Small Business 911: Learn to Solve Financing, Negative Cash Flow, Staffing, Theft, Partnership & Legal Issues - Secrets of Marketing & Branding While lowering Overhead cost & Boost Profit by Hossain Shabbir

Author:Hossain, Shabbir
Language: eng
Format: epub, pdf
Publisher: CSB Academy Publishing Company
Published: 2022-01-14T00:00:00+00:00

Providing Proper Training

Once you hire an employee, it is important to provide them with proper training. First, give them a walk around the store and show them what you sell, how to stock it, and how to merchandise the items. Then show them how to restock the shelves and the coolers and how often that should be done.

It is a good idea to have a checklist that you can hand them which details their job duties and responsibilities, what is expected of them before they start their shift and after they close their shift. I usually provide three full days of training before I let any new employee work or run a shift all by themselves.

Three-day training period

The first day, I show them around with the checklist. Then I put them with an experienced cashier so they can observe the operation of the cash register for at least two hours without touching the register at all. The second half of that day, I let them get more hands-on training where they will start doing the transaction while the trainer stands next to them and guides them through each step.

The second day, I again explain the checklist and let them do the pre-shift chores (which usually involves restocking the coolers before taking over the shifts, making sure the fountain and coffee area is fully stocked, etc.) Then they do a shift again with a trainer, but today they have to take the lead while the trainer stands next to them. They are allowed to ask questions but are to do all the work themselves.

The third day, they will be totally on their own. There is a trainer on site but not next to them. Instead, I tell the trainer to go do other things away from the checkout stand so they can observe the new hire from a distance and see how they are doing. The new hire is only allowed to call the trainer when he or she is completely stuck.

After the third day is complete, I evaluate. Judging by how well the new hire did, we decide if they need one extra day of training, or if they are ready to go on their own. On rare occasions, after the second or third day of training, either the new hire decides not to work anymore, or we decide that this person won't be able to handle this task or the job.

Once we know that fact, we do not continue the training. Instead, we just tell them it will not work while explaining to them the reasons we didn’t think they are a good fit for our store. Since they already signed the probation agreement, it is not a legal issue at all.

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