Reports are that Toys R Us has secured $3.1 billion in financing to get them through the holiday season. Thanksgiving is only nine weeks away. I have a plan for the first million dollars they should spend that will change the culture in their stores immediately and just in time for the critical holiday season. It will take about seven weeks to fully implement. Have David Brandon call me ASAP.
There are 866 Toys R Us and Babies R Us locations in the United States. I would fly the 866 store managers in to headquarters for a full day of training. That training would include a morning segment and an afternoon segment.
The morning segment would be all about toys and play value including:
- The Importance of Play Value on Child Development
- The Elements of a Great Toy
- The Different Ways Children Play
- Smart Toy Shopping
The afternoon segment would be all about hiring and training a staff plus how to raise the bar of customer service and would include:
- Determining the Character Traits for the different positions on the team
- Interviewing Techniques
- Developing a Training program for New Hires
- Developing a Continual Training Program for current staff
- Raising the Bar on Customer Service
The morning would be about changing the way the company as a whole looks at the products they sell and gets them to shift their mindset away from “selling toys” to “solving problems” or “helping children develop.” As I explained previously, this is the direction they should have taken back in 1998 when Walmart surpassed them in overall toy sales. This is where they should have gone to reclaim their throne as the “king of toys.”
The afternoon would focus on raising the bar for the staff by finding better people, training them better, and creating a lasting program to continually raise the bar on their servicing of their customers. Even a big chain like Toys R Us that doesn’t offer a lot of fancy services like free gift wrapping or year-round layaway can still find new and better ways to treat customers by meeting and exceeding their expectations.
The managers would end the day equipped with new skills for hiring, training, and managing their staff while also teaching their staff and their customer base about the importance of their products and why customers should be choosing to shop at Toys R Us for all their toy needs.
Not only would Toys R Us see a profound shift in customer satisfaction this holiday season, but with better hiring of the seasonal staff, the managers would have a better pool of employees to change the culture of their stores going forward. Better hiring skills have a cumulative effect year after year.
The cost to TRU breaks down like this …
- 866 managers flown in for training x $800 per person for flight and hotel = $692,000
- Assorted costs for training room, lunches, and printed materials = $58,000
- Fee for me to do 7 weeks of training (at 25 managers a day, it would take 35 days to see them all, or seven 5-day weeks) = $250,000
It would be the best million dollars they spend all year. But they better hurry. Thanksgiving is only nine weeks away.
PS If you’re an independent retailer you’re hating this post. Everything I just explained that TRU should do is exactly what sets you apart from the category killer and big-box discounters you compete against. If you’re an indie retailer, though, you have secretly been scared that if the category killer in your industry ever “got it” and decided to do what I’ve outlined, it would make your job that much harder. Here’s the kicker. Do it first. Do it before they get smart.
PPS My rate may seem a little high, but that’s because I’m here to help my fellow indie retailers and small businesses succeed. If the chains want me, they’ll have to pay. You, however, can hire me to do all that for your business at fraction (very small fraction) of that cost. Get a couple of your fellow local retailers to join you and you can split it even further. Call me.