3 Kind of teams in the retail workplace

What kind of team can we find in the retail workplace?

 

The kind of team that an organization can set up among employees depends on that team’s assigned tasks and the aimed goal. By team in the organization we mean a group of employees who are working together on either a temporary or a permanent basis to achieve a common objective that will ultimately link to the business unit specific targets. The most common kinds of workplace teams can be identified as follows:

Project team: A project team is a group of people selected to work together to accomplish a particular project. Very often, when the project ends, the team has no longer reason to be. 
Not every task or assignment requires senior managers to create a dedicated team. For a project team to succeed, leaders need to ensure that the task is appropriate for that group of team members to work on together and the right tools and the information are provided, and the end desired result is clear.

Cross-functional team: A cross-functional team is made up of employees from different departments or areas of the business, in order to bring different approach and experience background to the project, or merely because the project might involves different business areas and requires different specific skills or expertise.

 

Self-directed work team: is identified in most cases as a team that determines how it will get the tasks done and has the authority and expertise, and often the budget accountability, to make decisions that will impact the project in the short term and the business goal in the short-term. 
Being a self-managed team does not mean that the group doesn’t need a senior leader or manager, It simply implies that the team is responsible and accountable for its decisions, as opposed to proposing action that will be approved or denied by someone in charge that manage the project from above.

Retail employee’s turnover.

Retail employee’s turnover.

 

Have you ever looked at it in a different way?

In a retail environment or within the HR context in general, turnover or staff turnover or employee /labor turnover is the rate at which an organization loses employees. Simple ways to describe it could be “how long employees tend to remain in their position?” Turnover is measured for individual companies and their business as a whole. If a company or business is said to have a high turnover relative to its main competitors, it means that employees of that company have a shorter average tenure than those of other companies in the same industry and this can obviously be for a variety of reasons. High turnover may be harmful to the company’s productivity ratio if skilled workers are often leaving and the employee’s population contains a high percentage of un-skilled workers. Companies also track turnover internally, across departments as Internal turnover involves employees leaving their current positions for new positions within the same company. Clearly in both cases positive (promotions, further responsibility etc.) and negative (demotion, project failure or budget cuts). Internal turnover is usually controlled by a variety of HR tools and mechanisms, such as an internal recruitment policy or structured succession planning.

 

 

 

 

What are the causes of high employee’s turnover?

High turnover often means that employees are dissatisfied with their jobs, especially when the job market is open to new opportunities and experienced employees can with ease transfer to different organizations. It can also indicate unsafe or unhealthy conditions or a not people oriented business culture or that too few employees give satisfactory performance (due to unrealistic expectations, inappropriate processes or tools, or poor candidate screening). “The lack of challenges, dissatisfaction with the job-scope, and conflict with the management” has been noted as early signs of high turnover. Each business has its own unique turnover drivers so companies must continually work to identify the issues that cause turnover in their business. Further, the causes of attrition vary within a company such that makes for turnover in one department might be very different from the causes of turnover in another department.

Companies can use exit interviews to find out why employees are leaving and the problems they encountered in the workplace. The HR department can also re-look the recruitment process and mostly the talent acquisition side of it.

Another factor that might affect turnover lie in the selection of the best fit talent for the lack in choosing valid candidates from the outside, in fact, hiring the right talent might work well towards solving the turnover problem, on the contrary choosing employees whom values are not fit for the organization, or those employees with a not value based background might only increase the potential of a costly issue for the organization.

Low turnover instead indicates that none of the above is completely true: employees are satisfied, healthy, and safe, and their performance is satisfactory to the employer, and mostly the selection, professionalism and competency of the HR department in acquiring the right talent can be the key.

Other indicators of low turnover are   obviously career opportunities; salary, corporate culture, management’s recognition, and a comfortable workplace seem to impact employees’ decision to stay with their employer.

Is your company management team looking at labor turnover this way? Or your business just looking to save the bottom line on the P&L where personnel cost are always having a great deal of impacts, which remain the question.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Do I really love my job?

Besides those fortunate that have managed trough a career path or just following an idea they strongly believe in, there are a large number of individuals who work for companies and are managed or merely report to others. The question is, if you like what you do and your role is what best fit your expertise and background, do you really enjoy what you do if you’re managed by boss and not by a leader?

Please share your experience!

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