Ollie's Bargain Outlet, Inc.’s Post

It is great to see leadership in the field. Dealing with front-line team members should remind leadership of 3 critical keys to success. #1- Your internal customers, especially customer-facing team members, are as important, if not more so than, your external customers. #2 - Empathy is free! Treat others as you want to be treated! When I was starting my career, my mentor told me that you have 2 ears and 1 mouth...listen twice as much as you talk when working cross-functionally with others within the organization. #3- Be humble! Gain your success by helping others reach their goals! Remember, most employees do not leave because of pay but because of the way they are treated or by the culture of their workplace.

Pearls of gems from Hubert Joly. Front lines matter. I counsel CEOs and Boards to embrace the velocity of change. Refresh the board with the skills of tomorrow. Winning for long term matters. Treat talent “and” technology underpinned by noble purpose as a competitive advantage. #CEO #KSgems

My absolute favorite day of the year by a country mile was November 9th. Not because it was our annual investor meeting, but because we had the opportunity to announce three BIG and extremely well deserved promotions. Thankfully no one saw me tear up on stage but yes, that happened. Andrew B. -- not to brag, but we knew you were special in 2017 when we hired you as our inaugural summer intern. Thank you for making us look super smart, thank you for not scratching your biotech investing itch and thank you David Selverian for the best intro I have ever received. Andrew - you have been the blueprint for much of what makes our talent programs and culture so special. We truly wouldn't be where we are today without you. On a personal note, I aspire to be more like you every day, more than you can ever know! Can't wait for your partner promotion one day. Let's keep climbing. Chase Goree -- thank you for sliding into my LinkedIn DMs 😘. Building off of the above, sitting 30 feet away from you every day keeps me incredibly honest. It's a privilege to work with someone who pushes you to be the best you can be. Your tenacity, focus, curiosity and thoughtfulness are going to (and already have) made you an unstoppable investor. I have seen you amp it up ever further in the short 6 days since your promotion and that both inspires and fires me up. You push myself and PeakSpan to be better investors. Truly a significant impact has already been made by your presence these past two years and we're just getting started. Can't wait for your partner promotion one day. Let's keep climbing. Justin Kelly -- I guess we have Mr. Goree to thank for how we met you (thanks again CG for another seismic impact). Hard to put into words the impact you have made on PeakSpan this past year. On the investment side, I continue to believe that you are amongst the most talented investors in market today, period. Your being on this team and emerging as a leader will no doubt positively alter the trajectory of the firm and that is exciting as hell. Putting aside anything having to do with investing, as any leader will attest, to find a brand new employee who shows up on day 1 already embodying all of the firm's core values is incredibly incredibly rare. Frankly, it's shocking how rapidly you have adapted to our culture and it has now gotten to the point where you are a top role model, leader, teacher and mentor. The work you do with our team does not go unnoticed and is making an outsized impact on our organization. Can't wait for your partner promotion one day. Let's keep climbing. We talk a lot about impact with our entrepreneurs. That is the perfect word to describe why these promotions are occurring and why we are so excited about the future. Andrew B., Chase Goree and Justin Kelly -- you continue to drive SO MUCH IMPACT. Let's keep climbing 💪

I strongly believe that this is a clear example of the importance in knowing your frontliners and the work they do! The corporate level is all strategy, forecast, and vision. The ones who execute are the frontliners, in this example, store associates who make everything possible. For a CEO to spend a week in the store asking questions, doing the work, and ultimately understanding these individuals; It is truly inspiring and should be commended at any corporation that practices this! #leadership #frontlineretail #leadbyexample #appreciation

You nailed it Hubert Joly. Today I believe it to be the opposite, and I believe Best Buy have few more (Max 3 years) before you start seeing stores getting shut down. I remember the days that I was excited to show up to work and these days I see the stores are run down and the employees are unhappy. Todays Best Buy is opposite of how it was under your leadership. One of the biggest mistake was thinking people don’t have to shop in the store and focused more in online. Having the product in store and having enough employees to sell is important also. Second, taking having certificates. When you spend $250, you will receive $5 dollars. When people see that, they will come in and spend $15. Magnolia Centers, People needs to know they are getting the best. Home theater and Mag needs to be different. 2 kinds of guest, both requires different levels of experience and attention. Employees needs to be trained well, and needs for them to be happy. When employees are happy, they will win the customer. #UnleashingHumanMagic

