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Trophy Day – It’s What’s Wrong With America

A friend of mine is a teacher at a high school in Los Angeles. Her principal announced that they had the largest graduating class ever last June with 652. It was a big deal because this was the high school’s fiftieth anniversary, so press releases were issued and everyone felt great.

The following week she found out that 120 of those 652 didn’t actually graduate, they didn’t get a G.E.D.; they were able to get something that essentially said they went to school during that time. The thinking is they didn’t want those 120 students to miss out on all the festivities.

My friend was and still is incredulous. This is a continuation of what I call the “new sports.”

When I grew up in the sixties, you either won or lost a game. Simple. Now there are no winners or losers – “everyone’s a winner.”

They don’t keep score because they don’t want to make a distinction between winners and losers. They get a trophy not because they deserve it, did anything special or won the game but – you showed up – BRAVO!

Don’t notice that you didn’t win the game. There are no consequences. There’s no problem that’s your fault. But its not just in sports…

The high school administrators say parents pressure them by saying, “My kid did the work, you have to pass them.” Administrators give in because it is easier. But ignoring reality has a price; stupid kids who can’t compete in the world.

#1 doesn’t mean anything when everyone gets the same thing. When people aren’t being rewarded, they aren’t going to do everything they can do succeed.  Do you agree?

The only way for America to be competitive is to acknowledge there are winners and losers. You don’t get rewarded for bad service.   You have to do a better job with the people who come in your doors, call on your phone or click on your website.

You can’t use the economy as the reason you aren’t doing better. It would be like a quarterback missing a pass and telling the coach, “It’s the weather’s fault.”

No, it still would be the quarterback who missed the pass. The skipped practices, the distractions, everything that influenced him taking his eyes off the ball contributed, but it was up to the quarterback to make the pass. Make sense?

Nothing has changed in the past five years about how you have to do your business. What has changed is we have been beaten back into a cave with fear; everything from the price of oil and credit to corn, wheat and milk is “rocketing” to new “all-time” levels.

We seem to feed on the rotten idea that something even worse is right around the corner.

That’s not what made America great and its not what we need to turn the tide on the economy. Are you getting your share?

If not, it is time for you to fight for what you do. But you don’t get a trophy for showing up.  You’re going to have to change. Only if your eyes are on your customers, are you going to be able to survive and thrive.

Unlike many kids out there, you won’t get a trophy for showing up.

Are you willing to change to win? If not now, when?

Bob Phibbs is the Retail Doctor® an industry authority on customer service and sales, professional speaker.  Phibbs has helped hundreds of businesses in every major industry, including hospitality, manufacturing, service, restaurant and retail. Find out more about how he can help you at http://www.retaildoc.com

Waiting For Customers Will Cost You Money

Do you sell one of the products customers can “wait” on?

Like a new mattress?

How about a new crown?

Maybe a new refrigerator?

Or a hair cut?

Just about any product or service business can say, “Oh, I’m different, my customers can put off purchasing a new ___ or fixing the ___; they can wait.”

But that’s the problem isn’t it? They CAN’T wait.

It’s not like that Star Wars DVD you place on the shelf and it will still be there, exactly as you left it.

What happens if you put off that new mattress? The mattress you are currently using continues to deteriorate. Your back gets sore.  Your legs get more restless. You toss and turn.  Your deep sleep declines. You wake up more grumpy. Less rested. Less happy. Continue reading Waiting For Customers Will Cost You Money »

Using Recession and Bailout In Retail Signage Gets Results

An article in today’s New York Times by Peter Khoury titled, Welcome to Hard Times, the Sales Pitch detailed how local merchants are riding the recession alluding to it in their street signs.  One touted, “Wine Bailout Sale 100 Wines Under $10.’’  Another, my personal favorite on a sandwich board  advertising a burger special that includes chips and a drink said “‘Stimulus Plan Special, You’ve spent over $1 trillion on pork! What’s $10 more for an Island Burger?’’

Were these big discounts? No, they just put things in perspective with a wink. What I think is so smart about these merchants is they made you look.  Isn’t that all signs should do?

The words “recession” and “bailout” are just vehicles to hang your message on because they are topics in the news.  Yes there has to be value there but these merchants are creatively looking at engaging their customers who might pass them by – and results have been very good; some in the double digits.

When I was in New York one time a guy was shouting at passersby to come into his electronics shop.  As I walked by him he said, “Hey mister, you dropped your wallet!” I turned around to stare at the dirty concrete sidewalk while grabbing my back right pocket as he said, “made you look!”

I said to him, “Smart man,” with a wry smile.  He said quickly as I continued walking, “No man you’re the smart one – you still have your wallet.”  Which of course made me laugh.

Made ya look.

In a world crowded with signs hawking everything from unlocked iPhones to 70% off retail to 2-4-1, you should use every means possible to shake customers from their numb existence when walking past your business.  If a “‘Recessionista Sunday – all dresses  come with a free mimosa,’” gets people to consider your business – why not join them with “recession” or “bailout” in your signage?

Now Is The Time To Fire Them All

Recession numbers continue to be bleak.  Glimmers of hope are showing up with each week but clearly it will be a long haul. And you still have Bitter Betty or Silent Suzy working for you. Why?

