Retail Employee Management: Setting Expectations

Since hourly retail help cannot be paid for with the amount of money that many other jobs require, a store owner often has to work with a younger group or a less skilled talent pool. While there are many smart and hard-working people in retail, not all will be like this. It is for this reason that you need to stay ahead in terms of what young workers and less skilled workers may have for you in terms of problems and fires to put out. Are we communicating here?

Younger workers, especially, should have detailed expectations for themselves. I’m talking about common sense basics here. How to report to work and be on time. Today, many people do not even know what good customer service is, because they have never seen or experienced it. The more you can anticipate what younger or less responsible workers might do to you and the better you can do to remind them of your expectations, the fewer nasty fires you will have and life will be easier for you. Can I clarify here? The following is some specific and valuable advice from someone who has weathered the storms of lower wage workers … ME!

From the first interview and the first day of hire onwards: attendance at work and punctuality are a fundamental part of each employee’s performance. You must tell them that at least 5 times. Any absence without notification is grounds for dismissal. You must understand that, and YOU must let your people know that you mean it. Anyone absent for any reason must notify their manager at least 2 hours prior to the scheduled time at work. More notice is highly preferable and expected if possible. Here are some more important expectations that must become written policies and must be approved by the employee.

1. Repeated tardies can result in lost hours or dismissal. (Apple’s policy for its stores allows only three 6-minute late incidents during a 6-month period as cause for termination)

2. Any employee can be fired immediately and without prior notice for any of the following reasons.

For. Theft or proven dishonesty

B. Violation of the company’s cash handling procedures, including undervaluation

vs. Falsify company reports or records.

D. Destruction or deliberate damage to personal or company property.

me. Embezzlement.

F. Possessing firearms on company property or during company hours.

gram. Knowingly and knowingly completing or recording another employee’s time card or allowing another employee to do the same with yours.

3. It may result in disciplinary action or termination if one of the following procedures is violated.

For. Insubordination.

B. Rudeness or any action during the time of the company that may discredit or result in the loss of goodwill towards the company.

vs. Failure to report a sale or refund at the time of the transaction.

D. Falsely claiming sick leave

me. Any negligent or intentional action that results in injury to yourself or others, or action that may result in damage to the personal property of the company or others.

F. Unstable attendance at work.

gram. Breach of company dress code

h. Failing to treat all clients and individuals regardless of company ownership equally and with respect to race, sex, or color.

I. Exchange of hours with another employee as a result of an absence of either party.

j. Intentional violation of the company’s security and loss prevention procedures.

The above policies are not intended to be comprehensive, but only to give an idea of ​​the expectations and policy of all employees.

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