One of my biggest challenges at Vital has been staff turnover. Our stores are based in central London and in our industry there are plenty of jobs so people can leave one job and immediately find another. Over the last few months we have dramatically reduced our turnover. Here are some of the ways in which we have done this
- Introduced a training function, a career path and monthly succession planning.
- Increased our hourly pay to make us competitive within the marketplace
- Conducted a staff survey and acted upon the results
- Ensured that all staff work the hours that they need to in order to pay the bills
- Hold a monthly employee listening group
- Introduced a staff newsletter
This is not a complete list but give you a flavour of the work which we have been doing. Our eventual aim is to become an employer of choice in the way that companies like Pret are. This is a lofty ambition but one worth striving for.
random outpourings 
Reward and recognition is one of the key motivators, as you know, Paolo!
However, the number one factor in team member dissatisfaction is ‘immeasurment’ – a term well featured in Patrick Lencioni’s book, “Three signs of a Miserable Job”.
Are you guys running a mystery shop or customer feedback program, ala Pret? You know how successful the program is and with the advent of new technology, there’s even more ways to get accurate measurement from customers.
Would love to help you out and although I’m stateside at the moment, I’m always happy to have a chat.
Best wishes for the continued success of the business, Paolo..…and roll on summer!
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