Lisa Huerth, PMP’s Post

Early in my career I was 21 and somehow trusted with a brand new shiny store of my own. I had 10 days to staff a new store opening. I staffed the HELL out of that store. Then we opened. I had a sinkhole from poorly poured concrete directly in front of the only toilet. Think like the snake pit in Indiana Jones, but like right in front of the toilet. I found out through another employee that two of my employees had been stealing shoes every night in the trash they took out. Our windows leaked, our shipment was 3 days delayed and showed up right before we opened for a fun 24 hour day of work. I was friends with everyone and that backfired ENTIRELY (I'm not the boss I'm the COOOOOOL boss!). Made horrendous schedules that put the absolute wrong people together for sales success. Had no idea how to manage (or really even read) a budget, P&L etc. (that English degree was not high on the "how to run a P&L skillset") I mostly went home crying every night and thought every day that I would never hack it in leadership. I eventually figured it out thanks to incredible leaders and learning how to hire an awesome team (Steve Madden Crew I know some of you are still out there) I got there. It wasn't pretty and it was a gradual process but we became one of the top stores and CRUSHED our plan that first year, but also I barely survived. I was a complete failure in those first two months and I almost quit and made everyone happy who didn't understand why I loved retail so much. I just want to put this out there because I was watching something on Failure Friday with the amazing Reshma Saujani, and realizing we should all share our failures more. Think about it and then share your failures. No one gets to success without a LOT of failure (I could maybe caveat that with: unless you are wildly independently wealthy or somehow avoid all things that involve risk). #failurefriday

This morning I grabbed a coffee at what might be one of my new favorite spots. 22 year old “Summer Moon Coffee” out of Texas. Laidback, comfortable vibe. There were tons of people there. Felt like old school Starbucks. People working remotely, business coffee meetings, people catching up on life. There was a buzz. It wasn’t the commodity focused, assembly-line process that other chain shops have become and I loved it. My coffee was with Dustin Tenney, who along with his partner, Daniel Holloway, have played a major role in Greenville’s tremendous growth the last 5 years or so as a highly successful commercial retail brokerage Dustin, Daniel, and I first met for coffee at a Starbucks in 2019. We all were about 2 years into our businesses, I heard their stories and uniquely had all three come from non-traditional sales backgrounds. Those guys from Teaching and myself from ministry. Today, as we caught up, I asked what he attributed to their tremendous growth…relationships. Dustin shared that they love getting face-to-face with people. “There’s no magic trick…it’s just do what you say you’re going to do and get in front of people” I love it. There’s a place for quick, easy, transactional; but for businesses that require a level of trust, there’s no replacement for genuine relationships and time. #dothingsdifferently #happyfriday Ps. If you’re looking for a team of dominant retail brokers in the Upstate of SC, these are your guys.

The retail job market is evolving, with some companies cutting jobs while others are in high demand. Walmart is leading the way by increasing compensation for their superstore managers, offering larger bonuses and stock awards, potentially totaling over $400,000 annually for top performers. Store managers oversee sizable teams and revenue streams, often advancing without college degrees. With the added responsibility of managing e-commerce orders, the role has become more complex. Walmart is addressing concerns about turnover by recruiting and training college graduates for managerial roles and increasing pay and bonus incentives. The new compensation structure includes automatic stock grants, with supercenter managers receiving higher grants compared to those at smaller-format stores.

So your store manager will yell at an employee in front of customers for accidentally cussing, but then turn around and do nothing about several other employees profane language even when asked to stop because of children's ears being present. Good job walmart. You guys are really setting an example of favoritism and how to not run a store. If you look at the turnover rate inside that one department it is astronomically high. It couldn't possibly be the employees that have allegations of harrassment, stalking, discrimination, or defamation of character nooooo. Those are model employees. Those specific employees can do no wrong. Can work as many hours as they want when nobody else can. Show up and clock in whenever they want even though they are associates and not managers. Those associates discriminate, harrass and bully anyone that doesn't worship them. When you try and reach out to upper management about it you just keep getting redirected. Nobody wants to do anything. Every single one of them is complacent in their jobs.

