Many businesses reopening their doors post-pandemic encountered an unforeseen hurdle: customers returned in force, but staff dwindled. Staffing shortages forced some establishments to reduce their hours — or even permanently close their doors.
Desperate times may call for desperate measures, but when it comes to minimizing the risk of high turnover, quick fixes just won’t cut it. If you want to maintain a happy, loyal, productive workforce, you will need to invest some time and energy right from the start. Implementing the following four practices will help you secure your “dream team,” build a thriving workplace and run a successful business.
Introducing friendly sales competition within the team or with a sister store can help motivate sales and customer engagement.
UTILIZE INTERVIEW QUESTIONNAIRES
Training is time-consuming and costly. To limit the chances of high turnover, employers need to use their time efficiently when screening candidates during the hiring process. Unfortunately, when you are feeling pressure due to a staff shortage, the interview process tends to get shorter and hiring standards get lowered. This can result in new hires misinterpreting company standards and expectations, which will be more difficult to address further down the line.
It’s always a good plan to have a go-to interview package, with preplanned screening questions that help set the tone of the interview and keep the meeting on track. If the candidate’s responses align with your company’s expectations, follow up by offering additional insight into how your business operates and any important policies. This will establish a clear foundation for what is expected of employees right from the start.
The interview process should also address what it takes to thrive in an adult retail environment, where professionalism and maturity are absolutely essential to ensure both business success and customers’ well-being. Some customers may be easily triggered or feel uncomfortable, and they can project their discomfort onto the employees. It is therefore vital to prioritize and maintain a safe atmosphere for both customers and staff. The potential for these types of situations should be addressed at the time of the interview, to make sure a potential hire is prepared and to set clear expectations.
HOLD MONTHLY STAFF MEETINGS
A common workplace complaint is that employees do not feel appreciated or valued within their company, and feel like their hard work goes unnoticed. To attend to team morale and avoid resentment, it is in your company’s best interest to schedule a monthly staff meeting.
Ideally, the meeting should take place either before or after store hours, so all staff can attend. Take the time to review the previous month, plan for the month ahead, address any staff concerns and go over policies and procedures. When staff are feeling motivated and appreciated, their work will reflect that. Tasks are more likely to get done in a timely manner and customer interactions tend to be more successful and meaningful.
PROVIDE INCENTIVES
Now that staff are feeling motivated, how do you keep them feeling that way?
Most jobs can get repetitive, so it’s easy for employees to fall into a routine that can make them feel stagnated and bored. This can result in a decreased work ethic and poor performance. One way to avoid this is alternating responsibilities among staff. Monthly meetings also present a great opportunity to encourage staff to brainstorm solutions as a team and share insights on delegating tasks.
Incentives are also great motivators. Whether it’s something small like snacks in the break room, or a monthly treat for meeting goals or breaking a personal record, any reward goes a long way towards keeping staff invested and determined to reach that end goal.
Introducing friendly sales competition within the team or with a sister store can help motivate sales and customer engagement. This could also double as a team-building activity, bringing everyone together to attain a shared goal.
MAINTAIN MANAGER STATUS
In most workplaces, there must be a clear authority figure or figures, typically the manager and/or assistant manager. Upholding a managerial persona and clearly delineating the employee-manager relationship is integral to maintaining expectations around employee performance. A manager should first and foremost lead with the company’s best interests in mind, while also being personable and understanding with staff.
Be careful, however, not to blur the lines between professional and personal relationships. A personable and welcoming attitude makes employees feel like they can confide in you about workplace issues, but being too friendly with staff can often result in a shift in authority. If you take on too much of a "cool aunt" role, staff become likelier to start pushing boundaries and taking advantage of the easygoing family vibe. Plus, should things not work out with an employee, it makes the termination process more difficult for both parties.
Implementing these practices will positively enhance the quality of staff members’ experience in ways that will reflect in their work. Finding the right employees, communicating with them clearly, encouraging them to excel and managing them appropriately can help create a motivating environment and make any workplace succeed.
Kaitlyn Lembke has been in the industry since 2016, and currently works as the ambassador for Nobü. She’s sales-driven, passionate about building relationships with clients and hopes to one day have a brand of her own.
