business matters
you’ll probably fi nd that your staff create their own peer pressure group to make sure the jobs are well done. A fellow member of staff having
a go at someone who didn’t perform well can often be more eff ective than you as the boss always shouting the odds. Learn to compliment your
people. It’s one of the easiest ways of motivating staff ... but don’t just compliment them on their design work... praise their appearance, the way they dealt with a crabby customer and even if they’ve cleaned the shop particularly well. But avoid saying things are ‘nice’ – it’s a word that doesn’t always have the same eff ect as ‘super’ ‘fabulous’ or ‘great’. And if you have to criticise, do
it with care. If possible, don’t bite someone’s head off in front of
everyone else. Take the person to one side and quietly discuss the matter; after all there could be a very good personal reason why they got something horribly wrong – something they don’t want to discuss in front of everyone else. Try to introduce a quiet time
each week for discussion and upgrading of knowledge. Kill the notion here and now that you don’t have time for in-store training. If you want to keep and improve your staff , and therefore your business, you must make time for training. Cover all the skills associated
with your shop. There’s no point in your team being able to make the most wonderful designs if they can’t sell them. Equally there’s no point having top sales people if the design work is poor or old-fashioned.
Keep abreast of all the latest
trends. Unless your staff have been with you for years, you probably have younger people both on your team and as customers. You may hate the new design ideas but your customers may love them, so make sure you consider new ideas for discussion and inclusion. And listen to what your staff have to say. You may not like
76 F&wb Autumn/Winter 2013
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