Walmart is allowing its store managers to earn up to $500k a year. A single Walmart store makes about ~$100 million in revenue and employes 400+ people. Each location is basically a successful Series B company. But the company has been facing a pretty significant issue: high turnover. 21% of store managers leave the role in less than 2 years - which was very bad for business. So Walmart came up with a genius plan: Pay them more. And now a Walmart store manager can earn: - $128k in base salary on average - $20k a year in stocks - Up to $320k (or 200% of salary) in bonuses based on the store's profit. Replacing a great employee will cost you much more than keeping them. Just pay people what they deserve. ___ Interested in career growth & entrepreneurship? Then you'll love my (non-weekly) newsletter: https://lnkd.in/eaR3rFHD

Employee is an asset, which is not only valuable but also creates value for a company. It’s important to retain employees as valued.

While the world sleeps, our team comes in with a "Good Morning!" As a 3rd shift overnight stock lead at Walmart, I'm proud to be part of the team that makes sure shelves are fully stocked and the store is zoned and faced by morning. Our work may go unnoticed by many, but we know the importance of our role in keeping the store running smoothly. We're the ones who ensure that products are accurately stocked, faced, and rotated, making it easy for customers to find what they need. It's not just about restocking shelves, though. We're also responsible for: - Maintaining a safe and organized work environment - Collaborating with coworkers to meet tight deadlines - Problem-solving and adapting to unexpected challenges - Finishing any leftover work from previous shifts Our team's dedication and hard work are what make the shopping experience seamless for our customers. So next time you walk into a well-stocked Walmart store, remember the unsung heroes who worked through the night to make it happen! #Walmart #OvernightStocking #Retail #TeamWork #UnsungHeroes -- Questions for your future huddles 1. What drives you to go the extra mile in your work, even when no one is watching? 2. How do you stay motivated during challenging times or when faced with repetitive tasks? 3. What does 'success' mean to you, and how do you embody it in your daily tasks--how does your team define success?

My last official day with Kroger is today, 9/24/24. For all things Kroger Innovation, please reach out to Natalie Taake at natalie.taake@kroger.com. I give this resignation with an overwhelming appreciation for the opportunity. It is now my time to move on, explore the world, build my personal IP, and take a chance on myself! I am keeping open communication between Kroger Enterprise, and the Our Brands team, as I start this journey into the supplier product development category of retail, knowing I have full support from my current team/leadership. I truly appreciate everything and am looking forward to crossing paths often in the future. I really am overwhelmed by all the positive feedback I have received from this. My decision was not easy and took a lot of time and patience to come to fruition. Working with each of you, in whatever capacity, has been one of the true highlights of my career. I have learned so much about the retail business and how I can be impactful in it. Being impactful has always been my goal in anything I decide to do. Whatever it takes. However, I can…. That’s what drives me. At the end of the day, it should be what drives us all. How can you make what you do for a living something you love…. Something you breathe….. something that truly fulfills you. This move really has nothing to do with Kroger….. it has everything to do with me, my situation, my goals, my personal growth, my household, Leigh (my lady friend), my family, and all the cultures I want to surround myself with around the world…. This is how I grow, how I build my IP, and how I can truly fulfill my inner self. To my coworkers and future collaborations…. Let’s continue to build something amazing together. Starting in October, I extend a culinary consulting hand to all food & beverage focused businesses to help product develop on whatever scale you see fit, LARGE & small, leveraging my network and resources to all of you who can’t get enough of Mike! I’d love to work with you and your suppliers. I personally feel that we can streamline processes with help from PD/R&D/Culinary teams on both the supplier side and the retail/foodservice end. I would love to help you with these processes so your voice can be in the room while a supplier is developing your product. If we can truly help cut out the back and forth of adjusting gold standards, streamline product development, add creativity to the conversation, all while keeping the customer top of mind? …. We will be quicker to market, keep a culinary driven perspective, and be able to create memorable items for all our customers.    I’m your guy! Hit me up! Share this! Let’s go!   Thanks in advance! Email: mike@floreacc.com

One key tip for getting promoted at Costco: build strong relationships within the company. - 🤝 Network with colleagues and leaders. - 🌱 Seek opportunities to learn and grow. - 🏆 Show willingness to take on new challenges. #CareerGrowth #Networking #PromotionTips - 📈 Building relationships helps you stay informed about new opportunities. - 💡 Learning from others can inspire new ideas and perspectives. - 🔄 Taking on new challenges demonstrates your commitment and adaptability. - 🧩 Networking provides support and mentorship. - 🚀 Being proactive in your development leads to quicker advancement. A Costco manager who has been with the company for over 20 years shares his No. 1 tip for getting promoted https://lnkd.in/gsjjBWkF

And this is why working with BalancedComp can help you save time and money by tying pay to performance and establishing accurate salary ranges and grades. DM me if you want to have a conversation!