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Have you got your newest guide yet? How to Write Impactful Reviews That Matter Annual reviews are just around the corner. Writing employee reviews used to feel like climbing Mt. Everest. Then, I developed a process that streamlined the whole thing. Now, I get to share all my best practices with you. This 8-minute read will show you how to plan, write, and deliver impactful reviews that matter. “Kit uses simple language and avoids extra jargon. This guide is relatable, engaging, and easy to apply.” – Vaia Mesitsa, Assistant Manager.
You can grab it right here. Now, on with today’s newsletter. Welcome to Retail Renegades. In every issue, I tear into 1 of the 10 biggest problems all retail leaders face:
(If you want to smash all 10 of these AND master the fundamentals of running a kick-ass store, I’d love to have you in The Break Room.) Clear & Consistent Communication Texting people when they’re off is not included. This week, I want to help you communicate clearly and consistently. Communication is the responsibility of all leaders on the team. Here’s how you do it. 1. Take notes all day, every day It sounds tedious, and well, it is at first. But your productivity will skyrocket once your leadership team is on board with this. Everyone will be in the loop, and no one will be chasing information – which is a huge time suck. Pick a place where everyone looks for information daily. If you have software that keeps you on track, like Zipline, great! If you don’t have that, don’t sweat it. In my store, we’d check emails at the start of our shifts, so that’s where we left notes. The opening manager would start a new email each day. The subject line would be today’s date. Onward. 3. How. Each manager is expected to leave notes all day long. Only communicate the facts. Jenny called out sick. Tom is covering for her. Received 20 boxes of shipment. The new promo is set up, and the signs are out. Customer, Jane Smith, was sent the wrong item by the warehouse. I contacted customer service. The correct item is on the way. Like that. Now, if you’re closing, you know exactly what happened in the morning. If you’ve been off for two days, you can come back and see everything accomplished. No more chasing other managers or texting them when they’re off. If your boss calls, any manager in the building should be able to answer her questions. Every leader needs to be involved in the daily operations and communicate what is getting done or is not finished. If you’re the only one tracking all this, you’re working too hard. MailboxI got this DM this week and it’s so relatable. Ohmygod. “Today, as I pull up my email, after sitting at my desk for a few minutes, cleaning up the paper mess that my ASM left strewn about, I see an email saying ‘Your store fell below your LY conversion last week, so I’m going to need an hour-by-hour report for each day, and a summary on WHY the miss, and what actions you’re taking to improve going forward.’
Mind you, my store was the ONLY store to COMP the month of January! 🤦♀️ And if you’re thinking, ‘What about Plan?’, just don’t. We are Planned up so high this quarter (thank you post Covid shoppers!) that my DSM considers that “super stretch”!!
So just Comping is considered a big WIN! The hour-by-hour report that district and regional managers so often request – KILLS ME. I am dead. Who cares that goals up against COVID numbers are bananas? Who cares that it’s flooding outside? Who cares that you have the most online returns in the entire company? None of it matters. Go ahead and stop what you’re doing EVERY HOUR and send a recap. I’m screaming. District and regional managers, I’m begging you to find another way. Level-Up Delegate and let go a little. Back to where we started this newsletter – everyone needs to share in the communication and the responsibility of daily operations. If your opening manager isn’t checking in on corporate communication, a daily checklist, or anything new, partner with them and hand it over. Maybe they don’t know they can. Perhaps they think that’s your job. Maybe they’re afraid to mess up. Help them understand that taking initiative is a good thing. If they mess up, it’s no big deal. That’s how we learn. I’ve had assistant managers make HUGE mistakes. Want to know what my response was. “Oops. Now you know.” Guess what? They never made the same mistake twice. So, take some of the pressure off yourself. Delegate and let go. It makes the entire team stronger. Hit reply and let me know what you think of this newsletter. Good? Bad? Helpful? Do you have questions you want answered? See you next time, Kit Looking for more ways to save time and run an awesome store? Let’s go! If you want to learn how to write an excellent schedule in 60 minutes, go here. This ten-minute read will save you time and make your store more money, even if you are new to leadership. Got a store visit coming up? Want to know how to prepare? Go here. Score 20% off right now. ⭐️ Want ALL the how-to nitty, gritty info? Order my book today! The Retail Leader’s Field Guide: How to Run a Kick-Ass Store Where Everyone Wants to Work will help leaders at all levels, even if they are new to leadership. See you next time! PS – You’re a badass and you can do hard things. PPS – Stay rad. |