Exciting news: The Deskless Report 2022 has launched 🎉 Read it here!

Close ticker
Doug Stephens on the future of the physical store

Doug Stephens on the future of the physical store

Consumers are increasingly turning to mobile to conduct research, compare prices, and purchase products. According to Forrester, over one-third of total U.S. retail sales are influenced by a mobile device during the buying process. As e-commerce continues to grow, will consumers still have an appetite for in-store experiences and how will physical stores continue to coexist with digital stores?

To answer these questions, we took a glimpse into the future with Retail Prophet, Doug Stephens, one of the world’s foremost retail industry futurists. He is the author of Reengineering Retail and the Retail Revival, a keynote speaker, and a business advisor for today’s most innovative retail brands, such as Home Depot, Walmart, Disney, and Google. Stephens chatted with us about how the purpose of the physical store is shifting away from being a distribution center, towards a media experience, and how elevating the role of the retail associate is a key component to differentiating your customer experience.

To view the full interview, listen to the podcast episode below or read on!

The purpose of the physical store has changed

With e-commerce on the rise, the physical store is evolving to be an experience, rather than a hub for transactions. When we asked Doug Stephens for examples of brands, he looked to examples of online retailers that are now opening stores. “The interesting thing is that they are not looking at those physical spaces necessarily as distribution vehicles for their products. It’s very much a media play,” he explained. “Digital is actually proving to be a better distribution mechanism for products, but physical stores can be an incredibly powerful media experience with a brand.”

Frank and Oak is a great example of a ‘pure play’ retailer, a brand that started as e-commerce-only, who has now opened brick-and-mortar stores to deepen customer engagement with their brand. Their stores invite customers to see and feel products before buying, talk to informed stylists for advice and fitting, or to grab a coffee while they’re there.

The new role of the associate

As retail stores become vehicles for experiences that allow brands to connect with consumers, retailers must elevate the role of their retail associates to thrive in the new retail environment. “We’re moving from a place where the role [of a retail employee] was really more of a clerk, to a place where it’s really about being a brand ambassador,” adds Stephens.

With instant access to product information online, today’s customers are more knowledgeable than ever before. “The idea of a retail employee simply being there to look up a SKU, find a price, offer a little bit of product knowledge—there’s really not much utility in that anymore.” In the wake of this new normal, a new type of associate has emerged—an associate with a deep understanding of their organization’s missions and values, who really embodies their company’s brand.

As Stephens explained, “when I go shopping, I want to talk to someone who not only knows the product but has used it. Somebody who is a real product enthusiast, who really symbolizes what the brand is about, and ultimately is an incredibly engaging person that I can feel some kind of connection to.”

Stephens noted Sephora as a company who has done a tremendous job of empowering their employees to own the delivery of the in-store experience. Sephora’s stores provide an emotionally connected experience, where customers can talk to associates who live and breathe the brand and have extensive product knowledge. They’ve encouraged their associates to become true experts through Sephora University, daily training, and launching in-store tech for their consultants to use with customers.

He also explained, “brands that distinguish themselves going forward are not going to distinguish themselves through product, or price, or even convenience. So, what will ultimately differentiate you? It will be the customer experience.”

Steps you can take to drive a “super” in-store experience

When it comes to crafting a unique in-store experience, you may be wondering where to start. Below, Stephens shares five characteristics he’s seen successful brands employ to deliver a “super” in-store experience.

1. Engage customers on a deeper level: Physical experiences are the most powerful when they engage multiple senses, allowing customers to feel completely transported by the experience. “[Brands] don’t just create stores, they don’t just build stores—they really build stories”, says Stephens. “As a consumer, you feel as if you’ve walked into this story.”

2. Create unique experiences:  Successful companies look at the pain points in the customer experience and look to completely redesign these in-store experiences—“if every category has its typical script, great brands change the script.”

3. Personalization: From hyper-customization of products to a meaningful conversation with an associate, “you always feel with great brands that there’s some element of the experience that was just for you that day”.

4. Surprise: “Great brands surprise you with something that you didn’t anticipate,” adds Stephens.

5. Repeatability: A consistent experience is crucial to the execution of your organization’s brand promise. “Tremendous brands don’t just train their people, they rehearse. They practice. It’s like a Cirque De Soleil performance, and they nail it every time.”

