Business Education

Starting a New Retail Business? Don’t Forget to Dress (Your Employees) for Success!

For a startup retail business, creating a strong brand identity is crucial to stand out in a competitive market. In other words, details matter and they matter a lot when it comes to brand identity. So, nothing should be overlooked. For instance, employee uniforms play a significant role in shaping that identity, as they are a direct representation of your brand and values. The right employee uniforms can reinforce your brand message, foster a sense of unity among your team, and leave a lasting impression on customers.

How New Start-Up Retailers Should Choose Employee Uniforms

When you’re starting a new retail business, one of the first decisions you’ll need to make is what to wear. Do you want your employees to wear uniforms? If so, what kind of uniforms will best represent your brand? With this in mind, here are a few things to consider when selecting employee uniforms for a startup retail business:

Your brand identity. What kind of image do you want to project to your customers? Do you want your employees to look professional, stylish, or casual? The style of your uniforms should reflect your brand identity.
The type of work your employees do. If your employees are going to be on their feet all day, you’ll need to choose comfortable uniforms that can withstand wear and tear. If your employees are working in a hazardous environment, you’ll need to choose uniforms that provide protection.
Your budget. Uniforms can be expensive, so you’ll need to set a budget before you start shopping. There are a variety of ways to save money on uniforms, such as buying them in bulk or looking for discounts.

Once you’ve considered these factors, you can start shopping for uniforms. But, before you begin your search, you should do a few things first so you don’t wind up wasting valuable time. Here are a few tips for finding the right uniforms for your startup retail business:

Talk to your employees. Get their input on what they would like to wear. They’ll be the ones wearing the uniforms, so it’s important that they feel comfortable and confident in them.
Shop around. Compare prices from different vendors before you make a decision. You may be able to find a better deal if you shop online and/or look for discounts.
Choose a reputable vendor. Make sure the vendor you choose has a good reputation for quality and customer service. After all, as your business grows, you’ll need a reliable source for future uniforms.

With a little planning, you can find the perfect employee uniforms for your startup retail business. Your uniforms will help to create a professional and polished image for your brand, and they’ll make your employees feel confident and comfortable. Now, to ensure you’re making the right decision, here are some additional tips for selecting employee uniforms for a startup retail business:

Choose colors that complement your store’s branding. If your store has a specific color scheme, choose uniforms that match or coordinate with those colors. This will help to create a cohesive look for your employees and your store.
Consider the climate where your store is located. If you’re located in a warm climate, you’ll need to choose uniforms that are lightweight and breathable. If you’re located in a cold climate, you’ll need to choose uniforms that are warm and comfortable.
Make sure the uniforms are comfortable and durable. This is definitely worth repeating. Your employees will be spending a lot of time in their uniforms, so it’s important that they’re comfortable and durable. Choose uniforms that are made from high-quality materials that will withstand wear and tear.
Consider the needs of your employees. Some employees may have special needs, such as uniforms that are loose-fitting or that accommodate disabilities. Make sure to consider the needs of your employees when choosing uniforms.

By following these tips and using your own judgment and getting input from others, you can select employee uniforms that will help to create a professional and polished image for your startup retail business. Your uniforms will make your employees feel confident and comfortable, and they’ll help to promote your brand.

Interested in learning more about business? Then just visit Waters Business Consulting Group to learn more about us and the services we offer.

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How to Deal with Employee Ghosting

