myRetailer.ca

How does a business keep from being part of ‘The Great Recession‘?

While speaking with a good friend of mine the other day, Scott Targett of Targett’s Windows and Doors, he mentioned something that really stuck with me. While addressing his entire staff recently during a company wide meeting, he made the announcement that Targett’s was choosing not to take part in the 2009 recession.

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Help Ensure Your Customer’s Satisfaction

Does your company have a ‘No Customer Left Behind Policy‘ that helps ensure customer satisfaction?

With the current economic environment, we need every competitive advantage we can get. One way to do that is to ensure that your customers have a great experience with your company every time.

Do you have a policy that communicates to your staff that you hold customers at the highest level? That you will not tolerate a customer leaving your store with a dissatisfied experience? If not, why not?

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Maximize Team Performance

How do you maximize the performance of your team of employees?

As I’m heading into a new year, I ask myself if everyone on my team is playing to their strengths.

Do you have great people on your team who they may be doing the wrong job?

We all strive for continuous improvement of ourselves (otherwise you wouldn’t be reading this blog). If that’s the case, why not strive for continuous improvement of your team?

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Make performance reviews top priority in your organization and help prepare your employees for top sales performance

I was talking with a few of my retail colleagues recently and they all mentioned that they’re heading into the dreaded performance review period – the time of year when they feel they have an obligation to do performance reviews on everyone in their companies. Like many small business people, performance reviews are often seen as a chore that needs to be done once a year.

But what if you turn it into a great opportunity?

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Consistent employee communication is crucial in building a successful company. I recently had a not-so-great experience with a member of my team that I’m sure would sound a little too familiar to many of us. Have you had a new employee join your team, show up eager to work, perform extremely well for the first few months, and then something starts to go wrong?

Their work starts to slide, they start showing up late, their performance starts to go down hill, and they seem to start losing interest in their job. You may blame the employee and think he or she is just not ambitious enough for you or your company. But is this a fair assessment?

When a person comes to work on their first day, they usually want to do a good job. If you’ve done a decent job at hiring the right person, they’ll be eager to learn and to contribute to the company. This is what you get on the first day. Now it is up to us to nurture this. So how do you do it? I suggest you take a look at your orientation process and your performance review process.

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