Human Resources

* Common threads seen through tours:-Poor schedules, no quality in the store or market scheduling reviews, lack of succession plans, no people meetings, plans that are provided haven’t solved for the root cause.-Foundation broken and PLs do not have routines in place (causing issues like too many Career Preference Requestions)-Time is being spent on tasks that don’t help fix the big picture·*Store specific feedback:-High qty of associates w/o schedules. 1561 had 26 associates: common issue-Team associates didn’t know they were getting a raise with our recent announcements (950)-No Q2 talent review took place (950)-Too many coach openings and stores couldn’t speak to plans to close the gaps. Huge priority for you.-Store Manager development-team should have aligned DeMario with a sponsor long ago. Has been identified, but we have to make new leader development a refreshed priority*Missing foundations I need to see in the market:o Detailed planning§ Staffing plans by role for each store. These can be written by the PL or POL. Non-negotiable§ Plans need to be specific and have a return on the investment.§ Plans must solve for the root cause of the issue. (i.e. why we have to continue to clean up attendance points, exits, training, etc.)o Follow up§ Stores need to know how they win, and what does progress look like within the plan§ Who exactly will follow up and to what frequencyo What’s the footprint of the POL/what does the POL stand for in the market

 

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