6 employee metrics every deskless organization should be tracking

6 employee metrics every deskless organization should be tracking

Tracking employee metrics helps organizations to make fact-based, data-driven decisions to improve performance, engagement, and more. Whether you have a formal employee communication strategy in place or not, these are the numbers you want to keep an eye on. 

Why? Workforce analytics allow organizations to tap into workforce insights, i.e., the stories your data tells. How engaged is your workforce? How reachable are your teams? How confident are your employees in executing current or future programs and strategies? These aren’t questions to answer with your gut. These are questions that can – and should – be answered with data. 

Here are 6 employee metrics every deskless organization should be tracking: 

1. Adoption and reachability 

This is a crucial metric for any communication strategy. It answers the question, “Who can I reach?” Ideally, the answer would be 100% of your workforce. At Nudge, we consider employees reachable if they’ve used our app in the past 90 days, but this metric might differ depending on your platform or communication tool. 

2. Open/read rates

Again, this will depend on your communication tools and channels, but ideally you have a metric to track how your workforce is consuming content. What percentage of your staff opened your latest announcement? How many read to the end? How many clicked the CTA at the bottom? How often are SOPs accessed and read? These numbers, where available, will help you see whether your content is actually being read by your employees. 

3. Feedback metrics

We’ve already touched on the importance of a channel for two-way feedback. Employee metrics are a great way to get an at-a-glance understanding of whether you’re fostering a culture of feedback across the organization. These might be participation metrics or even word clouds highlighting what key sentiments are coming from your teams. 

4. Execution/employee performance metrics

Depending on your industry and organization, you might be leveraging standardized task lists within your internal communication strategy to reiterate standard protocols and processes. Employee performance metrics on your most frequently assigned tasks and their completion rates will indicate the effectiveness and consistency of your execution.

5. Knowledge rates 

Generated through knowledge testing and quizzes, knowledge rates will show whether the information that has been shared has been properly retained. This will ensure you’re identifying knowledge gaps as quickly as possible. 

6. Employee engagement metrics

The final step in measuring success in your teams is to see whether all the above employee metrics have done their job in fostering engaged, empowered teams. Employee engagement metrics can be measured in a variety of ways. They can be an aggregate metric based on how your employees engage with your communication and feedback channels, or it can be based on dedicated surveys and pulse checks.  

Reviewing workforce insights provides a comprehensive overview of your workforce’s engagement, confidence, and satisfaction – all of which lead to better business outcomes. These employee metrics can also be used to identify warning signs, like disengagement, that can be addressed before they lead to productivity issues or turnover. 

Not sure how to harvest these metrics? Depending on what types of communication technology and tools you already have set up, these numbers can come from multiple areas, like email/newsletter readership, test results, survey completion rates, and more. But this is really where a digital employee communication platform becomes especially useful. Built-in workforce analytics make it easy to measure (and analyze!) all the crucial numbers you should be tracking. 

15 companies taking employee experience to the next level

15 companies taking employee experience to the next level

Consumer expectations are constantly evolving and it can be difficult to keep up. While there are many resources and technologies you can invest in that may provide a competitive edge, there is one resource that is infinitely valuable and often overlooked: your employees. Your employees are the first point of contact for customers and leave a big impression throughout the buyer’s journey. A poor employee interaction could cost you a customer for life. That’s why it is vital to engage your employees, ensuring they are knowledgeable, empowered, and motivated to act as an advocate on behalf of your brand. Happy employees make happy customers which, in turn, creates a happy bottom line.

Here are 15 great examples of companies with high employee engagement – and are reaping the benefits of engagement, team performance, and customer satisfaction.

1. Arby’s

Arby’s is a company known for having great employee satisfaction and engagement. Even in tough situations, Arby’s looks to its employees for help. During a troubling time for Arby’s, CEO, Paul Brown, turned to his teams working in restaurants to find out what they would do to save the company.

By doing so, Arby’s gained a better understanding and perspective on the frontline experience and empowered their employees in the process. As a result, Brown made changes to improve the customer experience.

Arby’s continues to empower their teams and focus on the employee experience through various initiatives. Most recently, they introduced the Arby’s Brand Champ program, which aims to teach their teams how to engage more effectively with customers and to “better value and support Arby’s employees.” Since launching the program, they have communicated to over 70,000 employees that if they “take the time to understand Arby’s goals, Arby’s will try to understand their’s as well”. Arby’s is going above and beyond when it comes to the employee experience, ensuring that their employees are not only successful at work but also have the resources and guidance to achieve their dreams – whether they are related to further education or career development.

