Retail Culture Index
When it comes to measuring organisational culture, there are three typical retail profiles; those retailers that don’t measure, those that do measure but fall way short of maximising the impact of the exercise [and possibly end up doing more harm than good] and those retailers that build employee research, and the results, into their strategic planning cycle. In our experience, almost all retailers fit into one of the first two profiles.
In 2008, Performance Partners designed a retail first culture survey, the Retail Culture Index, allowing retailers to measure the health of their organisation and benchmark the results against other world-class retailers. Targeted specifically to retail operations and head office teams, the tool focuses on employee attraction, engagement, sales and service and employee future intentions. Using a combination of importance and performance-type questions, the results are analysed by Performance Partners in a comprehensive report that provides retailers with a very clear roadmap for organisational change.
As stated earlier, the completion of an employee survey is only one part of affecting organisational cultural change. Following the survey, Performance Partners can assist in a variety of ways, including the communication of results, training leaders on employee engagement, building employee engagement into reward programs and linking employee engagement to other retail metrics.
Retail Leadership 360
Our suite of Retail Leadership 360 degree feedback tools assesses the leadership competencies of retail managers and leaders and provides a comprehensive report for behavioural change. The competencies of each tool are specifically tailored to the retail industry and include a major focus on inspiring others. Our 360 degree feedback tools are customised for the following retail positions:
- Executive Leaders
- Head Office Managers
- Regional Managers
- Store Managers
Our Retail Leadership 360 tools are ideal for use in coaching, leadership training, succession/talent management programs and to support the developmental section of performance appraisals.
Learning Needs Assessment
Take this typical scenario: A National Retail Manager invites Performance Partners to a discussion on how to improve the sales and service of team members on the shopfloor. When we finally drill down to the question of “Who needs development?”, the National Retail Manager unconvincingly suggests all team members but later acknowledges that there is probably a real mix of sales and service skills, from great role models to team members requiring a complete overhaul. The problem here is how does this retailer accurately and quickly identify the gap between the current sales and service skills of team members and the desired skills? This is where we can help!
Our Learning Needs Assessment is an analysis of the gap between the current and desired attitudes, skills, knowledge and behaviours of the target audience. This analysis is measured through self and manager assessment, using a variety of methods to eliminate or reduce individual bias. Once a full needs assessment is conducted, we can then recommend a learning and development strategy, including the most appropriate delivery methods for different target audiences.