The audit of any retail store needs to consider a variety of factors to make the assessment accurate and meaningful. Therefore, an evaluation team should effectively cooperate in providing information that could be used for further improvement. Communication among audit team members and with retail store representatives should be fruitful. It is possible if certain team building and business communication techniques are acquired by evaluation experts.
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The effectiveness of any team is likely to increase in case mutual trust and respect are evident among its members. Businesses have already realized that efficient teams positively affect companies because they increase their competitiveness levels in the market (Saraswat & Khandelwal, 2015). The rotation of tasks is one of the most popular methods to enhance overall productivity. Function rotation means that a worker has similar levels of responsibility in the same operational area but with another set of duties (Gowsalya & Jijo Francis, 2017).
In the case of retail store evaluation, such transitions appeared rather effective because each team member could substitute and help one another when necessary. Nevertheless, the local store representatives did not agree with the assessment. Given that this audit was made to help the retail store to perform better, the “analytic hierarchy process could be used in flexible decision making to help people to set the priorities” (Aydin, Eryuruk, & Kalaoglu, 2014, p. 15). Thus, stating the problem and identifying the criteria influencing performance allows choosing the best alternative that could help to accomplish goals and success further.
The audit process should be performed independently to reveal the points for improvement. Even if the evaluation team did everything correctly due to high levels of mutual respect and understanding, it would be necessary to portray the results in the right way to the retail store representatives based on effective collaboration. Thus, a comparison of the previously set benchmarks with actual outcomes allows identifying which factors negatively influence the performance and what operation areas need further improvement.
Aydin, S. D., Eryuruk, S. H., & Kalaoglu, F. (2014). Evaluation of the performance attributes of retailers using the SCOR Model and AHP: A case study in the Turkish clothing industry. Fibres and Textiles in Eastern Europe, 22(5), 14-19.
Gowsalya, R. S., & Jijo Francis, J. (2017). A study on employee job rotation. International Journal for Research Trends and Innovation, 2(5), 205-210.
Saraswat, M., & Khandelwal, S. (2015). Impact of team building exercises on team effectiveness. International Journal of Marketing and Human Resource Management, 6(3), 89-97.