{"id":12873,"date":"2021-01-25T09:07:29","date_gmt":"2021-01-25T14:07:29","guid":{"rendered":"https:\/\/blog.bindy.com\/?p=12873"},"modified":"2024-08-20T11:29:09","modified_gmt":"2024-08-20T15:29:09","slug":"hur-du-tar-fram-det-basta-ur-dina-detaljhandelsanstallda","status":"publish","type":"post","link":"https:\/\/blog.bindy.com\/sv\/how-to-bring-out-the-best-in-your-retail-employees\/","title":{"rendered":"Hur du tar fram det b\u00e4sta hos dina detaljhandelsanst\u00e4llda"},"content":{"rendered":"

Inventering kan vara detaljhandelns br\u00f6d och sm\u00f6r, men det \u00e4r fortfarande en mycket folkcentrerad verksamhet. Fr\u00e5n lagerf\u00f6rvaltare som h\u00e5ller produkterna i schack till medarbetare som hj\u00e4lper k\u00f6pare p\u00e5 f\u00f6rs\u00e4ljningsgolvet, detaljhandelsf\u00f6retag drivs f\u00f6r m\u00e4nniskor av m\u00e4nniskor.<\/p>\n\n\n\n

Som s\u00e5dan, ju mer engagerade dina anst\u00e4llda \u00e4r, desto mer sannolikt kommer ditt f\u00f6retag att trivas. Av denna anledning m\u00e5ste f\u00f6rb\u00e4ttring av de anst\u00e4lldas prestationer vara avg\u00f6rande i din verksamhet. <\/p>\n\n\n\n

L\u00e4s vidare f\u00f6r att l\u00e4ra dig n\u00e5gra expertst\u00f6dda s\u00e4tt p\u00e5 hur du tar fram det b\u00e4sta i ditt team och g\u00f6r det m\u00f6jligt f\u00f6r dem att prestera b\u00e4ttre.<\/p>\n\n\n\n

F\u00e5 medarbetarna att k\u00e4nna att de betyder n\u00e5got<\/h2>\n\n\n\n

Om dina anst\u00e4llda k\u00e4nner att de bara \u00e4r ytterligare en kugge i en maskin, \u00e4r det osannolikt att de tar med sig sitt b\u00e4sta till jobbet. Det \u00e4r d\u00e4rf\u00f6r du regelbundet b\u00f6r kommunicera hur v\u00e4rdefulla de \u00e4r f\u00f6r ditt f\u00f6retag. <\/p>\n\n\n\n

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Collin Matthews fr\u00e5n Kokk\u00e4rl<\/a> s\u00e4ger att som grundare eller chef m\u00e5ste du "L\u00e5t ditt team f\u00f6rst\u00e5 att det de presterar g\u00f6r skillnad f\u00f6r f\u00f6retagets framsteg."<\/p>\n<\/blockquote>\n\n\n\n

Att \u00e5stadkomma det kr\u00e4ver mer \u00e4n att bara ber\u00e4tta f\u00f6r dem att de betyder n\u00e5got, s\u00e4ger Matthews. Du m\u00e5ste vara involverad och investerad i deras framsteg och prestationer, och sedan f\u00e5 dem att se vilken inverkan de har p\u00e5 verksamheten. <\/p>\n\n\n\n

"Vad du b\u00f6r g\u00f6ra \u00e4r att utse uppgifter som testar dem, fira vinster, granska misslyckanden eller f\u00f6rluster och sedan forts\u00e4tta fram\u00e5t," till\u00e4gger han. <\/p>\n\n\n\n

Till exempel, om en gruppmedlems insatser direkt resulterade i en stor f\u00f6rs\u00e4ljning, se till att de vet hur detta p\u00e5verkar verksamheten. \u00c5 andra sidan, om n\u00e5got inte g\u00e5r enligt plan, utarbeta s\u00e4tt att f\u00f6rb\u00e4ttra och betona hur viktigt det \u00e4r f\u00f6r f\u00f6retaget.<\/p>\n\n\n\n

Erk\u00e4nn deras anstr\u00e4ngningar<\/h2>\n\n\n\n

Det visar branschdata<\/a> att 69% anst\u00e4llda skulle arbeta h\u00e5rdare om deras insatser uppm\u00e4rksammades och f\u00f6retag med program f\u00f6r personalerk\u00e4nnande upplevde 31% l\u00e4gre oms\u00e4ttning. <\/p>\n\n\n\n

