What are the best ways to incorporate employee feedback in merchandise planning?

Our associates know what has worked in the past and can provide that expertise to help with successful implementation. They also understand what our customers are looking for because they are closer to the front line. Employee ideas and suggestions in regard to merchandising planning can be absolutely invaluable to a successful set.

In any case Employee feedback really could help as a complementary information to the conclusions that we have based on data. In my experience, nowadays we need to concentrate our efforts to have data insights instead of employee feedbacks. Retailers have access to multiple kind of information no make conclusions based in a scientific method. We have shop conversion rates, product conversion rates, stock Kpis, consumer surveys… etc etc.. Let’s say that is more efficient to combine data insights to make conclusions in 90% of decisions that we need to make.

All previous points; spot on, but there is also another underlying benefit of getting feedback from employees on merchandising. How the employee presents their information, critique, or suggestion, gives a properly listening Manager an indirect insight as well to the particular employees style, manner of communication, and hidden potential not yet realized if they express themselves and relayed information with a purpose correctly, not only will marketing understand a particular area of needed attention or change, but upper management would be wise to see a "Diamond in the rough" potential otherwise not brought to light on the normal course of daily operations.

Employees are the front lines. They are the ones that see what your customers, pick up and put down. They are the best analytic you have.

Escute quem está na linha de frente! Pense nisso: seus funcionários são como detetives no chão de loja, colhendo pistas valiosas sobre o que os clientes realmente querem (e o que não querem ver nem pintado de ouro). Eles estão lá, dia após dia, testemunhando a saga dos produtos: desde a entrada triunfal nas prateleiras até o triste dia em que são relegados ao canto dos esquecidos. Este feedback é ouro puro! Ele ajuda a identificar os heróis e os vilões, garantindo que você possa planejar seu próximo movimento com a precisão, afinal, quem melhor para entender os desejos do cliente do que aqueles que estão no campo de batalha todos os dias?

From my experience as a Golf Professional / Buyer & Sales Representative I have gained perspective on both sides. As a Golf Professional, working with members we found a focus group is an extremely effective method. By creating this, the members are able to engage with the staff allowing them to share thoughts that will in turn ensure a positive impact for a profitable shop. Whereas on the sales side, entertaining members with a Trunk Show brings excitement and enthusiasm to brands with future purchases.

I would recommend , when the season is finished to build a kind of “Collection Review Committee”. To talk about all distinct Kpis and have the personal feedbacks. It really would be insightful for the next season.

Coletar feedback dos funcionários é como montar um quebra-cabeça de informações valiosas. Não precisa de um detector de metais, apenas as ferramentas certas: pesquisas para números rápidos e claros, entrevistas para detalhes profundos, grupos focais para uma conversa aberta, e caixas de sugestões para aquelas ideias brilhantes que aparecem no meio da noite. Escolher entre essas opções é como decidir entre enviar um e-mail ou fazer uma ligação – depende do que você precisa saber e de quão rápido você quer saber. O segredo? Perguntas bem pensadas que convidam respostas úteis. Afinal, um feedback bem coletado é meio caminho andado para melhorias que realmente contam.

Foster a culture of collaborative decision-making within your logistics team. Involve employees in the decision-making process related to merchandise planning by seeking their input on key initiatives, such as product selection, inventory management, demand forecasting, and promotional strategies. Encourage team members to contribute their expertise, experiences, and creative ideas.

One time at work, we implemented various methods to collect employee feedback. We used surveys, focus groups, interviews, and suggestion boxes. Each tool served a unique purpose and provided us with invaluable insights. In my experience, these tools helped us understand our employees’ perspectives, experiences, and ideas in depth. This feedback was instrumental in improving our merchandise planning process. One thing I’ve found helpful is designing our questions and prompts carefully. This ensures we elicit relevant and constructive feedback, which is key to our continuous improvement.

Look for common themes, recurring issues, or standout suggestions that provide insights into areas for improvements and best practices. Finding out what’s working and what’s not working is equally important.

