All grocery retail is challenged by talent, but it's particularly challenging for grocerant concepts because optimally, team members will score high in social engagement. Learn how to attract, train and retain the best for success.
2. • Consultant
• Hospitality
Industry
• Opera8ons
and
HR
• Align
People
Performance
and
Business
Results
• Traveler
• Social
Media
Geek
– @hraligneddesign
• Mixed
Media
Ar8st
3.
4. The
Changing
Customer
Experience
• Prepared/Convenience
• Choices
• Crea8vity
and
Presenta8on
• Fresh
• Knowledge/Informa8on
• Service
• Hospitality
5. Service
Profit
Chain
Employee
Sa8sfac8on
and
Engagement
Service
and
Value
Customer
Sa8sfac8on
and
Loyalty
Revenue
Growth
and
Profitability
12. Employment
Brand
What
are
current
and
prospec8ve
employees
saying
about
your
company
as
a
place
to
work?
Do
you
like
what
they
are
saying?
13. Employment
Brand
• Define
– Partner
with
marke8ng
– Talk
to
your
employees;
develop
“Brand
Ambassadors”
• Communicate
– Website
– Blogs,
newsle`ers,
job
boards
– Social
media
– Speak
at
events
where
poten8al
recruits
might
be
in
the
audience
• Reinforce
– Benefits
and
rewards
– Employee
programs
-‐
On-‐boarding,
Training
– Career
Workshops
• Monitor
14. Sourcing
• Restaurant
companies
with
similar
business
models
• Hotel
–
F
&
B
Directors
• Hospitality
Schools
• Trade
Schools
• Hospitality
&
Retail
Job
Boards
• Hospitality
&
Retail
Recruiters
• Social
Media
• Referral
Programs
15. Recrui8ng
Prac8ces
• Create
a
Hiring
Profile
– Organiza8on
alignment
– Need
to
have
versus
nice
to
have
• Hire
for
Reten8on
– Mul8ple
Interviews
– Ask
the
right
ques8ons
– Make
a
thoughhul
decision
• Leverage
Tools
– Job
Pos8ngs
– Interview
Guides
– Technology
–
Applicant
Tracking
Systems
16.
17. On-‐Boarding
“58%
of
employees
more
likely
to
be
with
a
company
within
three
years
if
they
completed
a
structured
onboarding
process.”
~Wynhurst
Group
“Effec8ve
on-‐boarding
programs
increase
employee
performance
11%.
Discre8onary
effort
increases
20%.”
~Corporate
Leadership
Council
19. Training
Programs
• Objec8ves
and
Outcomes
• Aligned
with
Business
Objec8ves
• Entry
Level
Training
• Incumbent
New
Skill
Training
• Realis8c
Timeframes
• Evalua8on
20. On-‐Going
Development
• Individualized
Performance
Improvement
Plans
• Varied
Development
– Educa8on
– Experience
– Exposure
21.
22. Average
Turnover
Costs
%
of
Annual
Salary
• Entry-‐level
-‐
30-‐50%
• Mid-‐level
-‐
150%
+
• High-‐level
or
Highly
Specialized
–
400%
Cost
Factors
• Hiring
• Training
• Lost
Produc8vity
• Lost
Revenue
Full
Time
Employee
earning
$10.00/hour
=
$8,320
to
Replace
23. Effec8ve
Reten8on
Strategy
• Hire
Well
• Communicate
and
Collaborate
• Develop
Rela8onships
• Create
Growth
and
Opportunity
• Reward
and
Recognize
24.
25. • Clear
expecta8ons
• Informa8on
people
need
to
do
their
jobs
• Coach
• Provide
8mely,
relevant
feedback
Communicate
26. Collaborate
• Ask
for
feedback
• LISTEN
• Share
knowledge
• Encourage
cross
func8onal
teams
27. Develop
Rela8onships
“Employees
don’t
quit
jobs,
they
quit
managers.
There
is
a
direct
correla8on
between
the
impression
a
manager
gives
and
an
employee’s
job
sa8sfac8on.
Up
to
80%
of
employee
turnover
is
caused
directly
by
ineffec8ve
or
overtly
hos8le
management.”
~
Steve
Miranda,
Managing
Director
of
the
Center
for
Advanced
Human
Resource
Studies,
Cornell
University.
28. Develop
Rela8onships
“I've
learned
that
people
will
forget
what
you
said,
people
will
forget
what
you
did,
but
people
will
never
forget
how
you
made
them
feel.“
~
Maya
Angelou
29. • Meaningful
Work
• Development
• Mentor
Programs
• Career
Paths
• Making
a
Difference
30. Reward
and
Recognize
• Compe88ve
Compensa8on
• Benefits
of
Value
• Work
Life
Balance
• Recogni8on
– Individualized
– Aligned
– Intangible/Tangible
– Public/Private