"Unders\u00f6kningen \u00e4r ganska avg\u00f6rande att n\u00e4r anst\u00e4llda inom olika branscher f\u00e5r positiv feedback fr\u00e5n chefer och uppm\u00e4rksammas f\u00f6r sina prestationer, \u00f6kar arbetstillfredsst\u00e4llelsen. M\u00e4nniskor \u00e4r mer motiverade att ge allt n\u00e4r de vet att deras insatser kommer att uppm\u00e4rksammas, uppskattas och bel\u00f6nas\u201d, f\u00f6rklarar Rolf Bax, Chief Human Resources Officer p\u00e5 Resume.io<\/a>.<\/p>\n\n\n\n

Och det fina \u00e4r att det finns m\u00e5nga s\u00e4tt att k\u00e4nna igen dina anst\u00e4llda. I vissa fall kan detta vara s\u00e5 enkelt som att ber\u00e4tta f\u00f6r dem att de g\u00f6r det bra. <\/p>\n\n\n\n

Enligt Bax, "I en detaljhandelsmilj\u00f6 kan detta inneb\u00e4ra att teamledare och arbetsledare g\u00e5r ut ur deras s\u00e4tt att ber\u00f6mma anst\u00e4llda f\u00f6r att de hanterar en s\u00e4rskilt hektisk dag eller semesterperiod eller pekar ut en specifik anst\u00e4lld f\u00f6r att ha visat exceptionell kundservice eller konfliktl\u00f6sningsf\u00f6rm\u00e5ga. .\u201d<\/p>\n\n\n\n

I andra fall kan det visa sig vara mer kraftfullt att l\u00e5ta andra anst\u00e4llda ge erk\u00e4nnande. Julien Raby, VD p\u00e5 Thermogears.com<\/a>, f\u00f6resl\u00e5r att man implementerar ett system d\u00e4r personalen nominerar sina kollegor. <\/p>\n\n\n\n

\"personal
Fotokredit: Shutterstock<\/figcaption><\/figure>\n\n\n\n

\u201dErk\u00e4nnandet kan ges genom att be de anst\u00e4llda att skicka nomineringar som beskriver deras prestationer under en viss tidsperiod. De b\u00e4sta bland de mottagna nomineringarna kan v\u00e4ljas ut och bel\u00f6nas\u201d, f\u00f6rklarar han<\/p>\n\n\n\n

Sedan finns det den klassiska "m\u00e5nadens anst\u00e4lld"-taktik, som kan inkludera en inramad bild av periodens b\u00e4sta medarbetare. <\/p>\n\n\n\n

Raby s\u00e4ger, "Du kan skapa en igenk\u00e4nningsh\u00f6rna p\u00e5 kontoret, d\u00e4r du ramar in bilden av den b\u00e4sta medarbetaren\/teamet och h\u00e4nger upp den d\u00e4r. Det \u00e4r ett av de b\u00e4sta s\u00e4tten att engagera och motivera medarbetarna. Kom ih\u00e5g att h\u00e5lla bilden uppdaterad s\u00e5 att alla har m\u00f6jlighet att g\u00f6ra 'wall of fame'.\u201d<\/p>\n\n\n\n

Po\u00e4ngen? Det finns ingen brist p\u00e5 metoder f\u00f6r att ber\u00e4tta f\u00f6r anst\u00e4llda att de g\u00f6r ett utm\u00e4rkt jobb. V\u00e4lj en metod som fungerar b\u00e4st f\u00f6r din arbetsplatskultur och g\u00e5 d\u00e4rifr\u00e5n. <\/p>\n\n\n\n

\u00d6verv\u00e4g ytterligare ers\u00e4ttning<\/h2>\n\n\n\n

Ett effektivt s\u00e4tt att frig\u00f6ra potentialen f\u00f6r dina detaljhandelsanst\u00e4llda \u00e4r att "basera sin ers\u00e4ttning p\u00e5 n\u00e5gon form av transaktionsbonus, f\u00f6rs\u00e4ljningsprovision eller daglig eller veckovis spiff beroende p\u00e5 antalet", s\u00e4ger Baron Christopher Hanson, ledande konsult och \u00e4gare av RedBaronUSA<\/a>.<\/p>\n\n\n\n

