeable more prepared for their jobs and have been able to jump right in and keep up with the flow. Previously, employees would take a week or two adapting to roles and would still need to reach to other employees or managers for help every so often. Employees also seem much more confident in their abilities and are able to take on multiple roles during a shift after only a week or two being with the company. Also, employees seem much happier during work and will discuss life outside of work with managers, which shows they feel comfortable with leaders. This ultimately leads to employees being vocal about concerns or ideas they have, which means we are coming up with better solutions that everyone agrees with.
"What you do has far greater impact than what you say"
"What you do has far greater impact than what you say"
-Stephen Covey
Manager Training:
All too often, managers are hired and it is just assumed by the company that they know how to lead their new coworkers and don't need to adjust to the new environment. However, every business has a different relationship between managers and employees, as well as different styles of workflow. This is why I made sure to put an emphasis on training managers so that they are accustomed to the work environment before assuming employees will follow their lead. Some of the methods I recommended were able to be implemented that same day, and others took time, but here's some of the steps I took:
Detailed description of day-to-day responsibilities and objectives
Techniques to discover employee motivations and values
Shadow at least 2-3 different mangers to pick up on leadership styles
Workplace safety program/exercise
Easily the longest process is discovering employee motivators, because every employee is going to have different motivators and this requires getting to know each employee. That is why I recommended that managers discuss life outside of work or how their shift is going with employees, rather than directing them to their next task. Doing so shows to employees that the managers care about them and develops a connection between the two. As the employee opens up, they will reveal more about themselves, which will give leaders an idea of what they value or use as motivation. Also, this makes employees feel comfortable approaching managers with problems and possible solutions they face.
Self-Evaluation
Self-Evaluation
Self-evaluations are a fantastic way for both employees and managers to take a look at the way they interact with others and perform their job. In the example I gave to the left, they are asked to first analyze how they actually carry out tasks during work and meet expectations. Next, they observed how they solve problems and come up with innovative ideas and solutions. After that, the next section asks the employee/manager to analyze how much they know or can do that is needed in their job, as well as how much they act as a resource to others. Finally, the self-evaluation asks the person to detail how they are a service to customers and actively help them.
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