Brittany Dixon’s Post

We think that the most important relationship at work, is the one with your Manager. Having someone that gets you and can bring out the best in you plays such an important role not only in your overall career development but also in just how much you enjoy coming into work every day. And this is no different in retail. In fact, having great Store Managers means that you have the best chance of ensuring a great customer experience. Because as we know, happy teams = happy customers.

Want to retain quality store talent? Meet Proximity! My son had friends over last night, 1/2 of whom had retail store associate roles this summer. I asked if they would be back for holiday, they all quickly said, "No." and then followed it by saying their phones were dead at the end of their shifts because the applications/devices they were given were slower than their own phones. NET NET: Store associates are leaving the business - frustrated - due to not having the right tools to do their job effectively! From a retailer's perspective - this can be hard to hear b/c we all know high staff turnover results in higher training costs for new employees and taxes your super-star employees!!! The Retail-Super App provides all the capabilities an associate needs to win, serve and retain customers and makes their live's easier, whilst helping them sell more and reach their targets (earn more commissions), so they stay with a business longer! https://lnkd.in/gV-embBV

District Manager: "What do you mean you're short staffed? What happened to your new hire?" Manager: "She never came back after her first day..." 1 in 10 c-store new hires never make it beyond their first two weeks of training. They "ghost" you. 👻 But why? What if one in ten customers that pulled in your parking lot stepped out their vehicle, walked in the front door, spun around and left? Just like a customer judges on first impressions, your new hires are judging you on their first two weeks of employment. If your training isn't engaging, you're giving employees every reason to vanish. 👻 #EmployeeDevelopment #HRInsights #TrainingTransformation #TrikeSolutions #StopTheGhosting

Some of the hardest years were when I was working in retail. Why? Because of how I was treated by customers. When you're working in retail or any service job the customer is always right, even when it comes to the expense of them treating you as subhuman. It wasn't uncommon to come to a shift and have someone verbally abuse me or one of my coworkers. Our responses? Smile and apologize for any inconvenience we made for them. 🙄 After such incidents, I would always think, "How would it feel if someone came into your workspace and started yelling at you? Or opened and threw multiple large bags of M&M's in your area which then YOU had to clean up? (yes that actually happened.)" I knew the reason why people did that was because they had a chance to have a little bit of power over someone and I unfortunately had to be the culprit. But, that didn't make the situation any better. Yes, we all have bad days and moments we aren't proud of, but please don't take it out on someone literally just doing their job. Be kind, always. (To be extra kind to a retail worker, bring out the clothes you don't want instead of leaving them in the fitting room stall 😇) #retail #serviceworkers #serviceindustry

I LOST or got FIRED 8+ times before I turned 23… My “job” progression went as follows: -> Day labor building concrete foundations and walls for multi-million dollar homes (I only left because I moved to go to college). -> GNC Supplement Sales (Worked here a few months before the store shut down. Guess I wasn’t the only one losing gains). -> Shoe Store (Mall sales job selling women’s shoes. I left because I wasn’t a fan of feet—still not, lol). -> Roofing (Worked 3 months for free. When I mentioned the labor board, the owner threatened to run me over with his truck. So, yeah, I ran). -> Credit Card Sales (Yes, I was that guy at hardware stores. It was a 3-month contract. Commissions were weak—only $27 per card sold). -> Office Space Sales (Hard job, did it for 3 weeks. Traveling 3 hours and the location was so remote no one was interested). -> Solar Sales (Signed people up but got paid only upon installation. They had no plans to install in my area for years). -> Tim Hortons Gas Station worker (Part-time while at school in Toronto. Got fired for missing a shift due to a 3.5-hour trip home). Finally, after school, I landed a job at a post-production studio. I made it, I thought, only to be let go a few months later due to COVID. After all this, I found an industry where I was meant to be, using all the learnings from these previous jobs: - Concrete taught me grit. - GNC taught me the importance of knowing your product and consumers. - Shoe store taught me the value of perceived value and customer experience. - Roofing taught me to audit business offers. - Office space and solar sales taught me about product placement and timing. Tim Hortons taught me to work under pressure. - Post-production taught me that money is just a number. These wild and varied experiences set me up for success in digital marketing. They taught me resilience, adaptability, and the importance of learning from every situation, no matter how tough. If I hadn't gone through all these, I’m not sure I would have ever spent $50 million on paid ads or achieved the success I have today. Setbacks and obstacles are what make you better.

Love this! Seeking ways to streamline operations and empower store managers? Look no further! Virtual Reality has emerged as a game-changer, revolutionizing the way we train and equip teams. If you're keen on maximizing efficiency and saving time, explore the transformative power of VR. #VirtualReality #Empowerment #Efficiency"

🌟 Uncover the unsung heroes of retail in our latest blog post! Discover why investing in the hiring process of your back-end people is crucial for operational efficiency and customer satisfaction. Read more: https://hubs.ly/Q02r6B-c0 #RetailOperations #HiringProcess #OperationalEfficiency #furnitureindustry #backendoperations #Retail

Your National Account Manager just resigned! She looked after ASDA, your biggest account. You need to find someone quickly, but they have to be awesome, they need to understand the ASDA strategy and how they work. Have experience delivering JBP's, promo plans, launching NPD and be a wiz with a P&L as well as commensurate negotiator.   So you email 5 recruiters a JD and ask for CV's. You refuse to set up a discovery call or god forbid meet them and demand they drop their fee to 12.5%. You then get absolute dross through, people whose only connection to the grocery channel is doing their weekly shop at ASDA or no one at all.   You think recruiters are crap.   You post on LinkedIn - your first post for about 10 years to your network of 247 people. Nothing again.   You think LinkedIn is crap!   You put an advert in The Grocer that's 3 uninspiring paragraphs with a list of demands and get 5 applicants for your £900 advert. Again, nothing suitable.   You think Adverts are crap.   Now who can tell me why this hiring manager isn't getting the right people. Are all these resources crap or does he need to change his approach?