How retailers can improve the employee experience

How retailers can improve the employee experience

“The best retailers will deliver intensely personalized experiences based upon a deep understanding of customer needs, wants and desires. The best retailers will see sales associates not as costs to be reduced, but assets to help move a brand from boring to remarkable and intensely relevant.” Steve Dennis, Forbes

All signs point to the fact that retailers must continue investing in the employee experience, particularly for their frontline staff. In 2018, retailers saw an increase in staff turnover rates, with 81% the average turnover rate for part-time hourly store associates, an increase from 76% in 2017. By focusing on creating a great employee experience (EX), retailers can build teams that are happy, motivated, and willing to go the extra mile.

A great EX not only helps to build high-performing teams but also impacts overall revenue and profitability. In fact, research by the Temkin Group showed that 82% of employees at companies with strong financial results are “highly” or “moderately” engaged, compared to 68% at underperforming companies.

With 80-90% of sales still coming from physical stores, a lack of emphasis on the employee experience can jeopardize your main source of sales. When retail associates aren’t engaged and motivated at work, customer experience can suffer as a result.

To solve these challenges, we’ve put together a guide to help brands build high performing retail teams, which you can download here.

Below is a summary of our 5-step playbook for improving the employee experience:

 

1. Hire the right people for your brand

Research from the University of Iowa shows that employees who are a good fit with company culture perform better, express greater job satisfaction and stay with their employer longer. Hiring these perfect fits, however, is no walk in the park. It requires close attention to all hiring processes, including the tools and guidelines used in the recruiting and interviewing phases.

Once hiring is complete, it is crucial to focus the onboarding process around communicating brand values and vision. By helping employees understand how they contribute to the overall success of the company, they’ll feel more connected to your larger strategic objectives.

 

2. Provide ongoing communication and real-time information

Clear communication is vital to every business, especially those with a deskless workforce. Yet, for many brands, creating a direct line of communication between head office and their frontline is a top operational challenge.

With the number of mobile users, globally, expected to reach 4.8 billion by 2020, mobile is the most effective channel for delivering real-time information to employees. By utilizing the full capabilities of mobile, organizations are able to improve communication that ultimately helps staff deliver on key business objectives. Retail TouchPoints Store Operations Survey respondents saw an increase in customer satisfaction, the average dollar sale, and improved employee knowledge when arming frontline staff with mobile technology.

 

3. Empower employees to create an authentic customer experience

Employees that are passionate about the brands they work for are more likely to create a great experience for customers. Unfortunately, according to Gallup’s State of the American Workplace, only 32% of US workers describe themselves as engaged.

To empower frontline teams, many brands are turning to technology and improved communication channels. Using software such as an employee app, organizations can encourage two-way collaboration across their business and recognize employees for their ideas, feedback, and performance.

 

4. Improve performance through gamification and real-time interactions

Gamification has been used to effectively engage customers and create a great customer experience. A survey conducted by Boston Retail Partners found that 87% of retailers are planning on using gamification to engage their customers by 2020. While retailers recognize the value of customer-facing gamification, internal gamification can be equally beneficial.

Research has shown that frontline employees would benefit from gamification, with nearly 80% of learners saying that gamification would make them more productive in their workplace. With a growing trend in workplace collaboration, creating team-based challenges focused on specific business objectives is the most effective way to foster that engagement.

 

5. Evaluate and improve employee program success

Ongoing measurement is crucial to the success of engagement initiatives. Armed with the right data and an effective tool for communication, training, and incentives, retailers can proactively evaluate their programs and make changes in real-time.

Using mobile software for empowering frontline staff, organizations can monitor:

  • Associate engagement
  • Confidence and knowledge rates
  • Compare data to transactional performance
  • Source feedback on in-market campaigns

And more.

 

The takeaway?

Empowering retail associates is the most effective way for brands to create an in-store experience that fosters satisfied customers, increased revenue and repeat visits. But, barriers like high turnover rates, broken training systems, and poor communication are preventing retailers from creating meaningful interactions with their customers. By following these 5 simple steps, brands can shift away from old, stale paradigms and foster happy, well-prepared frontline associates who drive stronger, long-term relationships with the brand.