2. Best Buy

Best Buy® has always been ahead of the curve when it comes to the in-store experience and employee empowerment. On the Nudge Rewards podcast, Field Trip, Ron Tite of The Tite Group talked about how Best Buy “empowers their frontline staff to act in a way that reaffirms the values of the organization”.

He explains that Best Buy enables this empowerment by communicating to employees that “[…] the only thing you need to know is to be amazing. Whatever you think that requires for our customers – we trust you”. Empowering the workforce as Best Buy does creates better employee morale and, as a result, a better customer experience.

Best Buy is also very effective at engaging their employees in idea sourcing. They recently opened their “Experience Store” in Montreal to create a more interactive shopper experience, where people can test out the latest technology, from VR to drones or new video game systems. The concept for the new store came from sourcing employee and customer insights and ideas. For Best Buy, listening to their employees and customers ultimately allows them to move with retail market trends more effectively.


Health food outlet, B.GOOD Restaurants, is a great example of a brand that is effectively engaging their employees to improve customer loyalty. In an interview with Loyalty360, B.GOOD CMO, Kim Cerato, states that “a subpar in-store experience will cancel out even the most expensive of customer acquisition campaigns”. B.GOOD put their words into action when they involved their staff in their rebranding efforts and focused on training their teams to engage in customer interactions more effectively.

Cerato also spoke on how cultivating a strong culture has been crucial to B.GOOD’s success.

In 2015, B.GOOD created an ordering app for customers to use in store. When co-founder Jon Olinto told employees that their pictures would be on the landing pages of the app, employees reportedly “reacted to the news with huge smiles and infectious chatter”. Showing employees that they are valued makes your employees feel like they’re a part of the bigger picture, which pays dividends in loyalty and hard work.

4. The Cheesecake Factory

As the only restaurant on Fortune’s 100 Best Companies to Work For in 2018, the Cheesecake Factory knows what it’s doing. In fact, they’ve been on this list every year since 2014. A big reason is that, with menus over 250 items long and a penchant for consistency across its over 220 locations, the Cheesecake Factory is known for its high-quality and continually updated training programs.

The focus on employees goes all the way to the top; CEO David Overton cites training and recognition as top priorities within the organization, a key reason why he has a 93% approval rating among employees. The Cheesecake Factory recognizes its frontline associates’ great performance through its Wow Stories initiative, which circulates stories of great service across the entire company, boosting morale and spreading best practices.

5. Golf Town

Recognized as one of Canada’s 50 most engaged workplaces, Golf Town works hard to improve engagement and the associate experience across their stores. In the past year, they’ve collaborated with their store managers and associates to rebuild their core values: team, winning, adaptation, and authenticity. One of their most recent efforts to improve staff engagement was implementing Nudge Rewards into Golf Town locations across. Golf Town’s Director of HR, Sue Gilpin, stated that “at Golf Town, we’re always on a mission to improve the associate experience. Since launching the Nudge Rewards app, we can proudly say ‘mission accomplished'”.

Using an employee app, Golf Town has improved communication between upper management and frontline workers and increased engagement on in-store initiatives, such as events, promotions, and new offers. Within five days of launch, Golf Town achieved 78% adoption across their entire frontline workforce and have been able to achieve a 75% response rate using the Nudge app.

With Millennials and Gen Z’s flooding the job market, forward-thinking companies, like Golf Town, are turning towards familiar, modern technologies that allow for a better experience across all employee touchpoints.

6. Home Depot

Recognized as one of Canada’s top employer for young people in three of the past four years, Home Depot has been committed to providing a great workplace for its associates. They care about making their associates feel part of the Home Depot family by trusting and supporting their frontline associates in many ways. Firstly, they give their staff the autonomy to give discounts up to $50 on any item in the store, for any reason they deem reasonable. Their staff are experts in the industry, and they treat them like such.

Secondly, Home Depot supports their staff to achieve their personal goals in many ways. Through Team Depot, their associate-led volunteer program, associates are able to work with local organizations to give back to their communities. Home Depot also offers support for associates in financial emergencies through the Home Fund, tuition reimbursement for associates pursuing higher education, and support for veteran and active-duty associates.

7. Hyatt

Hyatt’s choice to focus on empathy over perfection put them on an unconventional path towards success in the hospitality industry. Mark Hoplamazian, Hyatt’s CEO, was quoted in a Fortune interview saying that the key to Hyatt’s success is “making sure that we are connected to the emotional experience that our colleagues and guests are experiencing and then designing their experience so that it is fulfilling for them.”