Detta g\u00e4ller s\u00e4rskilt i dagens utmanande detaljhandelslandskap. Hanson till\u00e4gger: "Att bara betala en timl\u00f6n f\u00f6r detaljhandeln \u00e4r en \u00e5terv\u00e4ndsgr\u00e4nd. Utmaningen \u00e4r att detaljhandelns roller \u2013 s\u00e4rskilt under och efter covid \u2013 kan vara anstr\u00e4ngande. Personalen tenderar att br\u00e4nna ut snabbt eller verkar alltid leta efter ett annat v\u00e4lbetalt jobb. Sp\u00e4nningen och incitamentet att potentiellt tj\u00e4na mer i utbyte mot extra anstr\u00e4ngning, passion och kommunikation \u2013 b\u00e5de p\u00e5 jobbet och utanf\u00f6r butikens \u00f6ppettider \u2013 kan vara en kraftfull motivator f\u00f6r din personal och ett mer lukrativt arrangemang som f\u00f6retags\u00e4gare, om siffrorna fungerar mer l\u00f6nsamt.\u201d<\/p>\n\n\n\n

S\u00e5 se \u00f6ver dina nuvarande l\u00f6nestrukturer och se om det finns utrymme att \u00f6ka de anst\u00e4lldas ers\u00e4ttningar. \u00d6verv\u00e4g att implementera bonusar eller bel\u00f6ningar som erbjuder \u00f6msesidiga f\u00f6rdelar f\u00f6r b\u00e5de ditt team och f\u00f6retaget. <\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

Genomf\u00f6r regelbunden tr\u00e4ning och teambuilding<\/h2>\n\n\n\n

Att ta fram det b\u00e4sta hos dina anst\u00e4llda \u00e4r inte en enda str\u00e4van. Se medarbetarnas k\u00f6rning som en eld som du m\u00e5ste \u00e4gna dig \u00e5t regelbundet om du vill h\u00e5lla ig\u00e5ng den. <\/p>\n\n\n\n

Inom detaljhandeln \u00e4r ett av de mest effektiva s\u00e4tten att elda upp den genom utbildning och teambuildingaktiviteter som \u00e4ger rum p\u00e5 en kontinuerlig basis.<\/p>\n\n\n\n

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\u201dF\u00f6r att verkligen l\u00e5sa upp ett teams potential b\u00f6r arbetsgivare se till att st\u00e4ndigt optimera sina utbildnings- och utvecklingsstrategier och s\u00e4kerst\u00e4lla en bra f\u00f6retagskultur. Att se till att dina teammedlemmar ges m\u00f6jligheter att v\u00e4xa och utvecklas kommer inte bara att vara f\u00f6rdelaktigt f\u00f6r dem utan ocks\u00e5 f\u00f6r dig\u201d, s\u00e4ger Simon Elkj\u00e6r, marknadschef p\u00e5 avXperten<\/a>.<\/p>\n<\/blockquote>\n\n\n\n

Han forts\u00e4tter, "Att se till att dina anst\u00e4llda st\u00e4ndigt f\u00f6rb\u00e4ttrar sig sj\u00e4lva g\u00f6r dem mer kapabla och g\u00f6r att de enkelt kan hantera kraven fr\u00e5n ditt f\u00f6retag."<\/p>\n\n\n\n

Regelbunden utbildning g\u00f6r det ocks\u00e5 m\u00f6jligt f\u00f6r anst\u00e4llda att finslipa och \u00f6va sina f\u00e4rdigheter inom detaljhandeln, vilket i slut\u00e4ndan hj\u00e4lper dem att f\u00f6rb\u00e4ttra sina prestationer. <\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

Enligt Meaghan Brophy, detaljhandels- och e-handelsanalytiker p\u00e5 FitSmallBusiness<\/a>, \u201dDetaljhandelsanst\u00e4llda \u00e4r vanligtvis utbildade n\u00e4r de b\u00f6rjar jobbet. Men f\u00f6r att f\u00e5 ut det b\u00e4sta resultatet m\u00e5ste \u00e5terf\u00f6rs\u00e4ljare och chefer tillhandah\u00e5lla konsekvent och fortl\u00f6pande utbildning under hela anst\u00e4llningstiden f\u00f6r medarbetare. Utbildningen inkluderar kundtj\u00e4nsttips, f\u00f6rs\u00e4ljningstekniker och produktkunskap. Som ordspr\u00e5ket s\u00e4ger "\u00f6vning ger f\u00e4rdighet." Det b\u00e4sta s\u00e4ttet att f\u00f6rb\u00e4ttra kundservice och f\u00f6rs\u00e4ljning \u00e4r att tr\u00e4na.\u201d<\/p>\n\n\n\n

