Outerwear Company is opening 5 new storefronts in a new district. The purpose of this training is to educate new store managers on the 6 key behaviors that align with developing a strong team. Based on qualitative data gathered from the corporate level, the ability to build and retain quality and committed employees in the retail storefronts are lacking. The turnover rate for the company is 15% within a quarterly period. This creates the continuous need for hiring and training new employees and the lack of time and consistency on team expectations. The company’s vision is to hire and retain employees, thus allowing their turnover rate to reduce to 7% or lower. Because the company has invested in 5 new storefronts, Outerwear is requiring training for store managers to understand best practices in hiring, developing, and building a strong store team. The outcome is to train store managers in selecting and developing a strong team to ensure retention, informed employees, and thus reducing turnover and increasing company profitability.

Solution

The company Outerwear has been granted five new store fronts. The district manager is responsible for training store managers using core competencies to ensure success at each store. The first training will involve building a successful team. Each store will need to employ approximately 15 team members. To ensure retention of hires, the company is requiring training to consistently staff each store with the same team building strategies.

Store Managers will learn and identify the key behaviors to build a successful team. They will evaluate the different roles within the store, find commonalities and differences. Then, they will consider what they will then identify the top three attributes they value in a team member. They will then be introduced to the concept of how to set a SMART goal which is Specific, Measurable, Achievable, Relevant, and Time Bound. The trainees will select a core competency to build this around at the end of the 5 day training. These goals will be reflected upon in 90 days past the store opening to evaluate their individual progress in 1-1 conversations with district managers.

This will be a 5 part training series that will continue with 5 other business competencies over the course of 4 consecutive days. Each training competency will be covered in one day’s time to allow managers to understand each module clearly. This will ensure new managers will have time to grasp and conceptualize concepts prior to adding more information. The slide deck models the first training.

Result

Since this is a portfolio piece, results will not be collected. However, if this were to be used by a real company, the district manager would evaluate the training through the use of 1-1 quarterly conversations with the store managers. The district manager would process and reflect upon the SMART goals the store managers had created the evaluate the effectiveness collaboratively with the managers. The HR department would be able to provide overall district data as well as individual store data to solidify if the managers had successfully hired and reduced the turnover rate percentage.

Design Notes

The design document and facilitator's guide were written in Microsoft Word using lists and tables to organize the information presented. For sharing and viewing purposes, this document was converted using Google Docs.

Slide Deck

Initially designed in PowerPoint then it was transferred to Google Slides for sharing capabilities.

Participant Guide

The guide was created in Canva.

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