Primark’s Post

Fire The CEO! For the second successive year MullenLowe employees will be given a chance to fire questions at the CEO on any matter of interest, concern, happiness or frustration. It's an open forum done in a spirit of staff inclusion and engagement. A Shy Box is also placed for the shy Mullenlowites to post their questions. Staff participation such as these helps the senior management team to understand employees and respond to them better. This transparency enables us to give our clients and brands the best attention they deserve through motivated teams. It’s a way of making the work experience wholly fulfilling. MullenLowe - we are always trying hard to be better at what we do.

Wrapping up the week with some exciting news! We're proud to welcome another fantastic brand joining us on our journey to uncover high-performance behaviours across consumer facing teams. 🌟 We are thrilled to welcome Primark!! 🌟 Adam Streeter, Primark's Head of Leadership & Culture said, "We’re excited to be partnering with KultraLab on this research project. We’re looking forward to gaining a deeper understanding of high-performance behaviours across the retail industry and how we can use this insight to support and develop our people. As we start introducing our new values across Primark, we are also eager to see how we can align these with identified high-performance behaviours from this research to continue to foster environments across Primark which both put people first and are high performing." We're super excited to be collaborating with the Primark team, and appreciate their valuable contributions to this initiative alongside our other partners: Pret A Manger, Levi Strauss & Co. and AllSaints. Stay tuned for more partner announcements... #highperformancebehaviours #thesecretdnaofhighperformanceteams #AIcoaching

“My youngest [child] had asked if I would become the CEO of Greggs when Roger left, and I said no. My kids all looked at me completely horrified. My daughter said to me: ‘Mum, you’ve always said that when a door opens, you’ve got to be brave and take the opportunity!’ When the role came up, their words were ringing in my ears." I love this quote from the recent article about Greggs and their CEO Roisin Currie. 😊 After 19 years with Asda in senior HR roles, Currie joined Greggs as Group People Director in 2010. Roger Whiteside, the then CEO handed her an expanded role in 2017, giving her responsibility for the chain’s outlets. She added property to her remit in 2021 and was appointed CEO in 2022. I love to see progression like this. It's a high-profile role and it would have been very attractive to external candidates. The chairman responsible for her appointment said “She’s a team player with little regard for ego and played a great role promoting those values at Greggs." Last year pre-tax profits came in at £188.3 million on sales of £1.8 billion. A long-standing bonus scheme means workers with more than six months’ service share 10 per cent of those profits. 😊 Curious if there are other HR professionals turned CEO's like Roisin. Share your thoughts! #successionplanning #HR #leadership The story of Greggs’ success and what’s coming next, by the boss. https://lnkd.in/eZH7Q75F

Tuesdays are for Talent Development. I am amongst many others who have grown with TJX Canada. And, I can assure you that even after 21 years, I continue to aspire to move forward in my career. It is clear that we take internal growth seriously, infact talent development is part of our daily talk. I think the biggest misconception about talent development or growth is that it should come with a title change. If it is not a promotion, often it is not taken as growth nor development. One of my favorite author is Robin Sharma. His book, "The leader who had no title", is the perfect read on this subject. He reminds us that the title is temporary, but continuous growth, development and being your best self are more important than a title. Well, today, we spend the whole day with these leaders of my team. It was about showing up better every day, challenging each other while showing support and create an empowering culture. This is our culture, This is our lives TJX Canada – Winners, Marshalls, HomeSense #talentdevelopment #talenttuesday #discoverdifferent

On the Monday 21st August we rolled out Mo, our brand-new employee reward and recognition platform, launched as part of an initiative to help everyone feel more connected, and to support the development of positive team habits. As a team, Lily Shippen love celebrating success! It is important to us that we recognise results and appreciate each other, and we feel that Mo is a way that we can do this. The most exciting part of this is its relevance to each LS individual, and what they will be able to do with their rewards (rewards are an amount of credit/spend)! Our team will now be able to utilise that credit to best suit them and their personal lifestyle choices, by choosing a retailer to spend it with. This includes the likes of:  Airbnb  Apple  Nike  Starbucks  Amazon  Virgin Tesco Sainsbury's We believe that by investing into our culture we can ensure that our team feel valued in a way that serves them as an individual. #employeeretention #employeerelations #employeehealth #rewardsandrecognition #peopleandculture #team #teamappreciation

