The past few weeks have been an unprecedented time for brands and retailers. Now that stores are reopening and customers are shopping again, it’s time to put sales talent back into store to drive engagement and increase sales. However, things are different from where you last left them and it requires a new approach to managing your talent that you may not be used to.
In the wake of the recent COVID-19 crisis, many of our clients at AllWork have been faced with the challenge of how to relaunch their in-store field team as a digital, contactless sales force. Almost overnight the world of retail was turned upside down and brands had to pivot their usual face-to-face interactions into online ones.
To say the least, COVID-19 has wreaked havoc on the retail industry over the past few weeks. In fact, more than 47,000 retail stores closing in just the first week because of the virus. While the closures happened quickly, the process of reopening retail will require a slow and methodical approach. With such a massive blow to the industry, retailers, and brands who sell into these retailers, can’t afford anything less than efficiency and effectiveness when it comes to managing their staff.
While hiring efforts may be at a stand-still for most of the beauty industry, we’ve already begun speaking to many of our clients on how to approach restart and reengage the beauty industry once they’re ready to regroup and get back to retail sales.
Professionally, the industry has certainly taken a hit and many brands may be missing key sales talent when stores reopen. In response, we wanted to share with everyone a curated list of communities and resources, both free and paid, that you and your team can use to find top beauty talent.
As COVID-19 continues to impact the retail industry, the AllWork team has been working closely with our brand partners and while most retail locations across the country remain closed, we’ve used this time to take a look back at what we have learned over the past year from working with over 50 beauty brands. We have aggregated some of the best practices that have helped these brands get ahead and succeed at retail by managing their in-store talent efficiently.
These best practices are based on working with teams of thousands of beauty advisors, event staff, and managers. By creating this checklist, we are hoping to share the most impactful strategies and the things that the best-managed programs do differently to help increase retail sales, improve customer engagement and improve the ROI on labor spend.
While the past few years have been clouded by talk of a ‘retail-apocalypse’, the recent temporary closures of many retail locations has brought into focus just how false this narrative has been.
If anything, we can all see now just how important retail is and the human interactions that come along with it. Without these brick-and-mortar experiences, shopping is just a transaction on a screen. Quality one-on-one interactions and experiences at retail have been, and will always be, important. We are reminded of that now more than ever. Now that we don’t have them, it’s amazing how much we miss the human connections that are part of our daily routines with many of those interactions take place in retail stores.
These past few weeks have brought a quick wave of uncertainty for the retail industry as we continue to battle against a growing pandemic. Many brands across the country, and the world, have needed to put their in-store field teams on pause and re-evaluate just about everything in their business. With all of the upheaval going on maybe you are thinking about how to restructure your field team.
Uber is often credited with unleashing the gig economy, but freelance workers have been the front line of the beauty industry at retail for decades. This army of beauty gig workers are the ultimate influencers—in that store, at that moment, for that consumer, they are the face of your brand and they close the sale.
While laws were already in place under the “ABC” test making it virtually impossible for beauty brands and retailers to classify their hourly workers doing sales, merchandising, events, and other retail support functions as 1099 workers, many businesses have done just that for years. However, the California bill, known as AB 5, that went into effect in January has increased awareness across the country for the need to properly categorize workers.
The HUGE growth of the gig economy has created challenges for companies. All of a sudden, they needed to figure out how to manage this new flexible workforce. That’s where AllWork comes in. In the latest UpTech Report, our CEO Glenn Laumeister, discusses the platform we built to help manage a 21st-century workforce. Here are some of his key takeaways from the episode:
Back in 2009, Uber exploded on the scene and created a completely new way for people to work. They launched the Gig Economy and created an entirely new employment model. For the first time, workers could earn income with no commitment to their employer. Uber drivers could wake up in the morning and they alone could decide to turn on the app and go to work and make money or stay at home and watch TV. In the old model, your employer scheduled you for days, weeks, or sometimes even months in advance, and if you wanted to keep your job you stuck to that schedule no matter what. Now, with Uber and other on-demand work apps, the balance of power has shifted, and the workers decide to turn on their app and go to work, or not.