THERE IS A HELL! - - - IT IS CALLED RETAIL SUPERVISORS | Page 7

Provide feedback

Don't wait until a yearly evaluation to tell an employee how they are doing. Give them
feedback all year long. You don't have to give them a full report. But you can at least say
they are doing great in an area or need more work in another area. It helps and words of
advice will go a long way.

Use your new employees

All new employees will come in not knowing a thing about your
operation. As they learn the various job tasks, ask them what could be
improved. Ask them what they see is being done wrong and ask
suggestions on how to fix it. Some may be nervous to do so, but some
may be honest about their responses. Use them as valuable tools. Let
them see as much of the job as possible so that you can get fresh and
new ideas from them.

Use your experienced employees

Just because someone doesn't have a leadership title doesn't mean they can't have a
leadership role. You can set someone up as a trainer, or as a shift leader, or anything to
give them more responsibility. Some will feel proud of receiving additional duties even if
they don't get a pay increase. Plus you could be grooming them to fill the role of a
supervisor one day.

Learn personalities

Everyone is different. Just because you can be direct with one employee doesn't mean you
can be direct with another employee. It doesn't work that way. Learn how someone reacts
to any given situation, and adjust what you say and do according to that. I used to react
the same way each time I talked to someone. I made people cry and I made people yell. I
adjusted myself to the person and helped them come to terms to any situation.

Encourage change

Change happens everywhere, especially in the workplace. You may move locations, laws
could affect how you do business, or a downturn in the economy may slow down sales.
Don't discourage change when it happens, even if you disagree with it, encourage change.
Most change isn't a bad thing, and once it's all over, you will be happy with the results.

Share responsibility

Often times a job responsibility is given to a supervisor because
of lack of staffing, having incompetent staff, etc. However as
times change you find that you can pass on duties back to your
staff. Then do so! Don't hog all of the important duties to
yourself.

dodie ste®eo p®odu©tion ™

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