This sample job review explores the job description and responsibilities of an AT&T Retail Store Manager position. It is an example of the career writing services available from Ultius.
Job review for AT&T retail store manager
A job that I would love to do would involve being a manager of a retail store for one of the most innovative companies in the world, AT&T. For years, AT&T has delivered world-class telecommunication solutions for consumers and businesses alike. AT&T has a global presence and is based out of the United States of America. While there are various corporate offices around the world, there are thousands of retail stores located around the country too. I would be highly interested in being a retail store manager at a busy location.
Job description for potential retail manager applicants
The position of being a retail store manager would require an individual to display exceptional leadership since they have complete oversight over the retail operation. Managers are responsible for all major operations of the store and are accountable for sales, promotion of the company’s products and services as well as delivering on the company promise. Here is a brief list of the primary requirements of the job:
Sales and marketing strategy requirements
The retail store manager is accountable for demanding sales quotas and ensuring that promotional initiatives are met with proper execution.
Retail management’s involvement in human resources
Managers are also responsible for screening, hiring and training qualified candidates who are going to be effective team members. They must have an understanding of human resources management.
Inventory control and quality assurance
Managers must also be able to maintain inventory and reconcile with all products in the store, whether with an external company or with internal employees.
Loss and prevention responsibilities within retail
Managers must also maintain and prevent unwarranted theft through internal control measures and policies.
Retail manager’s team building and motivation skills
Building an essential team is also critical to being a successful store manager. Managers must demonstrate a clear set of skills in terms of coaching, handling difficult situations and promoting continuous personal growth. They must develop strategies to motivate team members.
Store cleanliness and presentation’s impact on sales
With adherence to corporate policies and standards, managers must be able to keep a reputable and up to date store with the latest phones, tablets, and accessories within the scope of AT&T’s products and services.
Corporate reporting and communication between retail stores
Managers must work effectively with district retail managers and communicate regularly. Adherence to corporate policies, initiatives and demands must be met with timely response and execution.
Interviewee’s knowledge of goal setting
Goal setting will also be an important part of being an effective leader at AT&T. Goals play a critical role in making sure that there are effective metrics for meeting a goal or objective. Dale Schunk, in his article Goal Setting and Self-efficacy during Self-regulated Learning, argued that there is clear value in goal setting for the learning process and efficacy of performance in a situation.
While the research article focused mainly on the learning context of students, the job of a retail store manager would be a new job for me that I had never done in the past. As a result, most of the principles of learning effectively and tracking my progress would still be useful.
Best methods for corporate goal-setting
Having a very clear cut method of setting metric for myself and then tracking my improvement for various aspects of my job would surely quantify my performance and allow me to deliver better products and services to my customers while ensuring that my team members are taken care of. I would be setting a good example for my subordinates, especially my key sales people.
Learning to rack sales and set goals
Setting goals and tracking them would be the most effective for having my store meet its intended sales quotas. Since AT&T corporate stores are expected to have a certain number of new and upgraded device activations per month, this is an essential portion of my job. Also, my quarterly and most likely year-end bonus would depend on this.
I would first look at competing models and determine which one would sell faster. For example, Samsung electronics and Apple, Inc. are fierce competitors in the cellphone industry. Comparing year-to-year sales would help set expectations for following years. By setting a realistic goal and practicing self-judgment, I can close the gap between perception and reality.
According to Schunk (1980), “self-judgment involves comparing present performance with one’s goal. Self-judgments are affected by the type of standards employed, goal properties, importance of goal attainment, and performance attributions” (73).
For the case of sales quotas, the priority would be very high for me. In reaching parts of my goal throughout the coming weeks and months, I would surely be even more motivated to continue to excel in my work and make a great example. I know that if I continue to perform very well, I can not only make lots of money for myself, but I can also create lots of value for my team of people.
Importance of maintaining updated education
Goal setting would also motivate me to do better because I would continue to learn from feedback. In working with a corporate team of district managers and support professionals from AT&T, I know that I would get the support and feedback that I need in order to excel on the metrics that I want to focus on. In getting feedback from people above and below me, I can follow through with being better at my job:
Schunk (1980) remarked that “providing feedback on progress in learning the strategy enhanced achievement outcomes” (Schunk, 1980, p. 79).
Motivating employees to become part of the sales solution helps also helps retail managers accomplish their goals. The fact that people would support me in my goals is extremely beneficial and motivating because I know that I would be continuously pushing myself to do even better and better.
Stress management analyzed in the interview
Generally, I react to stressful situations by closing myself off and being quiet. For instance, in a previous position that I had, I was given a really tight deadline on completing a project that my boss proposed. Without really thinking about it, I accepted the project and then became very stressed out when I knew that I could not complete it on time.
Instead of asking for help or owning up to my own mistake of picking up the project, I merely closed myself off and began to be very introverted at work, a very different persona than I usually have. While my boss asked me many times why I had been acting strangely, he did not find out that I was struggling with the project until I owned up at a lunch that we had together.
