So if your training is not focused on people knowledge first but is solely focused on product knowledge, you’re missing the boat.
And to focus on the skills of engaging a stranger is not intuitive nor is it easy.
But 80% of shoppers entering your store have already researched the features of your products online. And the other 20% will do it on your salesfloor or after they leave without buying from you.
That’s why guys like me do so much sales training. Many retailers avoid training because they’ve never seen the value of it and only see it as a cost, not an asset. Or they half-heartedly tried something once but couldn’t get their employees to do it.
Brian Tracy said it best, “95% of everything you think, feel, and achieve is the result of habits.”
And habits are why most sales training programs fail…
Every retail employee comes with a full cup of learning.
In retail in particular, an associate’s cup is filled to the brim with what they’ve been taught to say to a customer - both right or wrong.
That cup is also filled with a host of learned responses the associate has received from shoppers. They’ve heard everything from the polite, Just looking to complete silence.
And it is full of their own bad shopping experiences, from clerks who ignored them to those greeters who parrot the same empty How are you today?
And that cup is filled with their previous employer training or lack thereof.
That full-to-the-brim cup has determined their habits of engaging or not engaging with your shoppers.
Here’s the thing...you cannot put new training on top of their full cup as there is no room.
It will metaphorically run over and that missed opportunity will produce nothing but frustration.
So how can retail sales training stick to your employees like gum on a hot sidewalk in summer?
Here are five points:
1. You must poke holes in the learner’s stockpile of reactions to make room for a new perspective.
You must ask them to notice how their shoppers respond to their rote questions: Can I help you? or Looking for something special?
Many times, your associate has fallen into a rut and their mind has stopped. They might have learned all shoppers hate being greeted. You must tell them, No, they don’t.
You must get the point across, What if we could greet them a better way? Would you be interested in learning how?
When they say yes, you’ve made space for training.
But you can’t pour all the correct information on them with a fire hose. You’re trying to alter their behavior, and a fire hose will just drown them.
That’s how many training programs fail miserably, but you also can’t train employees by exposing them to rapid doses of information and expect them to both understand and change their habits.
If that were the case, anyone could be a Derek Jeter just by watching him throw a ball.
If that were the case, showing someone a D Major scale would make them a Billy Joel on piano.
But in both cases, it doesn’t.
Again, you must first make room for the new learning.
2. Extinguish bad behavior by calling them out on it.
You can’t stop a bad behavior like greeting a shopper with Can I help you? by just telling someone to stop. You must help the learner see that what they have been doing is not working.
They must unlearn the bad behavior and get the old behavior to stop driving the show. In the training world this is known as extinction.
And make no mistake, when it comes to new learning, few employees empty their own cup of habits.
In fact, most hold tightly onto that full cup. It’s their false sense of job security.
That’s because new learning will mean new expectations that they might be unable meet. That causes stress.
Associates need an outside source, a manager or training leader, to helpfully force them to empty their bad habit cup.
That will give them enough space for new learning to have a fighting chance.
3. Present new, bite-size learning.
Then you give them bite-sized nuggets of what you want them to do and how you want them to do it. One point delivered with examples.
This is where thousands find my SalesRX.com invaluable to their retail sales training system.
But again, simply knowing the correct information isn’t enough.
4. Role-play off the salesfloor to gain comprehension and confidence.
The new learning must then be role-played and met with success in order for enough synapses to fire and start a new path to the new learning.
5. Give time between lessons for the new learning to sink in.
Make no mistake, the old superhighway of the wrong way will still be easy to revert back to over the one-lane road of the new learning.
That’s why you need to give learners enough time and practice to try out their new fragile skills away from real shoppers, so the new learning can take hold.
That’s why someone has to manage the training.
There is no set and forget training.
Someone must inspect what is expected or nothing changes.
And that person must know what the new learning should look like themselves. From that, they can see the muscle memory of the body and hear the voice when the learner reverts to what is familiar, not what they just learned.
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The 5 Shifts Brick-and-Mortar Retailers Are Making to Generate Up to 20% Higher Profits Every Month
Are you a hungry brick-and-mortar store owner who’s ready for a fresh, people-obsessed strategy? This training is for you if you want to grow your business using a powerful customer experience formula proven to make your cash register chirp.