How To Get Employee Sales Training To Stick Like Gum To The Sidewalk On A Hot Summer Day

September 16, 2017

how to get training to stickShoppers respond to a human trusted advisor more deeply than to any webpage.

These days the decision between a shopper choosing to visit your store over an online competitor lies in your employees’ ability to know exactly what to say, when to say it, and how to make it count.

You can’t let the employees on your salesfloor wing it over and over again and expect to survive.

product knowledge isn't the ace in the holeWhile the history of retail was built on product knowledge, that former ace in the hole is proving to be more of a Trojan horse. Truth is few retail employees know how to engage strangers.

And if those employees can’t talk to strangers, how will they ever use any of their product knowledge to sell your goods? They won’t. And the merchandise will sit until it is marked down.

Discover how to create a winning retail sales strategy here

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…  

employee training cup filled to the brimEvery 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.

overflowing cup of waterHere’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.

synapses firing to create new paths to learning retail salesThe 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.

superhighway of bad learningMake 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.

new path to learning retailThat’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.

None.

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.

See also, Is SalesRX Online Retail Sales Training Right For My Stores?

 
 
 
 
 
0:55
 
 
 
0:55
 
 
 
 
 
 
 
 
 
 
Wistia video thumbnail - How To Get Your Training To Stick
 

Thanks for reporting a problem. We'll attach technical data about this session to help us figure out the issue. Which of these best describes the problem?

Any other details or context?

Cancel
message
 
0:55
 
 
 
 
 
 

In Sum


The fundamental question your retail sales training must answer for the learner is Where should I be and what should I do?

Most training is thought of as something to get through so the trainer can move on and proclaim success.

In order to alter the behavior of your retail associates, you must approach learning in a methodical way, look at training as ongoing, and not consider training as something you do once

Great employees never want to stop learning even if it takes multiple exposures to rid themselves of bad selling habits.  

My online retail sales training program SalesRX can help you with retail sales training ideas in ways you haven't even thought of. Check it out...

Download the SalesRX Brochure & Outline

SalesRX Banner Image

Get Your Crew Trained. Login. Learn. Sell.

SalesRX Logo
Train Your Team Now

Increase Your Retail Sales

Click To Learn More:

Retail Sales Training

  • What is it?
  • What options are there?
  • What does it deliver?

Retail Sales Training Online

  • Getting started
  • Employee buy-in
  • An in-depth look

Retail Customer Service

  • What it means
  • How to deliver it

Retail Merchandising

  • Merchandising strategies
  • Displays, traffic patterns, and signage
Buy Now
Feedspot's Best Retail Blog & Website Image