Instead of using a scripted when speaking to guests, Hyatt staff are free to be themselves during guest interactions. This creates a more authentic customer experience and encourages employees to establish an emotional connection with guests.

Hyatt not only utilizes empathy to create a better customer experience but also to create a better employee experience. Implementing the Housekeeping Flextime Program is a perfect example, where housekeepers have the option of leaving if they get their work done early, or to clean additional rooms to make extra money. Another benefit includes the Family Assistance Leave, which offers a minimum of 8 weeks paid leave to primary caregivers.

8. Nordstrom

Nordstrom is so famous for its world-class customer service that there have literally been books written about it. Those great customer experiences that they provide can be traced directly back to their amazing employee experience – they’ve been ranked one of the Top 100 Places to Work for 21 years. Take their somewhat mythical employee handbook which allegedly reads, in its entirety, “Rule #1: Use the best judgment in all situations. There will be no additional rules. Please feel free to ask your department manager, store manager, or division general manager any question at any time.”

While it’s been revealed that this isn’t Nordstrom’s only rule for employees, they do take it seriously. Trusting their associates and giving them the autonomy to handle situations how they see fit creates a strong and positive relationship between staff and the company. This leads to high levels of engagement and a real desire for frontline associates to succeed and perform well in their roles.

How does Nordstrom ensure that their associates have good judgment? They hire and train according to their culture, sticking to their core values of trust, respect, communication, loyalty, empathy, and humility. They look for associates that display these characteristics and train all employees (including managers) to uphold them, making for a great work environment.

9. Patagonia

From providing on-site child care, to their policy that employees must surf when the waves are good (yes, even during work hours) – Patagonia understands that accommodating for your employees’ needs and passions is the best way create a great employee experience. While employee accommodation helps foster productivity and improved morale, the best employee motivator is instilling trust.

Patagonia’s founder, Yvon Chouinard’s key to a happy and productive workforce is to “hire the people you trust, who are passionate about their job, passionate about what they’re doing. Just leave them alone, and they’ll get the job done.” Granting autonomy and independence to the right type of workers allows for a better work environment and, in turn, happier employees.

Patagonia’s deep care for the environment has also led them to provide support for any of their employees who want to learn about the environment. One way that they do this is by funding up to 2 months of internship programs for any environmental non-profit.

10. REI

This sporting goods co-op consistently ranked in the top 10 companies for employee engagement, with some of the most passionate and happy employees out there. An REI Employee Engagement Index reports that 92% of employees go beyond what is required to help REI succeed and that only 18% of employees were seriously considering leaving REI at that time.

One of REI’s biggest efforts to improve the employee experience is through their “company campfire”. This initiative was launched to improve two-way communication between upper management and store clerks. REI also supports its employees by offering various efforts and benefits. Employees get an additional two days off throughout per year to “go outside and get inspired”, as well as the third day off when REI closes all of its stores on Black Friday for their employees.

11. Sephora

Sephora has mastered employee experience by focusing on three key aspects: training, technology, and development. All cast members (their internal name for frontline staff) start with training on the three main product categories (perfume, makeup, and skincare) starting on day one, and continually get retrained on new products, techniques, and trends. Sephora is so committed to training that they even developed Sephora University with three locations globally, offering training to the frontline and corporate employees alike.

In addition to making their cast members industry experts, Sephora provides them the most cutting edge technology to use in store. From ColorIQ (their digital shade finder) to handheld registers, cast members are using world-class tech as often as they use a makeup brush, which makes their jobs easier and more enjoyable. This is key, especially when you consider that 93% of Millennials consider up-to-date technology as one of the most important aspects of their workplace.

Finally, Sephora prides itself on providing mobility for its cast members; whether that’s between positions, stores, departments, or even countries! One cast member has even grown from a Beauty Advisor to becoming the General Manager of France through Sephora’s commitment to growing, training and developing their top talent.

12. Southwest Airlines

Southwest Airlines has received top ratings for customer experience out of 9 of the top airlines. Their secret? Putting their employees before customers and shareholders. In a company blog post about culture, Southwest Airlines stated that “we believe that if we treat our employees right, they will treat our customers right, and in turn that results in increased business and profits that make everyone happy.”

