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FREE Retail Management Newsletter "RetailWise"
RETAIL MANAGEMENT TRAINING & WORKSHOP RETAILER'S GUIDE TO EMOTIONAL HOT BUTTONS RETAIL SALES SKILLS for GOOD and BAD TIMES STORE DESIGN&VISUAL MERCHANDISING RETAIL OPERATIONS FOR MAX SUCCESS MANAGING FOR HIGHER RETAIL SUCCESS
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Would you like to know how to do it in your organization? Here you go…75 Ways to build a retail performance culture that can be worth millions in sales! 1. Decide what performance means in your organization 2. Write it down 3. Never stop communicating that message 4. Check for understanding at all levels 5. Be consistent in expectations 6. Decide who is forming or building the culture and make sure that person is highly visible 7. Appoint Cultural Ambassadors 8. Set the standards of performance 9. Write them down 10. Never stop communicating the standards 11. Know your numbers 12. Speak to the numbers every chance you get 13. Never speak about anything being more important than the numbers 14. Walk the talk…always 15. Be reasonable but always have high expectations 16. Never let a good deed go unnoticed 17. Never let a bad deed go unnoticed 18. Don’t mess around trying to fix things that aren’t broken 19. Always strive to improve processes 20. Performance must be measurable in every area of the company 21. Ensure understanding of performance standards at all levels 22. Publish, post and communicate all performance standards 23. Provide incentives for individual performance 24. Provide incentives for team performance 25. Hire performance oriented individuals – ask this – tell me how your performance has been measured and viewed in the past and how would your level of performance benefit this company (Difficult to answer but you’ll find out a lot – remain silent) 26. Top down – bottom up – meet in the middle 27. Build a strong foundation 28. Make unbreakable rules – not all of them, just some 29. C Level must all be true believers, otherwise replace them 30. Send memo’s reminding everyone about the culture and what it means to the company and the employees 31. Celebrate performance 32. Reward performance 33. Do all succession planning based on performance 34. Punish non-performance 35. Train 36. Coach 37. Coach again 38. Spread good news 39. Limit the spread of bad news 40. Show appreciation of good performance 41. Thank people for a job well done 42. Pay people well 43. Offer benefits to employees 44. Invite employees to special functions 45. Beware expense reductions in the wrong places 46. Think before you act on anything that will affect customers 47. Think before you act on anything that will affect employees 48. Coach for empowerment 49. Understand the different levels of employee readiness 50. Offer explanations where appropriate 51. Get more good employees through referrals 52. Be credible in everything you say 53. Build trust 54. Have no fear 55. Stay outside of your comfort level 56. Know your purpose 57. Lead from the front 58. Don’t ever give in when you’re right 59. Be consistent in everything you do 60. Communicate over and over and over 61. Be a monster if you must (but only temporarily) 62. Be a pushover when that’s what’s called for 63. Explore other performance cultures and use the good stuff you find 64. Invite performers into the winners circle 65. Respect your customers 66. Respect your peers 67. Respect your subordinates 68. Respect your suppliers 69. Be a ‘dog with a bone’ 70. Humiliate no one 71. Reprimand in private 72. Praise in public 73. Use humor every chance you get 74. Don’t take good times for granted 75. Prepare for the bad times but never accept them If you want to get more relevant articles, tips and information please subscribe to our free newsletter RetailWise:
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