Christine Heger

How can Human Resource Professionals rebuild the trust with their employees? In my tenure in retail I immediately fell in love with helping and supporting customers. I thought that is where my career would stay and I was so excited for my future. However, I was offered an opportunity as a Human Resources Manager and to pursue personal growth, I accepted it. After being in the position for a few months, I recognized the impact I could make if employees loved where they worked. The company would flourish, customers would be happy and managers could begin to look to the future. Win, Win, Win! What I wasn't prepared for was hearing that employees didn't have trust in their HR Leaders and although it wasn't entirely our fault, we are the only ones that can change it. On social media, in stores and other spaces you can hear how society feels about the HR Professionals in their life, you just have to listen. "They can't be trusted!" "They are only here to terminate employees!" "My HR manager invited me to a Teams Meeting, I must be losing my job!" and countless other statements that don't begin to encompass what we actually desire to do and many times deliver on. According to an article in the Harvard Business Review, "The way most Human Resources Departments are running; it just isn't working for employees." Crucial Learning conducted a study in 2022 of 993 employees and found that 37% of employees believe that HR is more concerned with compliance to policies than concerned about them. They will go to their peer, trusted manager or just about anyone else before going to HR. If you are an HR Professional, this should motivate you to "do something!" Switch up your method, ask questions, show you care. Believe it or not you can care about the company you work for and it's goals and also care about the employees (work force, middle managers and your corporate officers). It is up to US to change this perception of who we are and what we are here for. We are their Advocate as a Coach, Advocate as a Mentor, and Advocate as a Mediator. Our number one priority shouldn't be to keep employees in line for the sake of the business, but to inspire, coach, and mentor employees to grow into their full potential! I recently sat with a few peers in the industry and a new HR professional asked, "What can I do anyway, I'm only one person?" I responded to her, "said 100,000 HR Professionals!" You see each of us DO make a difference and all together we can impact the culture of our employees and companies.

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Leadership is a path of growth

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RESUME TIP for RETAIL LEADERS: The appearance of your resume is just as important as the content. When someone opens it they immediately get a sense of whether it's easy (and enjoyable) to read, or if it's thrown together with little attention to detail. That usually happens before anything is actually read. Here are 10 tips to improve the appearance of your resume: 1. Don’t overuse text enhancements. I've seen resumes with bold, underline, italics, color, and different font types and sizes. Nothing stands out if you try to make everything stand out. 2. Make sure there's enough white space - it's just as important as text enhancements. Use the same size of white space between all sections, and the same size between all jobs. 3. Write numbers in number form - they stand out more. For example, write 6 stores rather than six stores. Traditional writing rules don’t always apply to resumes, so don't worry about the "10 and over" rule. 4. You’ll never get everyone to agree on the best font for a resume but I recommend common ones like Calibri, Tahoma, Gill Sans, or Garamond. Easy to read is best. 5. Hyperlink your email address, LinkedIn profile, and any website links on your resume - it's easier for the reader. Also remove the underlining - it looks cleaner. I usually change the color to black as well, if I've used color elsewhere in the resume. 6. Your resume has to be organized and easy to read, and that doesn't just mean paragraphs and bullets. Are the company names, job titles, dates, and other critical information easy to find? Don't bury important info where it's hard to see at a glance. 7. Simplify where possible - you don't need to put Tel: beside your phone number or Email: beside your email address. Also get a custom URL for your LinkedIn profile before adding it to your resume - it looks more professional. 8. Don't make the size of your name too big. It can be bigger than the rest of the text, such as your contact information, but 15-16 is usually big enough. Remember, your name is more important to you than it is to the reader. 9. If you need to save space, you can leave out section headings. The reader will recognize the summary, work experience, and education sections without headings. Occasionally I will use horizontal lines instead. 10. If you have a long list of bullets that are more than one line each, add a small space between each one to make it easier to read. Long bullet points can be just as daunting as chunky paragraphs. Bonus... 11. This is just my preference, but make your resume a full 1, 2, or (if absolutely needed) 3 pages. Don't use half-pages - they look incomplete. Bottom line? Make your resume clean, consistent, and easy-to-read, and you’re well on your way to making a great first impression! #retail #resumes #resumetips

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Introducing Open Shifts: for the times when you’re down a team member in your store and need to fill the shift quickly! Instead of frantically making calls and sending texts, simply pop an open shift into your location, share it with employees from other stores, and have someone grab it. It’s a win-win situation for managers and employees – managers can fill open shifts quickly with minimal effort, and staff can easily pick up extra shifts! Coming soon to a Shiftlab platform near you. 😉 #employeescheduling #retailtech

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The TJX Companies, Inc., the parent company of TJ Maxx, Marshalls and HomeGoods, is rolling out police-type body cameras for its store employees, in the latest approach taken on by retailers to tackle theft and shoplifting. 👉The initiative was disclosed by company execs during their last earnings call and has been in place in some stores since last year. 👉 The body cameras are intended to serve as a deterrent and preventive measure to help de-escalate incidents. 👉Not all employees will wear them, but only "select loss prevention associates" .i.e. security workers who have "gone through thorough training on how to use the cameras". 👉Video footage is only shared upon request by law enforcement or in response to a subpoena. Will the sight of a security staff wearing a tactical vest with a body cam be enough of a visual deterrence for bad actors? One to watch. #retail #retailing #lossprevention #shrink #shrinkage #stores #commerce #ecommerce https://lnkd.in/euBD22zT