A great example of when they put their employees first was in 2016 when Southwest announced their new employee uniforms. They asked 48 crew members to help design the uniforms, ensuring that Southwest employees would be proud to wear it to work. Placing priority on a lighthearted and friendly culture, Southwest also encourage flight attendants to add humor to their announcements. See for yourselfSouthwest employees aren’t afraid to have some fun on the job, and that certainly pays off in terms of the customer experience.

13. Starbucks

Starbucks is a great example of a brand that understands the value their employees bring to the business, whether it’s putting a smile on someone’s face, or building long-term customer loyalty. Starbucks’ focus on its employees has not gone unnoticed. In fact, 87% of customers’ affinity towards Starbucks is driven by how the company treats its employees.

Since day one, they’ve focused on putting employee-friendly policies in place. For example, they support their staff by paying tuition for university and online programs. Another perk, all Starbucks staff can earn company shares through their “Bean Stock” program.

Even their organizational structure is designed to improve the employee experience. Starbucks managers refer to their team members as “partners” instead of employees. This light touch from upper management shows how they want partners to know that they play an important role in the bigger picture, which in turn, motivates them to work better.

14. Wegmans

Wegmans is ahead of the curve when it comes to employee engagement, experience design, and culture. Kevin Stickles, Wegmans’ VP of HR, stated that “our employees are our number one asset, period. The first question you ask is: ‘Is this the best thing for the employee?’.” In fact, Wegmans spent $50 million on employee development last year, $5 million in scholarships, and has been recognized as one of Fortune’s 100 Best Places to Work list for over 20 years.

They also go above and beyond in making sure their employees have the resources and know-how to be experts in their area of work. Deli workers are sent on trips to France, Italy, Germany, and Wisconsin to learn about cheese, while butchers are sent to Colorado and South America to learn about beef. Wegmans is a prime example of extending the employee experience beyond the store, by providing a life experience to workers.

While competitors are skeptical that companies can both increase profits and invest in the employee experience, Wegmans has grown to become a $6.2 billion-a-year company. Plus, 94% of their employees state that they’re proud to tell others they work at Wegmans. That sort of brand advocacy is priceless.

The takeaway?

If you want to improve the customer experience, focusing your efforts on the employee experience should be your first step. After all, investing in the employee and customer experience pays offresearch by Forrester shows that, over a 5-year period, CX leaders achieved a 17% revenue growth compared to only 3% by CX laggards.

We’re expecting that in 2018, we’ll see major growth in the area of employee experience and will have more inspiring brands to add to this list!

How to engage and motivate your frontline employees

How to engage and motivate your frontline employees

In North America, frontline retail and food service jobs are among the largest occupational groups, with more than 27 million workers. By 2025, Millennials will make up the vast majority (75%) of this workforce, with a majority working in retail, foodservice, and hospitality. Today, organizations are struggling to effectively engage and motivate their frontline teams, let alone communicate with them. On a mission to solve this problem and help brands excel at engaging with their frontline teams to drive performance, we went straight to the source, the next generation of employees, to find out what they value in the workplace. Here’s what they had to say:

After interviewing frontline Millennials and Gen Z, we discovered the next generation of employees are starving for more effective workplace communication. The needs were clear: Organizations must adapt their communication methods and strategies to better align with the modern workplace. Employees top three motivators at work? Establishing a clear team vision, providing recognition and rewards, and building a culture of transparency. Here are three steps you can take to start better engagement, drive team performance and satisfy the needs of your frontline workforce.

1. Establish a clear team vision

Frontline employees are your direct connection to customers and play a big role in providing an exceptional customer experience. Despite that, they can often feel disconnected from headquarters, reducing their capability to deliver on the brand promise with confidence and to feel that they’re effectively contributing to the team. Ensuring frontline workers are passionate about your brand vision and empowered to engage with customers is essential.

Our tip: Ask your employees what your brand means to them. Gather feedback and ideas on how you can make your vision come to life – empowering employees to take part and contribute to the bigger picture.

2. Provide feedback and recognition

Frontline employees have extremely valuable insights on customer experience, consumer preferences, and have a lot of great ideas to share with the team. 51% of Millennials want their managers to better listen to and value their ideas, so why are there not more effective feedback systems in place? Today, employees want feedback frequently so they can quickly and continuously improve. They don’t want to wait until quarterly, or even monthly meetings to hear what they can do better.

Our tip: Today’s employees are looking for guidance in their failures, but are also looking to be recognized and rewarded for their successes. Nothing motivates or engages an employee more than being recognized in the workplace – whether it be a compliment at the end of a shift, or providing an extra vacation day.

