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Four Reasons Why Training Your Existing Employees is the Solution to Most Team Issues

Most retail companies understand that people make up their business and it is the team that deliver the product, interact with customers and make sales. That’s why we spend so much on the recruitment process – to hire the best and most talented people to help us grow our businesses.

Makes sense right?

Yes, absolutely. But often, that’s where the story ends… You’ve hired the best possible candidate, and you expect them to continue to be the best person for the job, without supporting and upskilling them over time.

That’s where so many retail businesses make a big mistake.

That ‘great hire’ could over time become someone who’s demotivated, disinterested, inefficient and unhappy and will likely quit, because they aren’t progressing or motivated to be better. If they don’t resign they could seriously harm your business’ reputation by badmouthing to other staff, complaining in front of customers on the shop floor, being inefficient and just not caring about doing a good job anymore – resulting in you having to ‘let them go’.

Training can stop that costly loss of motivation in its tracks. Here are four reasons why:

 

 1. Training staff improves your bottom line

A well trained member of your team will always have a positive impact on the bottom line, through improved customer service and communication and being able to generate new sales and increase the spend per customer. Happy team = happy customers.

 

2. Training reduces staff turnover

Many employers fear that when they train their team, they’ll go and hunt out a ‘better’ job and the money and time invested in training will be wasted. What is wrong with this way of thinking is that training is proven to increase employee motivation, productivity and effectiveness and in turn, staff retention. When employees feel they have career growth and progression, and future opportunities – they have something to work towards and they’ll stay.

Train people well enough so they can leave. Treat people well enough so they dont want to”  – Richard Branson

 

3. Training fills skill gaps, which can reduce the cost of hiring

It can be expensive to hire new staff. Not only do you need to advertise, spend time reading CVs and interviewing potential candidates, but you have to train new staff on the business and basics of the role. Which is why it’s worth considering whether you can fill a skill gap with your existing team.

Is there someone on your team who has demonstrated an eagerness to learn and delivered results or has similar skills and experience who with the right additional training could take on something new as part of their role? If so, it’s a golden opportunity to up skill them.

Hire character. Train skill”  – Peter Schutz

 

4. Training creates a team

There’s no harder job than trying to motivate a group of workers who’re disinterested. Often it takes just one ‘bad egg’ to bring the whole team down. When you invest in your team by providing additional training and support to all of them, your staff will feel valued – giving them a true sense of worth within the workplace and a lot of team spirit.

 

We have professional trainers and consultants in the field of retail and customer service to deliver free training that is tailored to your organisations culture and needs.

8 Easy Ways to Motivate Retail Staff

The retail sector is well known for having a high turn rate of staff, however it needn’t be the case if you know how to motivate your team and give them reasons to stay and grow their career with you as a company. And it’s not just about retention, a happy worker equals a happy customer – which greatly effects sales and the bottom line.

 

Here’s some quick ideas to help you motivate your retail staff:

 

1. Define their roles clearly

If each member of your team knows what their role is within the store and what is expected of them, they’re much more likely to take ownership and excel in that area. It’s been proven that taking ownership makes staff feel they’ve directly impacted the business in a positive way.

2. Involve them in decision making

If your team can input their thoughts and opinions when making key decisions, they’ll feel valued and listened to. Plus they can be a great resource of ideas as they’re dealing with customers and are on the ‘frontline’ of the business day to day.

3. Encourage and reward

It’s vital to encourage your staff and praise them for a job well done and ensuring credit is given where due. Giving your staff targets to work to and incentivising them with some sort of reward for hitting and exceeding targets will also increase their motivation to succeed.

4. Listen properly

Listening to your employees and taking on board their comments, complaints and questions will not only give you insight into areas to improve but will make them feel their opinion is valued – and that they can come to you with a problem instead of just moaning about it with colleagues or in front of customers, or worse resigning.

5. Take interest in their career path

Helping your staff to develop their skills within their role and discussing how they’d like to progress their career will boost retention. Offering training and ways to progress will make them want to stay, as they will feel they’ve a future within your business.

6. Have fun and encourage creativity

Where can you inject fun into the day-to-day tasks of your team? Could you have themed fundraisers for a chosen charity in the store? Could you have regular team socials to encourage working together and getting to know one another outside of work? Could you send your staff out on ‘snoop days’ to scope out the competition and feedback their findings? Encourage your staff to suggest ideas for ways to inject more fun and be creative and they’ll want to get involved and enjoy coming to work.

7. Ensure breaks are taken

Not only are you legally obliged to ensure your staff take regular breaks, but ensuring that they’re taken will stop staff feeling resentful if their break was missed or they had to wait to take it. It’s also key for their health and energy – if they’re tired and hungry they won’t be motivated!

8. Celebrate birthdays and anniversaries

Making sure your staff’s birthdays and work anniversaries are celebrated – with a card signed by the team and a cake – will make them feel a part of a team and that you take care to remember the little things.

Levy: The Corporate Tax Aimed to Create a New Workforce Generation

As of April 2017, employers with a PAYE over £3m will contribute with 0.5% of their payroll into an apprenticeships fund. Despite some concerns over the lack of details about the program, it seems to be a game-changer in the educational landscape of the UK. Ultimately, it will be an opportunity for every organisation to build a more skilled workforce – and a more productive business.


The new levy announced in 2015, was created to support the existing government funding for apprenticeship training. According to Chancellor Osborne, this initiative will raise £3bn a year over the next five years, and will help deliver 3 million apprenticeships by 2020.

While quantity doesn’t necessarily mean quality, this measure will be paired with more rigorous apprenticeship standards (The Trailblazer Initiative), and with the creation of a new independent regulatory body led by employers. This will hopefully meet their ambitions for improvement in training quality while growing in numbers.

The Treasury’s Productivity Plan also promises to bring the levy under employers’ control, enabling them to direct the funding through the Digital Apprenticeship Service to ensure the quality of training they need.

How will it work?

  • Companies with a payroll over £3 million will pay 0.5% of their employers’ pay bill into the levy fund, regardless of their current apprenticeships programs.
  • This tax will then be funneled and ring-fenced in the form of an electronic voucher that employers can use to purchase training from  recognised providers .
  • All organisations will be entitled to claim £15,000 p/annum for apprenticeships training, regardless of their size and PAYE. If companies don’t use this allowance, they will be unable to use it for any other purpose.
  • The first levy payments will be due in April 2017 and paid through Pay As You Earn. HMRC will work with employers and payroll service providers to simplify the implementation of these changes.

How will levy benefit organizations?

Efficient staff equals profitable business. In this sense, the levy incentivises corporations to think about the long-term development of their human resources and exponentially benefit from this initiative.

Among other advantages, it will allow organisations to:

  • Professionally train and upskill existing or new staff;
  • Get more qualified and efficient manpower;
  • Build a talent pipeline for the expansion of their businesses;
  • Increase their HR retention rates;
  • Increase productivity and profitability;
  • See a significant return on investment within the first year of taking on new apprentices;
  • Deliver a better brand experience to their customers;

As it seems, the new levy will allow corporations to build new and stronger workforce generations. If fairly conducted, it has the potential to boost the growth of key sectors and industries and – ultimately – to change the educational landscape of the UK.

 

To learn more about the levy or our apprenticeships programmes, call us on 03333 110 157 or email apprenticeships@F2Latwork.org.uk