Clearly, this can be a serious issue if I am expected to communicate and work closely with a team of people. I would be expected to set a good example for others by encouraging them to be open about issues that they may have.
Learning to cope with stress and eliminating problems
Stressed employees is one of the worst hindrances to behavioral-based safety in the workplace, But, before addressing a coping method for stress management, it is important to first classify the type of solution that is appropriate. For example, according to Katherine Richardson in Effects of Occupational Stress Management Intervention Programs: A Meta-Analysis, there are three main types of stress management techniques that are dealt with in three different ways:
- Primary interventions attempt to change or remove the sources of stress at work.
- Secondary and tertiary try to use external or third party methods before the actual stressor affects one’s behavior.
The latter methods is more preventative than anything. For my problem of shutting down my communication, I need to adopt a coping method that will be focused on addressing the way I think about problems as they happen. So, the effective means of coping with my stress reaction would be a primary intervention on behalf of my boss or assistant manager I trust.
Primary intervention technique
In order to change my stress reaction method, I would need to change some of the core work conditions that cause it. So, in order to “reduce the presence of work-related stressors,” I would need to figure out what projects and circumstances cause me to be shut down. Learning time management skills is one of the best ways to de-stress. Managing tight deadlines and making a proper schedule for myself would be a really great starting point.
I could tell my staff that certain projects are important for me and could plan ahead. If I am stressed out after that, then I could talk to my team and have them assist me in making sure that I am communicating when it is necessary.
This would create an effective support system for not just the people I work with, but myself as well. A solution that addresses my core challenges regarding stress would help me deal with work related problems much better and handle situations without compromising my work performance.
Cultural and nonverbal barriers retail managers must face
In the course of working as a retail store manager for AT&T, I will undoubtedly be faced with communication issues that are related to nonverbal and cultural barriers. It is a critical part of my job to handle these instances delicately and smoothly. After all, the stakes are very high: customers must feel welcome in my store and employees have to be sensitive towards their perspective and point of view.
Recent immigration changes in the United States has increased the diversity of immigrants. Since there are a larger number of culturally diverse customers, I would need my staff to be capable of communicating effectively without insulting, misguiding, or misleading the customer. Moreover, my staff would need to feel comfortable communicating with myself and other employees. If I work in a heavily Hispanic populated area, the cross-cultural communication skills would be even more important.
With respect to nonverbal communication, it would be a challenge because it requires an extensive amount of emotional intelligence. If staff members or customers are upset, then the people I work with are going to need to have the capacity to discern between what is important to recognize and what does not matter.
Nonverbal barriers to communication
Nonverbal communication is still an integral aspect of the way that people talk to one another. Whether we say words or use our body, we are still communicating very powerful messages. Nonverbal communication would be handled in a very professional manner when it comes to my store, employees, and customers.
Retail managers and associates must realize nonverbal communication between men and women are different, and different gender groups may not respond the same. For example, if a male associate compliments a lady’s hair or make up, it could be conceived as flirtatious. On the other hand, a female associate who compliments the same women may seem polite.
For example, employees would need to always be smiling and having an open posture to ensure that they are welcoming to customers. None of them would be allowed to chew gum or be on their own mobile phones in front of customers. Moreover, they would not be permitted to have their hands in their pockets. Such behaviors would ensure that we are fostering a great environment of friendly associates.
Also, employees would need tobe pay careful attention to customers and their reactions. I would also need to do the same for my people as well. For instance, if I am having a meeting with a team member regarding pay or salary, I would need to be careful to understand their perspective through tone and posture. Such attention to detail would allow me to effectively lead by example.
Cultural barriers to communication
One effective means of dealing with cross-cultural communication differences is to first understand the culture versus the cultural influence. For instance, if a customer comes in and is of oriental descent, then I would need my staff to abide by cultural standards of being polite and not too aggressive. Since many oriental cultures are focused on having good manners, it may not be a good idea to be overly friendly towards them.
In this instance, Levine et al (2007) suggested that “it is fundamentally important to distinguish whether researchers are investigating culture per se or examining cultural influence on people’s communication patterns” (Levine et al, 2007, p. 210).
For the case of the previous situation, it would be vital to examine how cultural communication patterns affect sales situations in a retail store. The same principles of analysis and sensitivity would apply towards employees. Employees, including myself, would need to address cultural communication differences with an attitude of tolerance, understanding, and openness.
Levine, T., Park, H. S., & Kim, R. (2007). Some Conceptual and Theoretical Challenges for Cross-Cultural Communication Research in the 21st Century. Journal of Intercultural Communication Research, 36(3), 205-221.
Richardson, K., & Rothstein, H. (2008). Effects of Occupational Stress Management Intervention Programs: A Meta-Analysis. Journal of Occupational Health Psychology, 13(1), 69-93.
Schunk, D. (1980). Goal Setting and Self-Efficacy During Self-Regulated Learning. Educational Psychologist, 25, 71-86.