High-performing teams are simplifying the path from direction to execution. The pattern we heard in Melbourne: one source of truth for tasks and resources; mobile-first access for leaders; bite-size learning tied to on-shift actions; and daily visibility of customer feedback so coaching stays grounded in reality.
A fixed cadence (e.g., learning on Wednesdays, retail comms on Tuesdays) plus blackout periods reduces noise and preserves selling time.
This isn’t about adding more tools. It’s about removing duplicate channels and putting clear asks, deadlines, and proof of completion in one place, then giving managers everything they need on a device they already carry.
Role clarity and essential work only. Store teams are organized with explicit division between support (back of house) and selling, and leaders filter ruthlessly: if a task isn’t essential or efficient, it doesn’t make the list. That alignment is maintained through clear, deadline-driven tasking sent via YOOBIC.
Mobile access keeps leaders customer-side. Managers have devices with YOOBIC, scheduling, reporting, and daily NPS verbatims so they can coach in the moment, not after a shift ends. When targets matter, visibility matters; individual performance metrics are presented in the YOOBIC app so each team member sees where they stand at department and individual levels.
From email chains to end-to-end workflows. Leaders complete tasks with photos, notes, and documents directly in YOOBIC. Permanent campaigns (forms and workflows) replace paper checklists and back-and-forth email, a tangible time saving that keeps leaders on the floor.
Learning that fits the rhythm of store life. A blended approach pairs face-to-face training with short, role-relevant microlearning delivered in YOOBIC. New hires are auto-assigned courses at join, and teams typically receive 4–5 courses per month post-rollout to reinforce the service model, celebrate wins, and sustain progress in NPS.
Leadership visibility that moves numbers. When the GM of Financial Services actively promoted a credit-card competition inside YOOBIC communities, participation rose, a clear example of exec sponsorship translating into frontline action.
Why it works: Leaders stay present with customers. Coaching connects directly to real feedback. Execution lives in one system, so direction turns into action without friction.
Make YOOBIC the workflow, not an add-on. Strand consolidated tasks, deadlines, resources, and updates into YOOBIC, publishing with clear owners and cutoffs, targeting comms by role/location, and capturing photo proof in-task.
Protect selling time with a publishing rhythm. A structured cadence sets expectations and avoids last-minute noise. At Strand, this looks like:
Task blackout periods further protect customer-facing hours, so teams only receive critical work with enough time to execute.
Staffing aligned to demand, not guesswork. A new scheduling solution (Dayforce) brings better visibility and efficiency in rostering, while NPS is being introduced as the service benchmark to keep the customer experience at the center.
Peak-proof execution. During Christmas trading, all 261 stores completed their assigned YOOBIC tasks by the cutoff, a concrete signal that the operating model scales under pressure.
Profitability with discipline. The team called out wage savings in like-for-like stores and tighter control of shrink with better tagging and RFID. Clear task allocation now routes audits and maintenance into YOOBIC with photo proof, allowing HQ to review remotely and reducing regional manager store visits. Focus on higher-margin products and targeted sales incentives rounds out the play.
Belonging and performance. Strand sees a direct correlation between engagement and KPI achievement. Even remote team members report feeling part of something larger when training and updates run through YOOBIC, a signal that connection and context build confidence and effectiveness.
Why it works: Everyone sees the same plan at the right time, with distractions removed. Store managers can manage more from the shop floor, and regional leaders spend less time chasing updates.
1) Make NPS a daily habit, not a quarterly dashboard.
Bring verbatims into morning huddles on devices, choose one action, and close the loop the next day. Leaders coach against lived customer moments, and teams see progress reflected in both NPS and sales.
2) Set a publishing rhythm with blackout windows.
Lock Tuesdays for retail comms, Wednesdays for learning, and establish blackout periods during peak trade. This stops “just one more update” from eroding customer-facing time and lifts completion rates.
3) Keep learning to five minutes with an on-shift action.
Micro-modules that end with one task on the floor outperform long courses. Pair that with recognition in communities to reinforce the behavior you want. Expect stronger adoption from new hires who get auto-assigned, role-specific content from day one.
4) Put a named leader behind each initiative.
Short weekly posts like “3 things” from a retail director clarify priorities and drive the highest engagement on the platform. Tie each campaign to a visible sponsor and you’ll see faster uptake.
5) Convert two travel-heavy processes into mobile workflows.
Start with audits and maintenance requests: require photos and structured fields, route to HQ for review, and measure cycle time saved. This change pays back quickly in regional manager capacity.
The business case: protect customer time to drive sales and margin
Costs are rising. Labor is tight. Shrink is stubborn. You can’t cut your way to growth, but you can cut friction in how you publish work, how you teach it, and how you measure it. The retailers we heard from are protecting customer-facing time, not sacrificing it, and using YOOBIC to make each shift clearer, faster, and more productive.
Join the retailers already turning direction into execution. See how David Jones, Strand, and others are protecting customer time without cutting service.