To analyze employee feedback, organize it into categories, use quantitative analysis for numerical data, qualitative analysis for open-ended responses, identify areas for improvement, prioritize actions, communicate findings, and implement changes.

Normally in the ideal world we need to have one structured survey to count with. All data points must to be good enough to be analyzed. This is the only way to make decision based in the feedbacks. Also very important to have clear what kind of decisions we want to make before start building the survey structure.

Após a coleta das opiniões, devemos separar o joio do trigo, usando ferramentas certeiras. Análise de sentimento ajuda a pegar o clima geral – é mais festa ou velório? Com a análise de texto, você identifica os assuntos mais falados, como se estivesse destacando palavras-chave em um texto para a prova. E a visualização de dados? Bem, é a cereja do bolo, transformando números e comentários em gráficos fáceis de entender, como um mapa do tesouro que mostra onde estão as joias e onde estão as armadilhas. O segredo é escolher a ferramenta certa para não acabar perdido no mar de dados.

One time at work, we used sentiment analysis, text analysis, and data visualization to analyze employee feedback. These techniques helped us measure the tone of feedback, identify key themes, and present our findings effectively. In my experience, validating and verifying our findings with other sources of information has been crucial in ensuring the accuracy of our analysis. One thing I’ve found helpful is choosing the most suitable technique and software for our data type, size, and complexity. This has significantly improved the efficiency and effectiveness of our analysis process.

Transformar feedback dos funcionários em ação é o último e crucial. Após decifrar o que os funcionários estão dizendo, é hora de mover as peças no tabuleiro. Primeiro, identifique as sugestões mais impactantes: aquelas que prometem maior retorno ou que precisam de atenção urgente. Estabeleça objetivos claros e meça o sucesso com métricas específicas. Não é uma jornada solo; envolva toda a equipe para que a execução seja perfeita. E, claro, não esqueça de fechar o ciclo: mostre aos seus colaboradores como o feedback deles gerou mudanças positivas. Isso não apenas constrói uma ponte de confiança, mas também incentiva uma cultura de feedback contínuo. Afinal, o reconhecimento é a chave para manter a equipe motivada e engajada.

One time at work, we translated the insights from our employee feedback analysis into concrete actions and improvements. We prioritized the most important issues and set clear, realistic goals to address them. In my experience, communicating and collaborating with other stakeholders was key in implementing these changes. We worked closely with buyers, suppliers, marketers, and store managers to monitor the outcomes. One thing I’ve found helpful is acknowledging and appreciating the feedback we receive. Providing feedback to our employees on how their input has influenced our planning has helped build trust and engagement.

The feedback normally comes to late during the current season, so its very important to consider make decisions for the next Collection. Let’s say after a “Collection Review Committee” to build a document to be used as a learning book with distinct decisions to maximize results. This book will be the bible for Planners to avoid mistakes in next seasons.

If we take several feedbacks we will create fishbone analysis and which one is repeated to create priority lost of actions Each point will decide , implement and evaluate after completion we will evaluate the employee feedback accuracy

To incorporate employee feedback in merchandise planning, start by regularly gathering input through surveys, meetings, or suggestion boxes. Analyze this feedback to identify trends and areas for improvement. Encourage open communication and collaboration between employees and decision-makers. Implement changes based on the feedback received, such as adjusting product assortments, pricing strategies, or marketing approaches. Continuously evaluate the impact of these changes and iterate as needed. By involving employees in the planning process and acting on their feedback, you can improve merchandise offerings and enhance overall satisfaction and performance.

One time at work, we realized that feedback is not a one-time process, but a continuous cycle of improvement. It’s about constantly learning, adapting, and growing. In my experience, creating a culture where feedback is welcomed and valued has been key to our success. It’s not just about collecting and analyzing feedback, but also about acting on it and showing our employees that their voices matter. One thing I’ve found helpful is to always be open to feedback, not just from our employees, but also from our customers, partners, and even competitors. Every piece of feedback is a learning opportunity.

Today we have a omnichannel complexity, employees don’t have 360 demand vision. The most successful retailers, managed to scale the process with data insights.