Обязанности и достижения:
Opening of the boutique and store-management, staff recruitment, training and staff-management (10-12 persons), orders of the clothes, analytic reports, control of the cashiers and cash-reports, control of stockrooms, deliveries and transfers, holding of the parties for clients, promo-events, organizing of the "Bosco'sFashionWeek"-runway
Personnel-development work included:
interviews and hiring of the new people;
training of the new personnel, giving the knowledge about the Company, corporative standards and rules, that are to be followed;
tests about the products, collections and conceptions, rules of the work and behavior in the store, and how to work with clients (once a week, depending of a topic);
taking part in psychological games with personnel as a client;
everyday’s meetings to make a view of the working day, discussing problems, considering the results and motivation of the personnel, discussing hospitality improvement and higher service level (using the corporative and my own motivating system);
attending of corporative trainings with my personnel (topics: Luxury, Types of clients, Working methods, Collections and Materials), than holding tests for them and giving marks, working with problems;
corporative motivation system (every month), choosing a month-leader in 2-3 nominations, prizes for the best consultants (my own motivation);
“leader teaches others” – sales-leader takes one or two persons and teaches how to work better, after 2-3 weeks we compare the results “before and after” (one of my motivations, also presented in the Company);
“working together” – two competitive consultants are put in a same task or kind of work to make it better, so one can see the fine skills of another and try to use them in his own way, exchanging of their experience (my own method);
motivation to improve the service level, using my own methods and reasons, giving my knowledge, histories and situations, working with questions;
using my methods in opening of the skills that are hidden during the first period of work, making leaders out of loosers;
conversations with personnel tê te-à -tê te to see someone’s opinion and solve a problem (my own method)