Six Tips to Turn Retail Workers into Top Managers

Retail is one of those industries where just about anyone with a high school diploma and a desire to work hard can get a job. It’s the favorite place to get a job for students, moms who want to work part-time while the kids are in school, people with night jobs who want to earn some extra money during the day, and retirees. With such a diverse workforce, there will be some who rise to the top due to their drive, work ethic and exceptional customer service.

So, when a supervisor spot opens up, these go-getters are often tagged to move up into management. It’s a great opportunity for them and a perfect solution for management. What is better than a supervisor who knows what the front-line staff has to deal with? A person who used to do the job and did it well. 

For the retail associate who gets the nod to move up, it’s often a mixed blessing. You have a title and a pay increase. But, you also have a lot of new responsibilities—often without the skills or training to be successful. An Inc.com magazine article, “Turn A Good Worker Into A Great Manager: 6 Steps,” gives six tips for helping that enthusiastic line worker turn into a competent, successful manager. As the article states, it’s noble to promote from within, but irresponsible to promote without preparation. 

First, don’t make them go it alone. Mentoring is a fancy word for having someone who can give you the benefit of their experience, bounce ideas off of along the way, and give you constructive feedback when you screw up. And new supervisors will. Mentors have the benefit of past experience and can help a new supervisor learn valuable lessons by working through mistakes.

Internal training is cheaper, but if you don’t have good managers with training skills to match, it may be better to go outside. Poor managers teach poor habits. And the beat goes on! The important thing is to invest in training new managers early on to help them gain confidence and accumulate some early success.

There is a difference between management and leadership. Management has been described as getting work done by others. Bosses give orders. Leaders train, coach and stand side-by-side modeling behavior. They lead by example. If you want new managers to become leaders, mentors need to be the type of role models people want to go into battle with.

Many new managers get a mention in the company newsletter, a welcome lunch or recognition at the next staff meeting. Most are then left to fend for themselves, never meeting with their manager until someone complains about them or they make a mistake. Follow up after training and regular meetings to check in and measure performance help solve problems as they arise. Give appreciation and praise along the way to celebrate small successes. 

Not all great line workers are cut out to be supervisors. They may be able to do the job, but are miserable. They may not say anything, embarrassed to say they don’t like the job or not wanting to be labeled as quitters or complainers. Spare new managers by asking the question—do you enjoy your new job? Happy employees are more productive. 

Front-line managers have a tremendous influence on the productivity of line staff. Investing in new supervisors may take time and money, but it’s the ROI that makes it worthwhile. 

Photo Source: Morguefile.com