When I started as CEO of Best Buy, I spent my first week on the job working in one of our stores in Minnesota to learn from our frontliners what we needed to change to be successful. As a new CEO, I learned so much from our frontliners in that store. My job was easy: show up, ask questions, make good notes, and do as I was told! This also sent the clear signal that we were going to focus on better serving our customers — and that we would do it through the intelligence of our employees. How are you staying connected to the frontliners in your organization? #UnleashingHumanMagic

How do you innovate and affect the lives of millions of people? Great question. #Listen. #Borrow. #Experiment. Such was the approach of Herbert Strauss in 1924. Strauss was the President of Macy's and it was the roaring 20’s. Times were good. They had just expanded their anchor store to an entire city block, over one million square feet. Such growth meant a lot of hiring and the majority of these hires were immigrants from Europe. Loving the sentiment of the #Thanksgiving holiday, these newcomers had embraced their new home and wanted to show pride in their new heritage. 𝗧𝗵𝗲𝘆 𝘄𝗮𝗻𝘁𝗲𝗱 𝗮 𝗽𝗮𝗿𝗮𝗱𝗲. Mr. Strauss was all ears. It turns out that Gimbels, a rival of sorts, was already hosting a parade in Philadelphia. Could Macy’s borrow that idea? Could Macy’s best that idea? Why not? How about allowing the employees to march in the parade? Perhaps borrow some animals from the Central Park Zoo? In fact, what about welcoming #SantaClaus at the end of the parade in Herald Square? That first parade was attended by over 250,000 people that saw floats of Mother Goose and Little Red Riding Hood. Those employees? They dressed as clowns, cowboys and knights while bears, elephants and monkeys joined in the procession that included four marching bands. Listen. Borrow. Experiment. #Innovate. #creativity #future #marketing

Tuesdays are for Talent Development. I am amongst many others who have grown with TJX Canada. And, I can assure you that even after 21 years, I continue to aspire to move forward in my career. It is clear that we take internal growth seriously, infact talent development is part of our daily talk. I think the biggest misconception about talent development or growth is that it should come with a title change. If it is not a promotion, often it is not taken as growth nor development. One of my favorite author is Robin Sharma. His book, "The leader who had no title", is the perfect read on this subject. He reminds us that the title is temporary, but continuous growth, development and being your best self are more important than a title. Well, today, we spend the whole day with these leaders of my team. It was about showing up better every day, challenging each other while showing support and create an empowering culture. This is our culture, This is our lives TJX Canada – Winners, Marshalls, HomeSense #talentdevelopment #talenttuesday #discoverdifferent

Here at JCPenney, I continue to be in awe at the opportunities that our associates are provided to give back to their local communities through local, state and nationwide partnerships. Last week, I had the opportunity to participate in one of these partnerships live as I attended a fireside chat featuring JCPenney's CEO Marc Rosen and Feeding America's CEO Claire Babineaux-Fontenot. The conversation focused on leading and navigating through change while giving back through the customers we serve collectively and I was truly inspired by both Marc and Claire's stories and their commitment to making a difference and making it count. As I looked back at how these topics can be tied back to my role in talent acquisition, I thought of just a few I wanted to share: Recruiting and retaining a diverse workforce: As Talent Acquisition Professionals, we directly impact the talent that enters the workforce and simply put, a diverse workforce brings a variety of perspectives and experiences to the table, which will allow our teams to solve problems faster, while collaborating with the same goal in mind - to give back to core customers. Cultivating the right culture to navigate through change: Over the last few years, almost every company has experienced change. From Feeding America having to change the way they provide meals to families to JCPenney pivoting out of bankruptcy to a customer centric model, away from the flashy and shiny objects. With both of these major changes, company culture has stepped in to truly help drive the business through this ambiguity, which can be especially important in today's environment. Marketing partnerships with non-profit organizations: JCPenney has continuously strived in this area, driving passion and opportunity for associates to give back to the very same customer that we serve in stores and online. By marketing these opportunities during the talent acquisition process, we have been able to increase candidate engagement, ultimately resulting in a decrease in offer rejections and an increase in quality of hire. I continue to be excited about the future of JCPenney and if you are to, I encourage you to check out our careers page. Learn more about JCPenney and apply for one of our new opportunities today!