Download our guide to get an in-depth look at the five steps brands can take to transform the employee experience. At each step, you’ll learn best practices, get ideas for measuring success, and read case studies from brands that are using mobile solutions to engage their staff.

Golf Town is building their company culture from the store up

Golf Town is building their company culture from the store up

If you visited a Golf Town store just 12 months agoyou would have seen a very different company than the innovative brand which exists today. Becoming the Canadian owned and operated golf retailer was just the first step on its transformative journey to re-establish itself as Canada’s Home of Golf.

And this year has been one for the books. While many retailers are facing declining foot-traffic, decreasing sales and store closures, Golf Town marches forward. Between elevating their brand, to rebuilding their company culture (in partnership with their store associates, no less), to introducing experiential store concepts across the countryGolf Town is working hard to offer a differentiated experience for their customers. Their new foundation has been built on a forward-thinking strategy and encompasses the core values of the team, winning, adaptation and authenticity.

How does an organization, which is undergoing a brand transformation, move forward and thrive in the new retail landscape? We had the opportunity to speak with Susan Gilpin, Director of HR, and Madelaine Tricanico, Communications Manager at Golf Town, to discuss the organization’s remarkable transformation. As Gilpin put it, “to be a great retailer today, you have to be curious, you have to be bold, you have to be fast, and you have to shift. If we don’t do that, we’re not going to be here tomorrow.

To view the full interview, listen to the podcast or read on below!

 

Transforming their brand for the new realities of retail

In a recent blog post, we discussed how retail is, in fact, not dyingbut rather going through a massive transformation. Today’s shoppers place experience over everything, meaning retailers can no longer turn a blind eye to initiatives like customer experience, loyalty programs, and employee engagement. With the additional challenges of declining foot traffic and online retailers undercutting brick-and-mortar stores on price, progressive brands are realizing the importance of the in-store experience and are putting proactive plans in place.

As for Golf Town, they’re focusing on reinventing the employee and customer experience across their stores. “There’s never been such an emphasis on experiential as there is now. At Golf Town, we believe our differentiator to be that feeling when you walk into any one of our stores. You get to test out our clubs and engage with associates who are passionate and knowledgeable. They have the expertise and know-how to help customers play their game well. There’s a need to connect with our customers on our shared passion for golf and growing the game, and that’s a plus”, added Tricanico.

We’re seeing this transformation happen across retailstores are becoming more than a place to make purchases and evolving into experiential destinations. New store concepts allow customers to interact with products, learn from knowledgeable associates and connect with a brand. With examples like Apple’s Genius Bar and Top Shop’s experiential events (like a VR waterslide in London), retailers are finding innovative ways to attract customers and engage with them while in-store.

 

Culture is built (and brought to life) by your associates

Frontline teams play one of, if not the most important role, in delivering an exceptional in-store experience. The consistency of that experience is, in large part, influenced by a retailer’s culture. A focus for Golf Town has been to re-build their culture in partnership with their store associatesensuring they feel connected to Golf Town’s larger goals and core values of the team, winning, adaptation and authenticity. So far, co-creating values with their store employees have been a great success. As Gilpin put it, “I’m excited. This is the first time I’ve been involved in values where we’ve really taken it from an employee perspective up, as opposed to being pushed down”.

By involving their frontline teams in defining their culture, Golf Town can deliver a truly authentic brand experience. When all store associates have a common understanding of the Golf Town experience and values, they are able to connect to the brand in a much more meaningful way. “Our associates could name the four values today because we’ve worked with them, they have brainstormed, they have started to build what these values mean to them,” Gilpin explained, “to me that is super special, and something that I’ve never seen before”.

While involving associates to build a brand’s culture from the store up is very important, Giplin underscores that alignment at the leadership level is still a must. She notes, “I’ve talked about it going from the ground up, but you have to have the consensus with your leadership team. They need to believe in the importance of involvement at all levels and that it’s not just a corporate initiative that’s going to be pushed down. It has to come from the employees, they have to believe it and with that, they’ll start to live it within their environments”.