En annan f\u00f6rdel med att genomf\u00f6ra regelbunden tr\u00e4ning och teambuilding? Det ger dig m\u00f6jlighet att l\u00e4ra k\u00e4nna medarbetarna och ta reda p\u00e5 vilka dina b\u00e4sta teammedlemmar \u00e4r. Som Hanson p\u00e5pekar, "Att ta sig tid att g\u00f6ra inl\u00e4rning och tr\u00e4ning till en del av sin arbetsbeskrivning hj\u00e4lper f\u00f6retags\u00e4gare att uppt\u00e4cka rockstj\u00e4rneartister, mavens, kontakter och s\u00e4ljare samtidigt som de tar bort potentiella d\u00e5liga \u00e4gg eller d\u00e5liga artister fr\u00e5n bussen f\u00f6rr snarare \u00e4n senare."<\/p>\n\n\n\n

Koppla aff\u00e4rsframg\u00e5ng med deras personliga m\u00e5l<\/h2>\n\n\n\n

Uppmuntra dina anst\u00e4llda att str\u00e4va h\u00e5rdare genom att knyta aff\u00e4rsframg\u00e5ng med deras individuella anstr\u00e4ngningar. Att g\u00f6ra det g\u00f6r m\u00e5let mer personligt, vilket hj\u00e4lper till att driva p\u00e5.<\/p>\n\n\n\n

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\u201dEn av mina taktiker \u00e4r att anpassa medarbetarens personliga m\u00e5l till f\u00f6retagets. Prata med dina medarbetare och lyssna p\u00e5 vad som \u00e4r viktigt f\u00f6r dem och visa hur medarbetarna genom att hj\u00e4lpa f\u00f6retaget kommer n\u00e4rmare sina egna m\u00e5l\u201d, s\u00e4ger Chris Bolz, VD p\u00e5 Retail CRM Cloud<\/a>.<\/p>\n<\/blockquote>\n\n\n\n

\u201cDet h\u00e4r \u00e4r ett bra s\u00e4tt att \u00f6ka engagemanget; du kan inte f\u00f6rv\u00e4nta dig att de anst\u00e4llda ska arbeta lika h\u00e5rt eller passionerat som VD:n eftersom de inte bryr sig om samma saker. Men p\u00e5 detta s\u00e4tt kan du f\u00e5 dem att f\u00f6rst\u00e5 hur det hj\u00e4lper f\u00f6retaget att n\u00e5 sina m\u00e5l att n\u00e5 sina egna."<\/p>\n\n\n\n

Ett exempel p\u00e5 hur du kan till\u00e4mpa detta \u00e4r genom att ta reda p\u00e5 ett omr\u00e5de f\u00f6r personlig tillv\u00e4xt som \u00e4r viktigt f\u00f6r en anst\u00e4lld. L\u00e5t oss s\u00e4ga att du har en gruppmedlem som vill f\u00f6rb\u00e4ttra sitt sj\u00e4lvf\u00f6rtroende och sina m\u00e4nniskors f\u00e4rdigheter. Genom att placera dem p\u00e5 f\u00f6rs\u00e4ljningsgolvet och utbilda dem om hur deras jobb hj\u00e4lper dem att uppn\u00e5 sina personliga m\u00e5l, \u00e4r det mer sannolikt att de ans\u00f6ker och n\u00e5r b\u00e4ttre resultat. <\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

Ta reda p\u00e5 varje medarbetares unika motivationsfaktorer<\/h2>\n\n\n\n

Alla drivs inte av samma saker. En del av ditt jobb som ledare \u00e4r att urskilja de specifika motivationerna f\u00f6r varje gruppmedlem och anv\u00e4nda det f\u00f6r att \u00f6ka deras prestationer. <\/p>\n\n\n\n

"M\u00e4nniskor drivs av olika motiv och som arbetsgivare m\u00e5ste du skr\u00e4ddarsy dessa motivationer och se till att det \u00e4r effektivt f\u00f6r dina anst\u00e4llda \u2013 oavsett om det \u00e4r verbalt erk\u00e4nnande, materiell bel\u00f6ning, monet\u00e4ra och icke-monet\u00e4ra incitament", s\u00e4ger William Taylor, Senior Recruitment R\u00e5dgivare p\u00e5 VelvetJobs<\/a>.<\/p>\n\n\n\n

Du kan ha anst\u00e4llda som \u00e4r mer ekonomiskt motiverade \u00e4n andra. I vissa fall kommer du att ha teammedlemmar som v\u00e4rdes\u00e4tter status och erk\u00e4nnande. Nyckeln \u00e4r att ta reda p\u00e5 hur varje person tickar och skr\u00e4ddarsy din motiverande taktik efter deras behov och preferenser.<\/p>\n\n\n\n

