This document discusses ways to reduce employee turnover by providing clarity to potential hires. It describes how one company saw many merchandisers quitting within a few months of being hired due to boredom. The author investigated and found employees were not fully informed about salary expectations or the actual job duties during the hiring process. To address this, the company started providing more detailed information about salaries, requiring job shadowing before hiring, and clearly explaining the work expectations. These changes lowered employee outflow by 30%, increased productivity metrics, and led to more informed choices by potential employees.

1. 1
Saving private Merch
or how to help people make the right choice
Dmitry Leonov
Illustration:DenisNaumenko

2. Hello, my name is
Dmitry Leonov
Фото:WhiteSalesSchool,©2012MaximSadchikov
[dmitri leonov]

3. In 1998 I worked here
russian office

4. I thought the company’s corporate system
could cope with any possible difficulties.

5. Well... except the one we’ve all been familiar with
since childhood. Always close by and able to stop
any undertaking.

6. Boredom was «killing»
merchandisers of my
department
He quit
too early

7. Merchandisers were quitting their jobs
at the most inappropriate times
Studing Training
Generating
profit
Stagnation
Position
level-up

8. I looked at other departments,
hoping to find a solution
and emulate their strategies

9. But the problem was everywhere

10. *and I was assigned as PM of that project
So the company
decided to start
a new HR-project*
to solve the issue
SAVING
private Merch

11. If the job interview
was interesting
But after 3-4 month the job
became boring

12. It means that we gave wrong
or incomplete information
at the interview

13. HIRING PROCESS
Therefore I paid attention to the
and first working days

14. There were set by the commissioners
who had the right decisions, however...

15. The company's policy was to not
to job offers to merchandisers

16. So, if the company's candidate signed
the contract, the salary didn't always
meet their expectations
VS.

17. I couldn’t change the main
company policies, but I did
realize what might help —

18. CLARITY

19. We began to explain
the salary structure
to candidates in detail
1

20. By clarifying salary expectations
we aimed to avoid the possibility
of disappointment in the future

21. On a field trip with newcomers
I discovered lots of interesting...

22. After the interview with the commission they represented
the PM as marketing company, where they would
work with brands.

23. However the actual role was working as merchandisers
or making showcases. For example, wiping the glass stands.
These failed to meet the expectations of some employees.

24. – what was needed by the people
CLARITY

25. One eye-witness is better
than ten hearsays
«
— Folk wisdom
»

26. We have introduced
compulsory "Field trip"
before signing the contract
2

27. And after such field
trips, applicants
understand whether
they like the job or not
Are you sure
this is a right car
for the trip?

28. Since it was their choice to stay, applicants
have ceased to quit in the most important
phase of "maturity" their development
as an employee
Learning Training Working and Making Profits

29. Unfortunately
we couldn’t
SAVEeveryone

30. However with the New Employees we achieved
Lowered the outflow of employees by 30%1
Raised distribution by 97%2
during the first month
Distribution of New Brands by more than 40%3

31. We have achieved all this simply
by clarifying the job details
with new employees
Exact Work
Expectations
Salary
Expectations &

32. Help people make the right choices!
Provide them with absolute clarity.
Presentation by: burba.pro