 

Driving a foundation for success

While embarking on this transformative journey, Golf Town has realized the importance of taking an employee-first approach to the in-store experience. Tricanico emphasized that they “want to make sure it’s not just a great place to shop, but also a great place to work”.

As part of that effort, Golf Town is empowering its employees to share stories about customer interactions and best practices. As Tricanico explained, “That is a strategic objective. How do we tell more stories? That way when a customer comes into our store, it isn’t just about… Hey, how are you? But it is more like – Hey, when was the last time you were out on the course? Or I’ve heard this putter can help your game with X.” By helping associates share their stories, Golf Town can rely on their frontline teams to authentically connect with their customers. Gilpin adds, “When we have those stories come in, the great thing is everyone can read it and they’re learning. We’ve seen stores modeling behaviors after the stories they’ve heard and start to implement some of these new ideas”.

To continue this momentum, Golf Town has placed a priority on leveraging technology to improve the in-store experience and the alignment between associates and customers. Tricanico added that they’re “leveraging tools like Nudge Rewards to provide associates with relevant knowledge and the opportunity to share their expertise. In turn, our customers will feel like the person they’re talking to is knowledgeable, and will be more inclined to visit the store again”. She went on to describe how customers are using their phones more than ever before and, by aligning their associates’ behaviors with their customer behaviors, it demonstrates Golf Town’s ability to innovate.

When thinking about the future, Golf Town plans to continue their focus on engaging frontline teams to drive exceptional customer experience. Gilpin describes their connection with customers as relational and says, “we want to learn their story, we want them to learn ours, and with that, we really believe that’s going to then drive the business and our success.” Going forward, Gilpin hopes this will start to shape the kind of employee they hire and adds, “if we can get everyone working towards our new values in everything they do we’re going to be successful.”

As we all know—brand and culture are not built overnight. Gilpin stresses that “it’s not a quick fix, it’s not fast from start to end. This kind of initiative is something we’re really trying to build with our associates, and from there, there will be some changes and some adaptations to it over time”. But for now, Tricanico says, Golf Town is thriving, we’re doing a lot of neat things and we have many talented people working for our company to help us get there.”

How can brands create authentic in-store experiences?

How can brands create authentic in-store experiences?

If you look at retail today, you’ll see an industry that’s on the verge of disruption. With headlines from Bloomberg such as “America’s ‘Retail Apocalypse’ Is Really Just Beginning”, it seems the future for brick-and-mortar retailers is grim. Boutiques, department stores, and even entire malls are shutting down, while e-commerce and the digital landscape are continuing to gain momentum.

What we’ve discovered is that perhaps, retail is not dying, but is instead going through a massive transformation. Take this headline from Forbes, for example: “Retail Apocalypse? The Sky Isn’t Falling – The Sector Is Just Evolving.” For new age retailers, expectations have been set. Retail consumers are looking for higher levels of service, employees who have true domain expertise, and stores that provide an elevated experience – beyond just shopping.

We sat down with Ron Tite, a speaker, author, and CEO of The Tite Group, to discuss the future of retail. What do today’s consumers expect? What does the future of brick-and-mortar look like? Working in advertising and as a retail consultant, he had great advice on what retailers can do to elevate the in-store experience, pulling best-in-class insights from brands such as Best Buy and Starbucks.

To view the full interview, listen to the podcast or read on below!

 

The physical store has been left behind

Recently, retailers have been laser-focused on the future of retail, diving into e-commerce, m-commerce, big data, and now AI, AR, and VR. What has happened to brick-and-mortar along the way? As Tite put it, “Retailers turned their back on the physical store. You can now go into a flagship store that has tumbleweeds rolling through the hallway and interact with staff who haven’t been inspired or trained for the new realities of retail.”

In a 2017 Total Retail Survey conducted by PwC, it was found that over 50% of consumers still prefer to purchase products in store. The physical store is still a critical step in the buyer’s journey. “When you come face to face with somebody – a customer who has gotten a sitter, parked their car and wandered into your store – you better hit that experience out of the park”, Tite emphasized.