Se till att det finns utrymme f\u00f6r tillv\u00e4xt<\/h2>\n\n\n\n

Topppresterande akt\u00f6rer \u00e4r fasta f\u00f6r att s\u00f6ka tillv\u00e4xt och utveckling. Om ett jobb k\u00e4nns stillast\u00e5ende kommer de snabbt att tappa driften. Som s\u00e5dan \u00e4r det viktigt att l\u00e4gga ut en tillv\u00e4xtv\u00e4g f\u00f6r dina b\u00e4sta medarbetare. Hur kommer de att flytta upp ditt f\u00f6retag? P\u00e5 vilka omr\u00e5den kan de v\u00e4xa, och hur kommer den utvecklingen att se ut?<\/p>\n\n\n\n

Att kartl\u00e4gga en plan f\u00f6r ditt team kan r\u00e4cka l\u00e5ngt f\u00f6r att uppmuntra dem att prestera b\u00e4ttre, s\u00e4ger Ronnie Teja fr\u00e5n SoftwareKeep.com<\/a>.<\/p>\n\n\n\n

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\u201dVi har fastst\u00e4llt karri\u00e4rv\u00e4gar f\u00f6r varje avdelning. Detta hj\u00e4lper oss att erbjuda kampanjer till personer som f\u00f6rtj\u00e4nar att bli befordrade baserat p\u00e5 deras f\u00f6rm\u00e5ga att uppfylla sina KPI:er, s\u00e4ger han, "Med en tydlig f\u00e4rdplan f\u00f6rblir de anst\u00e4llda motiverade eftersom de f\u00f6rst\u00e5r att f\u00f6retaget v\u00e4rdes\u00e4tter dem." <\/p>\n<\/blockquote>\n\n\n\n

Ge dem r\u00e4tt verktyg<\/h2>\n\n\n\n

Dina anst\u00e4llda kommer inte att kunna g\u00f6ra sitt b\u00e4sta arbete om de hindras av kr\u00e5ngliga verktyg och processer. Se d\u00e4rf\u00f6r till att de \u00e4r utrustade med appar och l\u00f6sningar som g\u00f6r deras liv enklare och l\u00e5ter dem fokusera p\u00e5 det de \u00e4r bra p\u00e5. <\/p>\n\n\n\n

B\u00f6rja med att identifiera uppgifter p\u00e5 l\u00e5g niv\u00e5 som t\u00f6mmer deras tid och energi, och se sedan om det finns ett s\u00e4tt att automatisera det (eller \u00e5tminstone g\u00f6ra jobbet l\u00e4ttare). <\/p>\n\n\n

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\"Kommunicera,<\/a><\/figure>\n<\/div>\n\n\n

Till exempel, om m\u00e5nga av dina teammedlemmar spenderar f\u00f6r mycket tid p\u00e5 att f\u00f6lja upp, h\u00e4mta information eller jaga r\u00e4tt personer, kan det vara bra att anv\u00e4nda en centraliserad kommunikations- och samarbetsplattform<\/a> som h\u00e5ller alla p\u00e5 samma sida.<\/p>\n\n\n\n

Har dina anst\u00e4llda sv\u00e5rt att sp\u00e5ra sina uppgifter och \u00e5tg\u00e4rder? Skaffa dig en uppgiftshanteringssystem<\/a> som g\u00f6r det enkelt att tilldela uppgifter och prioritera. Varje organisation \u00e4r olika, s\u00e5 ta reda p\u00e5 de specifika problem du beh\u00f6ver ta itu med och se om tekniken kan hj\u00e4lpa.<\/p>\n\n\n\n

Om f\u00f6rfattaren:<\/strong><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Francesca Nicasio<\/a>\u00a0\u00e4r detaljhandelsexpert, B2B-inneh\u00e5llsstrateg och LinkedIn TopVoice. Hon skriver om trender, tips och b\u00e4sta praxis som g\u00f6r det m\u00f6jligt f\u00f6r \u00e5terf\u00f6rs\u00e4ljare att \u00f6ka f\u00f6rs\u00e4ljningen och betj\u00e4na kunderna b\u00e4ttre. <\/p>","protected":false},"excerpt":{"rendered":"

Inventering kan vara detaljhandelns br\u00f6d och sm\u00f6r, men det \u00e4r fortfarande mycket folkcentrerad verksamhet. Fr\u00e5n lagerf\u00f6rvaltare som h\u00e5ller produkterna i schack till medarbetare som hj\u00e4lper k\u00f6pare p\u00e5 f\u00f6rs\u00e4ljningsgolvet, detaljhandelsf\u00f6retag drivs f\u00f6r m\u00e4nniskor av m\u00e4nniskor. Som s\u00e5dan, ju mer engagerade dina anst\u00e4llda \u00e4r, desto mer sannolikt kommer ditt f\u00f6retag att trivas. 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