July 15, 2018 No Comments

Employee ghosting is a scary situation. It’s spooky because it’s so awkward and strange. If you haven’t heard about employee ghosting, you’re certainly not alone. Although, it’s a trend which appears like it’s on the rise. Basically, this is a workplace phenomenon born from personal relationships in this day and age or IRL. (That’s In Real Life — BTW or By the Way.) And, it’s possible you might just face this particular scenario. So, it’s best to err on the side of caution and take proactive measures to limit the fallout. Employee Ghosting Explained Before we get to how to deal with it, let’s first explain employee ghosting. It’s simply when an established team member, a new employee, or a fresh hire doesn’t show up, without notice or any forewarning. It’s actually a practice that’s been present in the dating world for quite some time. One person simply up and disappears, without any indication. Poof. All communications are cut off, all of a sudden. In fields ranging from food service to finance, recruiters and hiring managers say a tightening job market and a sustained labor shortage have contributed to a surge in professionals abruptly cutting off contact and turning silent–the type of behavior more often associated with online dating than office life. —Inc.com This has found its way into the professional workplace. And, it raises a number of concerns. Of course, the first is being a person short. Then, there’s the matter of reconciling or trying to make sense of a nonsensical move. Moreover, it makes your team members wonder just what the ghost knows they don’t yet know themselves. In other words, just what reason could cause a person to up and disappear? How to Deal with Employee Ghosting Now, let’s get to dealing with employee ghosting. After all, if it does happen, you certainly don’t want to be caught totally off guard. Here are some helpful suggestions for how to deal with employee ghosting: Create a backup plan. At some point, you’re going to deal with a sudden change that comes out of nowhere. So, it’s best to have a plan in-place. Get with one or more team members and create a backup plan that’s reasonable and actionable so it can be implemented, if necessary. Be prepared to reward. Of course, if someone doesn’t show up, someone else will have to shoulder the load. Which means they’ll have to work more. Make it worthwhile by rewarding them appropriately. A gift card, an extra paid day off, or a bigger bonus. Create a high trust culture. When employees call in sick or they are late, handle this professionally and according to your policy with consistency, but don’t make a mountain out of a mole hill. The same is true with employee mistakes. Be careful to react negatively or to belittle an employee who has made an honest mistake because these negative acts cause employees to not disclose the truth and hide their mistakes … even not showing up for work for fear of retribution. A safe and healthy work environment with open communication helps to foster high trust in the work place. Formulate a way forward. You can’t just rely on a temporary stop-gap solution because it isn’t tenable. You’ll need to formulate a plan for how to transition and proceed in a way that isn’t too interruptive. Stay calm and breathe deep. It’s an unfortunate situation and an uncomfortable one, just like when you have to tell your employees you’ve fired someone. But, you can make it past the setback. Start by remaining calm. Take a deep breath and handle it coolly. Have you experienced this strange trend? How do you deal with it? Or, what other suggestions do you have? Please share your thoughts by commenting! Interested in learning more about business? Then just visit Waters Business Consulting Group.

What a Disgruntled Ex-Employee Who Cost a Company $678,000 Can Teach All Business Owners

June 26, 2024 No Comments

What a Disgruntled Ex-Employee Who Cost a Company $678,000 Can Teach All Business Owners In early June, Kandula Nagaraju, a 39-year-old former National Computer Systems employee from India, received a two-year, eight-month prison sentence for unauthorized access and deletion of 180 test servers at his previous workplace. Despite being terminated in October 2022 due to performance issues, Nagaraju retained access to company systems. He used this access to develop and execute scripts that deleted the servers. This action cost NCS approximately $678,000 to rectify. Fortunately, his nefarious deeds did not compromise sensitive data as the servers were isolated and used for app testing. But, the company still suffered an enormous financial loss. Plus, things could have been a lot worse. This single case serves as a critical reminder: ex-employees can still be a liability, and if they maintain their insider access, they can exploit said access to inflict extensive damage. Not only monetarily, but on a much wider and more consequential scale. So harmful, that it could bring a company down and ruin its reputation to the point of no return. Why Businesses Should Always Delete the Credentials of Former Team Members Sadly, Nagaraju is just one example of many. Several companies have suffered immensely – but unnecessarily – simply because those organizations did not take the proper steps to protect themselves. Instead, they were complacent or too late to act and the results were disastrous. Because of these instances, businesses should always remove ex-employee credentials to keep their corporate data and work product secure for several reasons: Data security. Ex-employees may still have access to sensitive company information, such as customer data, trade secrets, or financial information. Removing their access ensures that this data remains secure and is not accessed or misused by unauthorized individuals. Prevent unauthorized access. Even if an ex-employee has left the company – even on good terms – there is always a risk that they could use their access to the company’s systems to make changes or access data without approval. Removing their credentials prevents this from happening. Compliance. Many industries have regulations that require companies to protect sensitive data. By removing ex-employee credentials, companies can ensure they are meeting these compliance requirements. Insider threats. Ex-employees may be disgruntled or may have left the company under less-than-ideal circumstances. They could potentially use their access to company systems to sabotage the company or steal data. Removing their credentials helps to mitigate this risk. Avoid confusion. If an ex-employee’s credentials are not removed, it can lead to confusion about who has access to what. This can make it more difficult to manage access to systems and data. And last but not least, data breach prevention. If an ex-employee’s credentials are compromised, it could lead to a data breach. Removing their credentials helps to prevent this. By deleting their access, companies have less risk of sensitive information getting out into the public domain. Because once that data is out, it’s up for grabs for anyone to capture it. So, businesses of all sizes should have a process in place to address such security issues. When an employee leaves the company voluntarily or a team member is terminated, that person’s credentialed access should immediately be removed. Additionally, steps must be taken to fill that new void to ensure workflow continues virtually uninterrupted in order to meet benchmarks and deadlines. Moreover, to keep proprietary data safe. Want to Accomplish More? Do you want your company to grow faster and earn more while you spend more time with your family doing all the things you started your business to do? We can make that dream a reality. Give us 30 minutes and we will show you how to get your life back. Skeptical? Good! Put us to the test. You can call us for your free appointment at (602) 541-1760, or, if you prefer,