Take into consideration that 46% of consumers research products online before buying them in store, and you’ll see why the need for training staff to become product experts is more important than ever. While discussing the future of retail, Tite explained that today, “we’ve been left with a brick-and-mortar environment that’s less than inspiring for both staff and customers”. When it comes to engaging and motivating retail staff, he added that “right now, there’s not a more important group of people to inspire to come into work every single day.”

 

Balancing the digital and physical worlds

Brands that are going to continue to thrive are the ones that can deliver a consistent and memorable experience across all touchpoints – which means digital and physical. “The ones who really get it understand the practicality and utility of shopping in an online environment matched beautifully with human experience and brilliant people who can help customers throughout their journey,” Tite explained.

Finding a way to keep your brand consistent, from the design of your website to the service your sales associates provide, is a constant challenge. In fact, 90% of senior executives state that customer experience is a top priority for their organization, yet only 27% of consumers feel name-brand retailers (department store, big-box retailers, specialty stores, etc.) are trying to provide exceptional service. It’s clear that there’s a disconnect between strategy and priority at head office, and what is actually being executed and delivered on in-store.

The first step to realigning the in-store experience is to shift your focus towards your frontline teams. Today’s retail employees have high customer expectations to meet, playing the role of a product expert, personal shopper, and even stock locator. Leveraging proper communication, training, and technology, brands can enable employees to become assistants and experts throughout the shopping journey. As Tite put it, “if you can positively impact the employee experience, great customer experience, and brand loyalty will follow.”

 

Building authentic brand experiences

Today’s consumers are looking for a truly human experience when they visit stores. One where they can rely on employees for advice, expertise, and a helping hand throughout their shopping experience. For retail brands, determining how to create both consistent and authentic brand experiences – at scale – is a great challenge. “If you bring it back to the basics”, Tite added, “What is a brand? A brand is really about what you think, what you do, and what you say.”

For retailers looking to create a more authentic brand experience, Tite suggests that asking the following three questions is a great place to start:

  • What you think: What are your fundamental values? Are you hiring and training people based on those values and organizational beliefs?”
  • What you do: If you’re saying you believe in something, are you actually delivering on that through your actions? For retail brands, this is really the actions of their store employees.”
  • What you say: How are you communicating your values? This could be anything from your branding to in-store signage, or how employees talk about the beliefs of the organization.

Best Buy is a great example of a retailer that understands the new age of brick-and-mortar. Not only are they focusing on transforming their locations to become a destination center, rather than a traditional store, but they are also training employees for the new realities of retail.

Tite, who has previously worked as a consultant for Best Buy, mentioned: “they really simplified processes and empowered their frontline staff to act in a way that reaffirms the values of the organization.” As Tite explained, Best Buy worked on removing complex customer interactions (e.g. complicated return policies) and focused on hiring and training on values. “Basically [Best Buy] said ‘We’re doing away with all of it. Here’s the only thing you need to know: be amazing. Whatever you think that requires for our customerswe trust you.’”, added Tite.

To deliver authentic brand experiences, removing training and operational practices such as scripts, is a great place to start. As Tite concluded, “The best possible marketing an organization can have is frontline people who deliver on the brand promise. Think about how you can inspire people internally to speak on behalf of your brand. When the customer experience is amazing, that amplifies and becomes a campaign in itself.”

3 things about Nando’s marketing strategy every foodservice leader should know

3 things about Nando’s marketing strategy every foodservice leader should know

Looking for a little inspiration to take your next campaign up a notch? Look no further than Nando’s. With 1,200 locations (a.k.a. “Casas”), the South African multinational fast food chain has brought its peri-peri style chicken to over 30 countries. And with over 45,000 employees (a.k.a. “Nandocas”), Nando’s knows a thing or two about the importance of staff communication and feedback when it comes to executing successful marketing campaigns.

We sat down with Krista McLay, Nando’s North American Marketing Director, to talk about Nando’s marketing campaigns, engaging restaurant staff in activating those campaigns, and more.

 

For our full interview with Krista McLay, listen to episode 2 of the Nudge podcast, Field Trip, below!

 

 

The heart of every strategy? Your frontline staff. 

If you’ve ever been to a Nando’s, you’d know peri-peri  is at the heart and soul of their brand. However, it’s clear there is another ingredient in their secret recipe of success: their people. 