3. Build a culture of transparency

In many cases, store associates or restaurant staff are given a task or a snippet of information, without understanding where it is coming from or its underlying purpose. The next generation of employees are looking to see the full picture – they want to be kept in the loop with company news, sales objectives, targets, and performance data. They want to understand what the team is working towards – and how letting a customer know about the latest promotion fits into that.

Our tip: Create team-based challenges to provide context around your current promotions and customer initiatives. Ensure transparency by sharing progress and results with employees along the way, helping everyone feel a part of the team and motivated to achieve business results.

Knowing what your frontline employees value is a critical step in your journey towards building high performing teams. Recognizing that your workforce is increasingly becoming made up of Millennials and Gen Z, and adapting your communication strategy to meet their needs is the first step in getting there.

Interested in learning more? Check out our report, ‘How Mobile Technology is Transforming Workplace Performance’ here.

8 BYOD benefits for organizations with frontline staff

8 BYOD benefits for organizations with frontline staff

Consumer expectations are making their way into the workplace in fascinating ways and the Bring Your Own Device (BYOD) movement is a prevalent example. Fifty-nine percent of organizations already allow employees to use their personal devices for work, and another 13% plan to implement a BYOD policy within the year. Though many enterprise companies have implemented BYOD into their organizations, how are those with deskless workforces—retail, hospitality, and foodservice—responding to the new demands of technology and how does a BYOD policy help their business succeed?

The retail, hospitality, and foodservice industries are enduring a massive shift in workforce composition. With millennials taking over a third of the US workforce and set to make up 75% of the global workforce by 2025, companies are adapting to a massive demographic shift. Digitally native millennials and Gen Z have non-traditional preferences when it comes to communicating, learning, collaborating, and getting things done. By equipping current and future generations with the right tools they need to gain access to information, frontline staff are able to deliver a better customer experience, which improves brand profitability and the overall employee experience.

It doesn’t stop there, here are 8 benefits of BYOD that will help your organization succeed:

1. Alignment with existing behaviors

Let’s face it, employees are already using their mobile devices at work, whether it’s on break or on the job. It’s happening anyway, so let’s shift the thinking to the opportunities for productivity and output. A study from the Pew Research Center found that 77% of employees use their phones at work regardless of employer policies. Also, 20% of staff use social media to get information that helps them solve work-related problems. Having a BYOD policy helps businesses align with behaviors to engage, educate, and communicate with frontline staff while staying compliant with labor laws and regulations.

2. Increase trust

Without knowing or understanding company policy, employees are faced with ambiguity and a sense of sneaking around when using personal devices at work. These behaviors can cause trust issues between managers and associates creating a negative environment for both employees and customers. Having a clear BYOD policy that is accessible to all frontline staff, creates a culture of trust, transparency, and a clear understanding between managers and staff on mobile use in the workplace.

3. Save on costs

This one’s easy. Workplace technology is associated with rising expenditures, but BYOD actually helps save money on hardware and support. Allowing employees to use their own devices, decreases the cost of buying and replacing technology for frontline staff.

When you consider the multitude of research linking BYOD policies with increased employee satisfaction, you can also factor in cost savings associated with retaining talent.

4. Recruit top talent

Unemployment is low and there’s heated competition for talent. In this job market, companies are having to adapt their workplace cultures to attract and retain top talent. With millennials and Gen Z soon to occupy the majority of the workforce, and 93% of millennials stating that technology is key when choosing a future workplace, it’s crucial that employers invest in technology to deliver an exceptional employee experience. BYOD helps to keep staff technology costs low, while also creating an adaptable work environment for shifting employee expectations.  

5. Improve efficiency and security

Associates are already using public-facing apps, such as WhatsApp and Facebook, for various workplace activities, such as organizing shift changes, asking work-related questions, and creating personal connections with their peers. These conversations are important for smooth day to day operations and the employer has an opportunity to formalize the framework with a BYOD policy.

Conversely, unregulated usage of public-facing apps for work-related tasks can open up the risk of security breaches. A BYOD policy helps companies build a compliant, regulated and well-managed mobile program, reducing the risk of security breaches.

6. Increase employee productivity

The average BYOD user saves 58 minutes a day by using their personal devices at work, which gives them more time to learn, grow, and execute a great customer experience. Having access to product and promotional information in real-time as well as digital schedules and training programs, helps frontline associates be more productive, engaged, and committed to customer satisfaction.

