Key Performance Indicators for Retail (KPI)
Written by:
Will Atkinson
Article Overview: Retail store owners have lots to do besides running reports, but identifying and tracking a few key performance indicators can save time and help a retailer stay ahead of his/her business.
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Key Performance Indicators for Retail (KPI)
Let's face it, retailers are busy. So busy in fact, that many don't spend the time required to run reports and analyze their business's performance.
This is a big mistake, but it's not hard to fix. Running reports doesn't have to be a huge time commitment every day, week, or month. It DOES however HAVE TO BE DONE! If you're not running reports and analyzing your business, you're almost certainly wasting time, money, and losing sales.
So, what reports should you be running? The trick is to identify the most relevant parts of your business to your profitability, and the develop a few Key Performance Indicators (KPI) that will give you a clear picture of your business's performance without having to wade through tons of data.
Typical retail KPIs are things like:
-Total Sales
-Sales Per Hour
-Average Sale
-Inventory Turn
-Average Gross Margin
-Customers per day/week
-Items per customer
There are many more, including financial or customer centric indicators that you can use once you have a grasp on the above.
By monitoring these KPIs, and then making changes such as adding new types of stock, new marketing campaigns, or reorganizing your displays, you can compare your KPIs before and after to see if your sales have gone up or down, and why.
This is extremely powerful stuff and you owe it to yourself and your business to set aside a few minutes a day to look at these metrics, it can make a huge difference in your performance and the performance of your store.
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Happy Worker as of Dec 31 2007
- Here's mine... I'm now off to make an offering to the business planning gods for their help in getting to these goals & beyond.
To the combined success of Prophets 2 Profits!
-----------------------------------------
1) Corporate
a) Retail
- Sales reps covering all major markets (1M or more)
- Retail product launch plan
- 1 more retail release (TBD)
b) The Toy Agency
- Systems for:
o Creative process
o Pricing
o Manufacturing
o Logistics
- Marketing agency strategy in place
- 1 new customer every 2nd month (5 new customers); 1 of which will be rev of >= 500K/year
c) Business
- Creative talent pool management strategy & process
- Outsourced and/or weekly bookkeeping
- Monthly budgeting & forecasting
- Better banking organization (Line of Credit, CCs, automate billing for appropriate vendors)
- Team total of 5
- Larger office
d) Web site
- Daily updates
- Start of separation of Blog/TTA/Retail
2) Personal
- Most weekends “off”!
- Entirely separate personal finances; basic personal financing plan
- Family….?
ARTICLE: Performance coaching in the workplace
- To create lasting performance change it is necessary to first understand the positive and negative influence that a person’s personal behaviors has on their execution and what impact these have on their ability to achieve success. Only when we fully understand a person’s behavioral patterns and create positive self-managing coaching strategies can we assist a person to create lasting performance change.
The vast majority of employers believe coaching can deliver significant benefits to both individuals and organizations. The majority of employers plan to increase the use of coaching over the next few years, according to a new survey by the Institute of Personnel and Development. Nearly nine out of ten interviewed companies expect their managers and supervisors to deliver performance coaching as part of their day-to-day work.
In another large industry-wide study it was found that most managers reported that they were confident in their ability to coach. However, the study also showed that the managers’ actual skills levels as coaches were typically poor. As a consequence they were not nearly as effective in their coaching as they believe themselves to be. Often times, they believed that coaching consisted of just providing 1-to-1 instructional feedback to their staff members on what to do in a given situation to perform better.
Many recent studies have shown that technical skills only represent at best 20% of the contribution into our performance. The remaining 80% comes from our ability to choose or make a decision, assertiveness, commitment to grow, ability to concentrate, honesty, optimism, persistence, ability to perform well under stress and so on. These traits are commonly called our soft skills or attitude. Few managers understand just how deeply rooted their own behavior patterns are, let alone how to positively change them in other people.
Performance coaching is frequently confused with other types of coaching, such as Executive coaching and Life coaching. Performance coaching is a form of Directive coaching. Executive coaching and Life coaching are both forms of Non-directive coaching. Directive coaching is usually more suitable for a manager who sometimes acts as a coach.
Performance coaching in the workplace has developed immensely from what it was only 4 years ago. To choose the right coach will make a huge difference. You also better make sure to know what you want. If your coach knows what (s)he is doing – you will get on your way to get it!
[i:38tu5pgr]- Peter J Karlsson[/i:38tu5pgr]
Re: We all embellish, so are we all liars?
- [quote="BuzzAroundBooks":3chumhxz]For instance, what if a customer asks you where a specific sales representative is but you don't know where he/she is? Retail expert Doug Fleener says "Rather than appearing not to know what's going on, it's safer to go with the standard reply: 'Dan's (i.e. sales reps' name) not available right now. My name is... May I help you?'" ("The Profitable Retailer" 216).[/quote:3chumhxz]
Hi Kevin
There have been a couple of businesses in my local area who have done this only to become unstuck when we found out that Dan (or who ever we were after) had not worked there for months and the business (a one man band) was only trying to cover it up to appear larger than it was in reality.
My honest opinion was that the business went through a few employees quitting and they didn't want us to think they were an unstable company.
These maybe the coldest franchises out there:
- Here are the worst 15 performing franchises in regards to having the highest Small Business Administration (SBA) loan failure rates. The list is dotted with sub sandwich shops, fitness centers and car shops.
WORST FRANCHISE LOAN FAILURES Failure %
1 OBEE'S SOUP SALAD SUBS 55.56%
2 LADY OF AMERICA 41.94%
3 COUNTRY CLUTTER (BED & BREAKFAST) 41.18%
4 COPY CLUB 36.36%
5 ALL TUNE AND LUBE 35.71%
6 PICKERMAN'S 35.71%
7 PHILLY CONNECTION 35.59%
8 ROLY POLY ROLLED SANDWICHES 34.78%
9 COTTMAN TRANSMISSION 34.48%
10 HAIR COLOR EXPRESS 33.33%
11 LEE MYLES AUTOMOTIVE TRANSMISSIONS 33.33%
12 GODFATHER'S PIZZA 33.33%
13 SMOOTHIE FACTORY 33.33%
14 BLIMPIE 31.39%
15 GOLF U.S.A. (RETAIL GOLF EQUIP.) 30.77%
Source: Small Business Administration, SBA Loan Performance Within Franchise Code for the Period of FY 2001 - 2005
Success Strategies
- How to get the results you want now?
Success Strategies and Action Steps I have used are:
The Power of Choice
Where you are at this present moment, is exactly perfect from the choices you have made. If you want to be somewhere else, you have to decide clearly what that is (your goal/outcome) and create action steps to achieve this.
The Power of Focus
The book "The Power of Focus" by Jack Canfield, Mark Victor Hansen and Les Hewitt, is one of my treasures in my Entrepreneur Library. If you focus on what you want versus what you do not want, your conscious and sub-conscious mind will direct attention to this. The movie, What the Bleep, Down the Rabbit Hole, explains this in detail about quantum physics and what we create in our lives.
The Power of Commitment
This is not about commitment to others. The first step is the commitment, your word, you make to yourself. Accountability and responsibility are additional success strategies and ingredients to creating the success, defined by you, that you want. The commitment to others reflects your integrity, your word and the team you work with. Co-workers, clients, yoru family, friends and community.
My Success Acronyn in Success Breakthroughs(c) is:
S pecific & self-directed
U nlimited opportunities & possibilities
C reate powerful outcomes
C onsistent measureable results
E xperience pwoerful transformation
S olution and action-oriented
S uccessful habits and outcomes
Break Through to
Powerful LIfestyle & Performance Choices
Moira
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