How to Support an Employee Going through a Crisis

May 1, 2021 No Comments

One employee’s personal crisis can become a big problem for your business in an instant. That’s unfortunate and even inconvenient but it can easily become a reality. (Especially during a time of disruption, caused by a global pandemic and subsequent shutdowns and re-openings.) When employees return to work — or continue to work through such turbulent times — crisis can manifest in various ways. When it affects an employee, it can likewise have a substantial impact on your business. Crisis Comes in Many Forms We’ve all heard the statistics and figures about the toll the lock-downs have taken. Drug use and overdoses are at historic highs. Depression runs rampant. Job losses are also a huge problem and with those losses, undue financial pressure. Then, there’s just the matter of separation of family members and close friends from one another. We all have life events that distract us from work from time to time — an ailing family member, a divorce, the death of a friend. You can’t expect someone to be at their best at such times. But as a manager what can you expect? How can you support the person to take care of themselves emotionally while also making sure they are doing their work (or as much of it as they are able to)? —Harvard Business Review The divorce rate is also expected to spike when all the data is calculated. Plus, births have actually fallen — not risen — as formerly expected. The point is crisis comes in many forms and can emerge in any one (or more) of your employees’ lives. When this happens, it can have a profound effect on your business. Ways Businesses can Deal with an Employee in a Crisis Situation Fortunately, there are ways businesses can deal with an employee in a crisis situation. Nearly regardless of the circumstances, you can help your team member get through and stay a productive part of your company. Here are some of the most effective strategies to help employees cope with personal crisis: Encouragement. Okay, let’s begin with an obvious need — being supportive. Offering your support and encouragement can do a lot — a whole lot — for someone experiencing uncertainty and anxiety. A few kind, supportive words occasionally can have a really big impact on his or her attitude, work quality/quantity, and more positives. Incentives. Another way to help an employee in a crisis is to reward them with incentives. Just a small reward can help lift up a person’s spirits in profound ways. If you can find the right rewards, they will indeed big a real return on investment. Flexibility. Of course, offering him or her the flexibility they need will also do a lot for their mental and emotional health. By letting them customize their schedule and offering a combination of work-from-home and on-site, you can help them get through a very tough time. Contingencies. An employee experiencing a personal crisis might not be able to maintain a routine schedule. If you are confident this will only last for a short amount of time, you can have someone else step in and take some of their workload. Referrals. Unfortunately, not every situation will come to a positive end. Some crises are just too much and result in having to let an employee go or accept a resignation. If this happens, you can always offer a referral to help him or her to help them secure a new position. What other suggestions do you have? Please take a few minutes to share your own thoughts and feelings so that others can benefit from your experiences and perspective! Interested in learning more about business? Then just visit Waters Business Consulting Group.