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:
