How can you make store performance evaluations more effective?

- Align the team to one common goal - Make sure that absence of a team member doesn't affect the business. Hence training staff on all aspects of business is quintessential. - Build targets in consultation, buy-in is important. Targets cannot be imposed. - Congruency is key. - Healthy competition is equally important. - Google ratings are an important metric to determine customer satisfaction. Team Managers & Area Managers should pay adequate attention to minute details. Keep your ears on the ground, churn feedback effectively.

- Clearly define what you want to measure is the way for a successful evaluation. - Ensure your goals are SMART to prevent ambiguity and confusion and set clear expectations for your team.

Define objetivos específicos y medibles para la tienda, como ventas, satisfacción del cliente, eficiencia operativa, entre otros, para tener una base clara para la evaluación.

Establish clear KPIs for sales growth, margin improvement, inventory turns, customer retention, and employee development. Regularly monitor goal progress through transparent data analytics. Conduct coaching sessions to assess what’s working well & identify issues early before problems escalate. Recognize employee wins, provide constructive feedback on opportunities for improvement & standardize feedback criteria across the organization & at individual store levels. Celebrate both incremental progress & breakthrough store innovations through company publications, leadership calls & monetary incentives. Focusing on open communication, shared learning, & celebrating successes together will drive overall store performance to higher levels .

I set clear goals and tell employees about them. I check how they're doing regularly, give helpful feedback, and praise good work. I use sales numbers and customer feedback for evaluation. I ask employees to think about how they're doing and set goals. I offer training if they need to improve.

Implementa sistemas y herramientas para recopilar datos precisos y relevantes sobre el rendimiento de la tienda, como software de análisis de ventas, encuestas de satisfacción del cliente, seguimiento del inventario, etc.

That's correct but you need to set few and very specific goals for your sales team. I think that volume/revenue target as well as customer satisfaction are probably the ones more relevant for the company. I think that once goals are set, you cannot re-discuss them because there is a change in the market, unless it is really disruptive. Set goals for sales people on a quarterly basis max, stick to it and keep track on progress, trends and market changes so that you can adjust them for the next round.

Una evaluación es un proceso continuo, no algo puntual, el desempe?o no es solo un tema de llegar a los objetivos, sino de resultados, actitud, interés crecimiento, equipo, liderazgo, etc, todos estos elementos, más los que consideremos pertinentes, han de estar contenidos.

One thing I've found helpful is to prepare a 'Daily Summary Sheet' before the day starts where all activities are recorded such as sales figures, customer feedback, inventory reports, observations, and time recording like when something is due and in what time. Collection of data is done regularly and consistently. At the end of the day, datas are collected through daily reports. As leader, give more time for conducting checkpoints and testing in between. Successful store manager suggests checking the data twice a day ahead of the date when tasks are due for the day. One must know how to read numbers and market behaviors to arrive hitting goals and expectations positively.

Before you to collect millions of data, you must understand the goals. 1) define the main goals for major customer points of contact 2) integrate the systems and CRM to have a end to end customer view 3) build a dashboard 4) considered to use artificial inteligency to support you , it could generate powerfull insights quickly 5) have a clean process to solve customers claim. Data without action its a waste of time and resources!

Involucra al equipo en el proceso de evaluación del rendimiento de la tienda, fomentando la retroalimentación y la colaboración para identificar áreas de mejora y oportunidades.

Regular and timely feedback is the cornerstone of evaluation. It first starts with setting challenging yet realistic targets and then measuring progress on a regular basis. In Sales it is best feedback is sought and received say once a quarter as the yearly Sales is dynamic given the competitive landscape. Hence feedback given which is specific and more balanced can act as a tool for evaluation as well as serve as a guiding light towards path forward.

Giving balanced, specific, objective, and constructive feedback is a skill and not every manager may already have it when they join the company. Thus it might help if the managers are given training sessions on how best to deliver performance evaluations and feedback to their team and peers. A positive feedback delivered the wrong way will have a negative impact on the receiver, and thus may even be counterproductive.

Be honest, always. Either you are giving good and especially bad news. Respect people, always: they may not have fulfilled your expectations, nonetheless you need to assume they are doing their best (unless you have clear evidences of the contrary). Be always fact-based: keep track of good and bad situations during time so that you can review and present them precisely during a performance assessment.

El feedback, es la clave del proceso. Es el momento en el que tanto el manager, como el colaborador, han den ser francos. Esta conversación ha de ser sincera y revisar todos los aspectos del desempe?o, así como elaborar un plan de acción con capacidad de hacer crecer a la persona, tanto personal, como profesionalmente.

I totally agree about asking your people to make self assessments and to share their opinions and suggestions. But let's be clear: goal setting is a management task and should not be open to discussion, at least in my opinion. It is an exercise that requires a great sense of responsibility and respect for people subject to it, but it is not an open discussion. As managers, we need to listen and take into consideration suggestions and opinions coming from our teams, but at the end of the day the decisions are up to us. That's our main responsibility and companies are rarely (if not ever) democracies...

To make store performance evaluations more effective, involving the team is crucial. Implement a 360-degree feedback system where not only managers but also peers and subordinates provide input. Encourage team members to self-assess their performance and set goals for improvement. Hold regular feedback sessions to discuss strengths, areas for growth, and strategies to enhance overall performance. Additionally, create a culture of transparency and accountability by openly sharing evaluation criteria and outcomes. By involving the team in evaluations, you foster a sense of ownership, collaboration, and continuous improvement throughout the store.

La realización de una autoevaluación previa es muy valioso, ya que permite confrontar el punto de vista del colaborador, con el de su superior. Cuando lo he puesto en práctica, se han descubierto muchas cosas, como la diferencia de valoración, los puntos fuertes o débiles, etc, ello va a poner dde manifiesto que probablemente haya habido un déficit de comunicación y de conocimiento de la persona. Es el momento de arreglarlo y construir sobre esa divergencia de puntos de vista.

One way to make store performance evaluation more effective is to involve the team in the process. This is teamwork. If a team member promises to do or explain something, that person should deliver on that promise. It creates commitment. The team is motivated to reach milestones when its members are part of the evaluation and conversation. As leader, it is important to involve team members in decision making that affect them as well as business objectives that dictate deliverables, milestones, and specific procedures. Involvement creates honest conversational work environment. Common interest is bult on. It energizes and motivates the team. It made them feel valued and empowered by listening their opinion and address their concerns, too.

Reconoce y premia a los empleados que contribuyen positivamente al rendimiento de la tienda, lo que puede motivar a todo el equipo a alcanzar metas más altas. Desarrolla planes de acción basados en los resultados de las evaluaciones para abordar áreas problemáticas y capitalizar oportunidades identificadas durante el proceso. Proporciona capacitación continua al personal para mejorar sus habilidades y conocimientos, lo que puede tener un impacto positivo en el rendimiento general de la tienda.

Remember to get feedback from each team member, including customers too. By introducing form fillers after a customer visits your store helps increase your market share and brand awareness. People are the ones who spread your product and service to their friends, family and their Social Media followers.

Efectivamente, la evaluación es un proceso continuo, y no un ejercicio que se guarda en un cajón, hasta la siguiente, ya que si es así carece de valor y el sentimiento del colaborador, es que solo sirve para cumplir con el procedimiento, lo que desvirtúa todo.

A true leader must support the team. In my book I highlighted the importance of leadership contributing to the development of a culture of innovation, supporting the team to bring resources (financial and human) and a way of working based on agile mentality and processes. Take a minute and think about this: have you supported your team to do their best in a collaborative team-building strategy or have you engaged in command-and-control behavior? Maybe take a look at your people turn over and find out what kind of leader you are. Ensure the right team is with you throughout the journey!

Ongoing feedback helps benefit you, your customer and your business too. Without it you would not have a clue about the challenges and any issues that your clients may be facing with your products and / or services too. In addition, my suggestion would be to have regular customer reviews every quarter or once per month if your business is volume.

To boost store performance evaluations, establish clear goals, provide regular feedback, and use a mix of quantitative and qualitative metrics. Foster open communication during evaluations, set achievable goals, and offer training opportunities for improvement. Recognize and reward exceptional performance, maintain consistency across evaluations, and follow up on progress. Continuously refine the evaluation process based on feedback and evolving business requirements. #ahmedalaali11

Recuerda que las evaluaciones de rendimiento de la tienda pueden ser más efectivas al proporcionar una visión clara del desempe?o actual y las áreas que requieren atención para lograr un crecimiento sostenible y una mayor satisfacción del cliente.

Performance evaluation should not be too long. When this happens, both the team member and team leader can get overwhelmed with the process and it doesn’t yield the desired result. Ensure you are able to easily measure and report on the KPIs being tracked. Often times performance measures can’t be easily tracked or there is no system in place to report and then the process looses its objectivity. Keep your commitment to having review conversations with team members. When it doesn’t happen consistently, the process is in breakdown mode and losses its effectiveness