“We believe that the frontline – our Nandocas – are the most important people in our business. They are the ones who talk to guests as they walk in the door and determine if those guests will have a really great experience or not.” says McLay.

While entertainment, design, and amenities may pull new guests into their restaurants, it’s the exceptional food and service that keep them coming back for more. In other words: Nando’s restaurant staff, from managers, to grillers and cashiers, are truly part of their brand identity. “All of our employees are considered part of the global family,” says McLay. “If you’ve worked at Nando’s and have been a Nandoca before, you’ll be a Nandoca for life.”

This type of workplace culture was designed with the guest experience in mind. When Nandocas come into work, they’re expected to treat the restaurant like their own home (hence the name “Casa” given to each location). As McLay explains, staff are encouraged to “make sure the food is cooked perfectly every time, like you would if you had a family member at your house”. The same goes for keeping the restaurant clean. Nandocas keep restaurants in tip-top shape like they would if they were hosting a party or get-together.

There’s a learning curve to creating this consistent guest experience and helping guests understand how to “do Nando’s” properly. Nando’s takes a unique fast-casual dining approach, which entails ordering at the counter and being served at the table. 

“Our first-time guests need more guidance, so we have certain steps that we train our Nandocas to walk them through”, says McLay. Every time a guest walks in the door, a staff member will ask if it’s their first time at Nando’s. If so, the guest will be guided through the Nando’s guest journey, which includes everything from how to place your order or encouraging them to eat with their hands. 

Monitor and iterate on strategies in real time – through frontline feedback 

While Nando’s has cracked the code on ensuring brand consistency, launching campaigns across their entire workforce is one activity that is a constant challenge. When it comes to a new campaign, effectively communicating with employees to ensure they’re educated and excited about the matter at hand can be challenging. 

As McLay explains, “We’re in the people business. It’s always going to be a challenge to effectively communicate unless you are able to sit down with every single person, explain what we’re doing and what that means for them.”

And, despite having a large, fragmented workforce, having face-to-face conversations with all team members is exactly what Nando’s tries to do. When rolling out new campaigns, McLay notes: “bringing everyone together and getting them excited about what we’re doing and why we’re doing it is really important. Doing this and allowing them to ask any questions before launching a campaign gives us the opportunity to succeed.” 

Nando’s continues this approach while campaigns are in-market, too. Collecting and acting on employee feedback is an integral part of Nando’s marketing strategy. “Nandocas are the ones in the field,” says McLay. “They’re the ones seeing things in action and can share what is working well. Taking those learnings and sharing them with the entire team is important for us.”

Use technology to close frontline communication gaps and drive campaign consistency

While Nando’s takes a people-first approach to executing on their marketing campaigns, it’s the touchpoints between face-time and phone calls that can get lost. 

“Sometimes you write this beautiful training manual, send it out, and it just doesn’t get picked up. These things can end up falling to the wayside within the busy environment of a restaurant,” says McLay. “We’re always learning. I don’t think we, or anyone in the industry, has the answer to the perfect way to communicate and engage with their team members.”

But the key to the communication and performance gap facing foodservice brands may be found in leveraging technology. In discussing how to close these gaps and ensuring every team member stays updated, McLay noted that “communicating to staff in a way they wanted to be spoken to” could help improve their strategy, and ultimately execution on marketing initiatives. 

Implementing up-to-date technology, such as a mobile-first app or portal, is the next step for Nando’s. “It’s amazing how we embrace technology in so many ways in our personal lives – but internally, in the restaurant industry, we’ve been slow to adopt,” says McLay.

For Nando’s, leading a customer-centric organization starts and ends with engaging their frontline employees. McLay reiterated that Nando’s will always take a people-first approach, which includes designing marketing campaigns centered around staff participation and engagement with all levels of the organization. “Nobody wants to be just a transaction,” she added.

Frontline staff play an integral role at Nando’s, from activating marketing campaigns to living the brand promise every day, providing valuable feedback, or simply engaging with guests in a meaningful way. As McLay puts it, “If you have a really engaged team that believes in what you’re doing and what you’re trying to create, then you will definitely see that message flow through your organization – from headquarters to hourly staff.”