Managing C-Store Change & Accountability

Managing C-Store Change & Accountability involves people skills, experience and objective data. Managers achieve the best results when the apply the right tools to the right problems. As such, the best supervisors balance the needs of the staff, customers and the owners. They understand the situation with objective analysis. That means, they recognize great work and use mistakes to coach and correct.

To avoid the fear of making a mistake, coaching emphasizes learning. In addition, it is much easier to keep learning on track by using the factual analysis from good data to avoid subjective or judgmental reviews. Of course, a spirit of helping and the acceptance is needed. It means that learning often requires doing some things wrong initially. Good managers are able to smooth over the inevitable mistakes and the fear to try new things. Accountability and change can be an interesting, rewarding and even fun. When done correctly, it is a great way to build morale, improve customer service and make team work stronger.

The results of managing c-store change & accountability are significant. The results include improved staff retention, higher sales, loyal customers and loss prevention. Of course, using change and accountability saves time from wasteful or unproductive work.

What I Learned as a Child Makes a Culture of Accountability Easy

C-Store Operations Best Practices | Focus - Accountability Principles | Managing C-Store Change & Accountability

January 28, 2014 —

What I learned as a child makes a culture of accountability easy. My family taught me everything I needed to know to create a culture of accountability. Growing up, a set of values and rules governed our lives. These tenets fit well into the six items that exists within a culture of accountability. Vision / …