My advice instead of cutting hours? Fire the lazy. Fire the quiet. Fire the shy. Sorry, you had your chance.

I was at one of the best restaurants in Hudson, NY, Mexican Radio yesterday for lunch.  We sat down, no one bothered to come over to say a word. No menus. Nothing. Yet two girls stood at the hostess station talking.  There were five tables with diners and us.

When the girl finally came over, she spoke so softly I hardly knew what she was saying.  She was as limp as the rag she used to wipe off the table next to us. She was memorable and not in a good way.

This type of employee is in every service business and retailer across the U.S.

Sales have been soft and we continue to let the neediest on our sales floor. It is killing you! Wake up!

I don’t care if she is your daughter’s best friend, your boyfriend’s mom, your husband, whatever. Customers are not willing to return if they have to put up with mediocre.

You are doing nobody any favors keeping them.  In fact, you are doing yourself a big disservice because the better employees will leave. You’ll end up with a culture of the dead, instead of a vibrant business.

Restaurants in particular are an event to go out. We expect the food to be great; that is a given. But when our desire to have a great experience is watered down by the lonely, quiet, introverted, we won’t be back.  And you can’t blame that on the recession.

Where does the leadership responsibilty come into this? Who hired them to start with and didn’t performance manage till now? You.  The only way to start over is to raise your own standards.

Give them a chance to change certainly. Give them training, absolutely.  But don’t give them shelter in the storm.

If you have to, fire them all and start again. I know those are bold words but they are what you’ll find in the book that started my business You Can Compete: Double Sales Without Discounting. Heck, I fired a guy on Christmas Eve because he had crossed the boundaries too much. And my sales increased.

Employees expect there to be standards and rewards but they also expect consequences. That’s what makes you money – a committed team.

Look around you today.  If you find your employee behind a rack or consistently behind the counter, they should be behind the 8-ball.

Take no prisoners – you are fighting for your retail life! Do everyone the courtesy of putting the right people in the right place.  Otherwise, your regulars will be looking for the door, when it should be your wimpy employees.

Retailers Discounting Their Way To More Holiday Red Ink

images-2One of this blog’s readers, Paula from San Francisco sent her recent shopping experience to me.  ”Today I spilled coffee all over my top and decided to run over to the mall to see if I could find a replacement.  My goal was to find a sweater in a basic style, color, not wool (I’m allergic), that fit me , cost less than $90, and that I didn’t hate.  And I only had 45 minutes to do it.

First stop was Macy’s.  I wandered around for 10 minutes or so in the higher-end sections to no avail, before spotting a 25% off rack in the petites section.  At the nearest counter I asked where Charter Club was for regular sizes, but was told that they’d all been “moved to a store at another mall to make room for coats.” There was no followup inquiry as to what I was looking for.  Clearly they didn’t want my business.
 
So I left Macy’s, now really pressed for time, and went into the next clothing store I came to, Chico’s. In about 30 seconds a salesperson approached, asked me what I was looking for, suggested I try on a sweater I was carrying around, brought me a different size, pointed out a couple of other possibilities.  I decided I liked the sweater, and asked her if they had some plain black tops.  She pointed them out, noted that they were buy one, get one half off.  I tried on the top, picked out another one in a different color, the salesperson cut the tags off the top and the sweater, put my coffee stained ones in a bag, and I was on my way and back at the independent bookstore I work at with a couple of minutes to spare.
 
So, that’s a pretty straightforward tale of two chainstores.  But, there’s something that keeps bothering me about it.
 
The two tops I bought were priced at $32 each, and the sweater was $88, for a total of $158 .  With the buy one, get one half off promotion the tops came to $48.  The salesperson found me in their database from previous purchases, and somehow because of that I was eligible for a 50% discount on one item, which she applied to the sweater.  So my total was $92, a 42% reduction from the list price.
 
Naturally, I liked paying less.  But how can Chico’s make any money on that?  I had no problem with paying $88 for the sweater.  

42% off would be our entire margin where I work.  If you’re discounting that heavily how do you pay your employees and your rent?  I saw a list somewhere on 10 Retailers That Could Fail, and Chico’s was on them.  It made me sad to think that they could go away.”

Thanks for writing Paula!  Two points come to mind. #1 service can drive sales more than promotions. #2 well meaning employees will discount at the drop of a hat.

Paula’s experience showed the difference between these two stores.  Macy’s knew why the sweaters weren’t there, Chico’s helped her find more than one item but Paula’s surprise discount was used improperly to lower sales rather than boost them. 

We are going to see a lot of red ink in the next few months from major retailers whose CFO said to their CMO, “We’re in a recession now.  We’ve got to do something to bring them in – anything.”  But sales without profits can be worse than no sales. And crew members not trained to maximize profits can hurt as much or more than the discounts.

An article in today’s Wall Street Journal talked about Neiman Marcus, “Gross margin fell to 37.3% from 41.1% due to markdowns, as the company continues to pare inventory. Neiman said it sees higher markdowns putting pressure on margins in its fiscal second quarter.”

My next post will be on why employees discount. Stay tuned!

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