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#podcast #retailleadership #retailgrowth Welcome to "From Store Assistant to Store Manager: Mastering Retail Leadership," your ultimate guide to climbing the retail career ladder. Whether you're starting as a store assistant or aiming for a management position, this podcast is designed to help you succeed at every level. We'll dive deep into the essential skills and competencies required for each role, from providing exceptional customer service and mastering communication as a store assistant to strategic planning and financial management as a store manager. Join us as we explore actionable insights and practical advice for career advancement. Learn how to demonstrate leadership, handle complex customer issues, and develop your team. Hear from an industry expert and successful retail professional who shares their experiences and tips on what it takes to excel and move up in the retail world. Tune in to discover how to navigate your retail career, gain the necessary skills, and unlock new opportunities. Whether you're looking to enhance your current role or ready to take the next step, this podcast equips you with the knowledge and confidence to achieve your career goals in the dynamic world of retail. https://lnkd.in/eqND6RJq

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When I was a Retail Store Manager, I remember always wanting more growth in my role and career, but I wasn't sure how to get there. After 25 years of retail experience, I have put together a step-by-step method for retail leadership career growth...Building a Champion Retail Team! Are you a retail leader eager to advance your career but find yourself hindered by constant team challenges? Do high turnover rates, disengaged employees, and the scramble to fill positions keep you from focusing on your professional growth? You're not alone. These issues can prevent you from demonstrating the leadership skills needed for career advancement. Introducing "Leadership Accelerator Program: Building Champion Retail Teams" – a comprehensive course designed to help you overcome these obstacles and propel your career forward by transforming your retail team into a powerhouse of productivity, passion, and unparalleled customer service. https://lnkd.in/ecrTy_GA Accelerate Your Career Today! Don’t let team challenges hold you back from achieving your career goals. Invest in "Building Champion Retail Teams" and get my proven step-by-step method for creating a motivated, high-performing team that drives sales and elevates customer satisfaction. By mastering these strategies, you'll not only enhance your team's success but also demonstrate the leadership qualities that accelerate your career growth. https://lnkd.in/ecrTy_GA

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Recruiting top talent? Check. Deescalating situations with ease? Double check. Marketing/relationships/scheduling/budget management? All the checks. I can and do wear so many hats because that’s what I’ve been trained to do.

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🏃‍♂️🛒💼In retail, we're always hustling, but sometimes that hustle can be a bit much, leading to burnout and overload for store associates. You can tell when they're feeling the pressure - more sick days, less pep in their step, maybe even headaches or just plain exhaustion. Managers need to keep an eye out for these signs. Watch how they're acting, see if there's a sudden change in their attendance, and hey, don't be afraid to ask how they're really doing. Because here's the thing: overload and burnout aren't just buzzwords. They're real issues that can mess with morale, mess with productivity, and even send good employees packing. So, let's not sweep it under the rug. It's time to step up, create an environment where our associates feel supported and valued. After all, a happy team means a thriving store. 🌟💪 #RetailHustle #TeamSupport #NoBurnoutZone #HappyEmployeesHappyStore #ManagerialAwareness #EmployeeWellbeing #ThriveTogether #Grocery #Supermarket #FoodRetail

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ELEVATING RETAIL MANAGEMENT : LEARNING FROM WALMART Running a Walmart store isn't just about managing products and employees—it's a multifaceted role akin to being the CEO of a small business combined with the responsibilities of a local leader. With 'Supercentres' larger than some competitors and a diverse array of services, Walmart's store managers manage a significant scale of operations, supervising hundreds of employees and generating over $100 million in annual sales. However, Walmart faced a major challenge : High attrition rates among store managers, which is an expensive affair. Losing these leaders also meant losing valuable institutional knowledge and community influencers. To address this, Walmart implemented a series of initiatives aimed at enhancing retention and reducing turnover rates, ultimately improving the work-life balance for its managers. Here's how Walmart tackled the issue: 1) STREAMLINING OPERATIONS WITH TECHNOLOGY : a) Introduced the Me@Walmart app , transforming managerial tasks by tracking sales, inventory, and staff schedules efficiently b) Implemented the VizPick app for scanning hard-to-reach shelves and flagging product availability statuses: in stock, low, or out of stock. c) Deployed a P&L app for simplified tracking of sales, profits, and other vital metrics, replacing manual recording methods. 2) ENHANCED COMPENSATION & INCENTIVES : This year Walmart revamped compensation for its store managers, offering higher pay and stock incentives. The change includes substantial pay increases, with an average base salary raised to $128K from $117K, along with an annual stock grant of $20K Notably, Walmart now factors in store managers' profit generation, not just sales, when calculating bonuses 3) MERCHANDISING :  While decisions are managed from HQ, Walmart shifted gears, empowering store managers to shape product selection and sales strategies. This move helped drive a culture of innovation, creativity, autonomy, and adaptability at the store level. RESULTS SPEAK VOLUMES : These initiatives improved staff retention, lowered turnover, and enhanced managers' work-life balance, setting the stage for expected surge in store sales. Walmart is set to launch new 'Supercentres' for the first time in approximately two years and has ambitious plans to expand 150 stores within the next five years. In today’s competitive landscape, Walmart's strategy serves as a beacon for many retailers, emphasizing the importance of investing in and prioritizing the well-being of management teams, while also embracing innovative technology to drive sales. #RetailManagement #Leadership #EmployeeRetention #Walmart #InnovationInRetail

