Have proper management; hire managers that aren't going to play favourites, managers that don't take work issues personally, and managers that don't harass their workers.
Fix the wage gaps. They make no sense.
Fix your support. Just like the customer isn't always right, your managers and the way they treat employees isn't always right. HR defends management too much.
Answered - Customer Service Representative (Former Employee) - Mississauga, ON
When an employee goes to HR with valid concerns about a GM/manager, stop defending the GM/manager. Especially if you notice the store has had half its employees quit in less than a year because of the manager, and this manager ready has multiple complaints against him. It's not always right to protect the highest asset, especially when the part-times and full-times actually put in work.
Also, stop paying males more than females. All of the men that were hired after me made at least 0.50-0.75 more than I did, which isn't including their raises after their 6 months and year. I had to train every new employee, senior, and supervisor for my department (and more) and only got a paid $14.25 for over 2 years... but a new male hire starts at $14.75... unfair.
More staff and lose the goofy blue shirts. Sales staff should look professional, not like they are at Walmart
Answered - Sales Associate (Former Employee) - Medicine Hat, AB
Naming the managers as leaders won't turn them in leaders. Look for the traits & competencies. Use exit surveys and 360 reviews and empower the employees. Policies and procedures look good on paper, make sure that they are adhered to and followed.
Answered - Connected Solutions Specialist (Former Employee) - Regina, SK
Either pay sales people more, or come up with incentive pay. If not commission - then bonus.
Answered - Sales Specialist (Current Employee) - Calgary, AB