7. Provide better customer service

Though 83% of shoppers think they know more about products than frontline associates, 79% still think that associates are a key part of a good customer experience. Allowing frontline associates to use personal devices for work-related tasks, influences their behaviors towards business goals, resulting in higher customer satisfaction and ultimately increased sales. BYOD policies empower frontline associates to perform better, which in turn creates better employee and customer experiences.

8. Increase employee engagement

Engaged employees are more motivated, productive, and committed to the brands they work for. Having a good BYOD policy in your organization increases employee engagement by building trust and breaking down communication barriers. It also helps brands to effectively create an employee experience that engages frontline staff to, in turn, deliver a better customer experience.

With the number of smartphone users estimated at 2.5 billion worldwide by next year, mobile technology will continue to transform the workplace. Getting ahead and implementing a BYOD policy not only helps to recruit and retain top talent but also positively impacts operating expenses and the employee experience. BYOD isn’t the future of workplace technology, it’s the current reality and it’s important now more than ever to bring it to the frontline.

5 tactics for driving retail team performance

5 tactics for driving retail team performance

Let’s face itdriving exceptional and consistent performance with frontline retail employees is difficult. The fact is, the majority of employees in the retail sector are not highly engaged at work. A study conducted by the Temkin Group found that the retail sector had the least engaged employees, with 50% being slightly or fully disengaged at work. With the retail industry changing to become more future-friendly, engaging retail employees to drive sales and improve the customer experience is more important than ever. Why?

The growing trends of e-commerce, mobile apps, and shopping on social networks means that today’s consumer now has in-depth knowledge of a company’s offering at their fingertips. Research conducted by Delvv Inc. showed that over 51% of millennials can’t go over 3 hours without checking their phones. With the digitization of the shopping experience and the consumer growing more and more knowledgeable, having a workforce that is highly aware of products, promotions, and competitors’ offerings is now essential.

The size of the retail industry and workforce is growing, employees are younger, communication is difficult, and disengagement is affecting the performance of retail teams worldwide. This we know. But how can you pull it all together? Yes, increasing engagement and your choice of communication channels are important, but understanding how to harness these options and drive your team’s performance is even more critical to success. Here are a few tactics to help you make this happen:

1. Set goals and establish KPI’s

Work with your team to establish store-wide or company-wide sales goals. Are you working towards an overall sales target? Or are you focusing on selling a specific product or promotion? Then, establish key performance indicators to measure the success of the specific goals. KPI’s could range from measuring customer satisfaction, sales, and gross margin, or sales per square foot.

Goal setting will help to create a sense of focus amongst all team members. Working towards one common goal will give your store or company initial momentum to having a well-oiled, high functioning retail team.

2. Create a sense of challenge

Create a sense of challenge amongst your staff based off of the goals and KPI’s that you are trying to reach. Then, gamify the challenge to take motivation and performance to the next level. Applying game-design principles to non-game scenarios, such as reaching a sales goal, has the potential of increasing employee engagement by 48%.

Try setting up a point system or leaderboard to motivate your team to reach the next goal. You can set up a challenge or contest manually, online, or through a mobile application. It will help to keep company goals in mind and will generate excitement amongst team members!

3. Foster a culture of learning

On the job learning should be continuous- even after employees have been on-boarded and trained. It’s important to keep your employees in the know about company values, new business development, products, promotions, and company-wide goals. Educating customer-facing employees is a key component to improving the overall customer experience.

After all, a highly educated employee is an employee that will perform well. Organizations with a strong learning culture have proven to be 52% more productive and 17% more profitable than their peers.

4. Establish a continuous feedback loop

Make communication between corporate and frontline employees a business priority. Provide a space for two-way communication, where employees can give feedback and get responses, whether it is through an in-person forum, e-mail, or carried out on an enterprise application.

Getting continuous feedback from your retail staff can be beneficial to both parties. Try asking about how current in-store promotions are going- are customers responding positively? This will help you build stronger relationships and create opportunities for innovation and problem-solving.

5. Celebrate performance and achievement

The valuation of our work is directly tied to the amount of effort we’ve put in. The harder the project is, the prouder we feel of it, even if it does not generate big results. Try providing prizes, rewards, or even simple recognition to employees from their managers to celebrate positive performance. Thank-you cards, gift cards, or even an announcement acknowledging an employee’s achievements can all go a long way.

88% of workers at companies with a values-based recognition program describe their overall experience at work as positive. Recognition is an important psychological need, which means it should be an important piece of your internal business structure.

At Nudge, we believe strongly in the link between employee engagement and the right tools to influence performance. To learn more, download our new ebook, The fourth transformation in retail.