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Retail managers have to learn to be so multiple faceted in order to be a successful leader in their role.

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Talk about leaders who do it all!!

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10 Things That Require Zero Talent 1. Being on time 2. Making a effort 3. Being high energy 4. Having a positive attitude 5. Being passionate 6. Using good body language 7. Being coachable 8. Doing a little extra 9. Being prepared 10. Having a strong work ethic

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I've made all of my career decisions based on one goal. GROWTH. And this is how I knew they were the right decisions for me. 2014-2017 In-Store Department Manager @ Macy's 🗣 Managed a team of 40 sales associates when I was 21 🤝 Diverse backgrounds, cultures, ages, and goals 🚩 Also dealt with customer issues throughout store Why was this the right growth decision? ✅ I grew up incredibly shy, and needed to break out of my comfort zone ✅ Coaching conversations, contentious customers, and interacting with 100's of people a day helped me to do that 2017-2018 Entry Level BDR Role at Full Service Digital Agency 🗣 Cold called 100 people a day and explained service 📕 Studied over 50+ services with the goal of selling them myself 💻 Learned email sequencing, outreach tactics, CRM, and overall sales process Why was this the right growth decision? ✅ I needed to change career paths, so I was willing to start entry level to learn ✅ Being held accountable to calls pushed me further out of my comfort zone ✅ The promise of upward mobility excited and inspired me 2018-2020 Business Development Executive at Full Service Digital Agency 🗣 Ran 10-15 calls per day between intro, proposal, closing, and kickoffs 🤝 Learned from incredible marketers on the operations side of business 📈 Held accountable to HIGH quotas, the stress never went away Why was this the right growth decision? ✅ I have never been held to a higher standard, and this was eye-opening ✅ Pitched C-Suite executives in-person which solidified my arrival FULLY outside of my comfort zone 🛑 Also began to realize the effect of constant pressure and stress on my mental health and relationships 2020-2022 Sales Manager / Director of Sales at Full Service Digital Agency 🗣 Managed a team of 50 BDE's, BDA's, BDR's, and sales operations 💰 Held accountable to team quota of multiple $100,000's per month 😃 Morning meetings each day to coach and fire up the team Why was this the right growth decision? ✅ Allowed me to step away from the personal quota hanging over my head ✅ Could focus my time and energy on others rather than myself ✅ Learned SO MUCH about agency business and growth tactics 🛑 Realized I wanted to be in more control of the tactics since I was the one who had to fire people when things went poorly 2022-now Director of Sales and Marketing @ Coast Digital 🧢 Manage Business Development, Partnerships, and Agency Marketing 🧠 Pipeline growth relies on previous knowledge and testing new ideas 🤝 Have an incredibly close knit team who shares a common vision Why was this the right growth decision? ✅ Get to apply all my previous knowledge while putting it back into practice ✅ Seeing what it actually takes to grow a small company is so exciting ✅ Making decisions that help the business rather than just my team is a breath of fresh air Could not be more thankful for every step of this journey and for the people who helped along the way!

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Layoffs are never easy, especially when they affect customers as well as employees. laying off employees, and reducing work hours of employees who shop at Walgreens decreases Walgreens buttom line. It's time to reevaluate our priorities and get back to the basics. We need to focus on being a community-focused pharmacy and investing in our employees. Let's say goodbye to "change for the sake of change" initiatives and instead focus on what made us successful in the first place. We need to sell Boots alliance, Carecentrix, VillageMD and other failed ventures. As someone who has been following this industry closely and predicted and wrote about these outcomes in 2016, I am excited to work on my dissertation on the fall of pharmacy retail and the steps we can take to bring it back to its former self. Let's work together to create a sustainable model that can withstand economic downturns and be depression-proof as it was before our time.

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Good morning to all the retail companies that give their store leaders office hours on Monday. If you don't offer planning hours to the one person who understands the business better than anyone, you need to rethink how you do business. Have a kick-ass week, retail leaders! You got this. ✌🏼 #retail #leadership PS - you're a badass and you can do hard things. Also, plan a mental health day soon. 🩵 Rest & stay hydrated. ... Hey, I'm Kit. 🤓 I ran retail stores for two decades. Today, I empower SaaS retail tech companies to skyrocket user adoption and sales with engaging, ghostwritten content that connects their solution with the people who use it. DM me to set up a discovery call.

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Retail leaders can do anything 💪🏼

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