The Importance Of Consistent Company Culture! Last night I bumped into a previous colleague of mine who is now working at my local Lowe's store. We both met while working for a large retail store here in the Bay Area. After doing some catching up, I asked her why, after so many years of service for the bullseye, did she decide to leave. Her response was priceless. "I left because the management lost touch with store culture." She no longer felt that employees such as herself had a voice, community, or family within the store. Her 20 years of experience and passion for working along side her colleagues no longer felt mattered to the new inexperience management that came in. "All they wanted to do was create change because they had the power to do so, but never took the opportunity provide purposeful internal initiatives or to get to know the team members that would help them execute any visions." In moving to her current job, she said that, Lowe's Companies, Inc. has done an amazing job empowering store management to create their own store culture that aligns with corporate but also with the people that work on the ground. The ones that greet and assist their customers matter the most. I applauded her for her boldness to leave a place that she felt wasn't going to be looking out for her best interest. It didn't matter how old she was, her gender, her race, or her experience, she knew what was important to her as someone on the workforce. Thank you fellow team member for making Company/Store culture a priority. It proves that the workforce, no matter what level, has a voice and can make their own decisions as well. In retail, team members put customers first and this means that store management should put employees first. #companyculture #retailmanagement #retail #culture #employeeengagement

Retail Today / Retail Renaissance: Today Macy’s new CEO Tony Spring comes into his new office. This Macy’s veteran of almost 40 years has been placed with the responsibility of turning around this iconic American Brand. Competition is only getting tougher, #discounters, #offprice , #specialty and #fastfashion. Where does he begin? He’s a “merchant at heart”, that’s a great start. However this challenge is going to test his operational capabilities. Macys current strategy, build new smaller Macy’s in the suburbs, grow their off-price brand #backstage and beauty concept #bluemercury, then slowly look for opportunities under the #bloomingdale label. So where’s the opportunity, stop the bleeding, invest in your Department Stores, challenge your Buying Team to provide exciting product, increase training/staffing at store level and inspire your team by raising expectations. #investinpeople #training #coaching #inspiration #expectations Strike hard and fast, roll the dice and create a partner in Fast-Fashion, don’t leave #GenZ hanging. Most importantly put a little “Herald Square” in every store. Everyone is watching your every move from #customers #associates #vendors and #wallstreet ! Huge Fan Tony! Congratulations and have a fantastic run. #retail #macys #departmentstores #retailindustry #retailstrategy #retailtrends #shoppingexperience #stores #brandexperience #TopRetailExperts

Last year, I had the awesome opportunity to learn all about Chip Bergh's journey firsthand while going through the Harvard Business School Online Organizational Leadership program. He talked in-depth and honestly about the good, bad and ugly of executing on a complete turnaround — and two important lessons still stick out to me. First, going on a Listening Tour is the most powerful thing you can do as a leader. Chip said he asked the same questions to 60+ people and harvested the answers/themes. 1) What are the top three things you think I should do? 2) What three things do you think we should stop doing?  3) What's one thing you hope I do? 4) What's one thing you're afraid I'm going to do? 5) What advice do you have for me? Second, being a storyteller is crucial. Everyone bought into the notion of a "20 Mile March" toward growing top and bottom line, which brought much-needed discipline and belief to the culture. In turn, he transformed the company into a direct-to-consumer powerhouse that is no longer solely reliant on its wholesale partners. Cheers, Chip, for leaving something far better than you found it.

Want to increase sales or employee base by 800%? Shawmut did just that using our full 4 element ecosystem all while still building a corporate culture that develops, supports, and energizes it's people. In an industry historically plagued by rough-and-tumble practices, late delivery, and cost overruns, Shawmut's results are truly transformational: The Results: Sales and employee base has grown by 800% Company valuation of $1.3 BILLION Consistently awarded "Best Place To Work" accolades #results #leadershipgoals #performanceimprovement #ceoadvice