What is your approach to performance reviews for store-level staff and how do you measure progress?

• A. Set SMART goals, gather feedback, use metrics, provide consistent coaching, document performance, adjust.
• B. Only rely on sales numbers, ignore feedback.
• C. Do annual review only.
• D. Use random criteria with no documentation.

Answer: (B)

Performance reviews for store-level staff work best when you combine clear, measurable goals with ongoing feedback and solid data. Setting SMART goals gives staff a precise target and a realistic timeline, while gathering input from supervisors, peers, and customers adds a fuller view of performance beyond what numbers show. Use a mix of metrics—sales results alongside customer satisfaction, product knowledge, reliability, teamwork, and adherence to procedures—to capture both results and behavior. Consistent coaching turns feedback into growth actions, and documenting performance creates a clear record for accountability and future development, plus it allows you to adjust the plan as store needs shift. Measure progress through regular check-ins, trends in key indicators, and notes on coaching and outcomes to keep the process dynamic rather than a one-off event. Relying only on sales numbers ignores service quality and conduct, annual reviews miss ongoing development, and using random criteria with no documentation leads to bias and inconsistency.