Six steps to getting employee buy-in on store changes

Introducing new methods and tech to improve overall business strategy or boost specific metrics makes sense in modern retail business. Unfortunately, growth through transformation often runs into opposition when the time comes to implement these changes. You need strong employee buy-in and enthusiastic response to learning and implementing everything new.

Resistance comes in many forms and stems from a multitude of challenges. These include fear of the unknown, discomfort with new technology, concerns about a heavier workload, and general lack of job satisfaction that leads to complacency. 

You need a game plan to get everyone on board, so the business transformation works. These six steps to getting employees to buy-in to store changes will improve company outcomes for everyone involved.

1. Help employees understand the need for change

Taking an employee-centric approach always helps when it comes to making changes to your business model or day-to-day function. They are more likely to buy into the new initiative when they understand the reasons for your decisions. This involves explaining specific challenges the company currently faces and how the new technology or creative ideas will improve things.

It’s human nature to resist change when the status quo is much more comfortable. Employees get used to doing specific tasks every day and may think they are good enough, especially if the retail store is getting a lot of customers and making sales. Team buy-in largely depends on promoting changes that will benefit them instead of the brand at large. Things like reduced responsibilities, increased efficiency, or single-platform customer management all demonstrate this clearly.

2. Communicate the benefits of business ideas effectively

While sharing data and case studies can demonstrate the potential for positive impact, many employees will either not understand these things or consider them outside their realm of responsibility. In the case of things like a new customer relationship management (CRM) software, it is much easier to actually show how things will get better. 

As mentioned above, employee engagement relies heavily on personal impact. Quantify things like how much time they can save and how much easier their duties will become. Use charts, graphs, and even videos to get the point across in a more accessible way. Effective communication often requires some degree of entertainment. These creative ideas can lead to more successful outcomes. Take the time to develop presentations that speak to team members’ pain points as well as the overall goal of business success.

3. Get your team involved with the business strategy

People who feel like they have a personal stake in the changes their employer makes are more likely to accept them. You should not only discuss the overall goals with employees and point out personal benefits, but also have feedback sessions and open up lines of communication during the whole process. Invite team members to brainstorm and contribute insights into how new technology can help them achieve their goals. This is especially important across different teams including marketing departments, customer service agents, sales associates, and more.

Team leaders can facilitate more effective communication to figure out the most comfortable strategies and highlight elements of the change that will help them do their jobs more easily. Retail brand owners should tap into the expertise and frontline perspectives of all employees. Also, it makes sense to work with existing team dynamics to sign switchover tasks to the people who are most likely to influence others in a positive way. All these things foster a supportive environment, which leads to increased job satisfaction and willingness to accept change.

4. Provide enough training and support

Some of the resistance to buy-in to new systems or apps comes from fear of not being able to keep up or understand how to use them. Business leaders who are more technologically inclined may not understand that some employees don’t have personal experience with these types of things. You must design a comprehensive training program that covers technical aspects and practical applications. It isn’t enough to share a document about its features or benefits. Actually show people how to use it for the tasks they are responsible for completing.

Reaching all necessary goals with employees will take multiple types of training and support. Before introducing the tech, acquire or design in-person and online tutorials, hands-on demonstration and workshops, and create the opportunity for one-on-one guidance sessions if needed. Above all else, make sure your employees know that they can speak up if they are struggling with something.

A large part of increasing buy-in from the start involves offering everyone the opportunity to get whatever they need to make the process easier. Assign trustworthy leaders in the different departments as the go-to person for questions or concerns. Schedule regular check-ins and feedback sessions when workers can bring up their grievances or get additional help.

5. Show appreciation for team members

Many retail brands offer incentives for employees based on sales numbers, customer retention, or buyer satisfaction. Come up with a way to show appreciation for team members who use the new technology systems effectively. Recognize and celebrate efforts and contributions in those all-important feedback discussions and workshops. 

Something as simple as verbal praise can help raise the acceptance levels. Just as you serve customers with increased personalization and care, make the same efforts for your employees as well. Some options include the traditional employee of the month awards, recognition for training or assisting others, and rewards for asking the most helpful questions or raising concerns that ultimately lead to a better solution.

6. Maintain momentum to reach company goals

The first five steps are essential for improving employee buy-in for new technology or software. This last one is just as important if you want to foster an environment of inclusivity, appreciation, and growth. Do not stop asking questions, soliciting feedback, training, or rewarding positive action after the new system is fully in place. There will always be something new to explore around the corner when it comes to succeeding in the retail industry.

The right communication plan and a focus on collaborative processes can improve employee buy-in for introducing software like Clientbook. Adopting new technology in the store can cause concern and hesitation. However, when you choose a high-quality, ultra efficient platform like this, it will be much easier to increase employee engagement for more successful outcomes overall.