The Australian retail sector still largely depends on disruptive forces, such as changing consumer spending patterns and the influx of foreign companies that focus on formulating new approaches in retailing.
Summary of Key Market Trends in 2019
People Equity • Dec 20, 2017
Retail
Summary of Key Market Trends in 2019
Posted on Dec 20, 2017
Changing consumer behaviour and technological disruption is a recurring theme in the retail market for 2019. As many businesses have learned to adapt, we still find business who are resistant to the change which increases the business challenges they face. We summarise key trends that influence the Australian retail sector, below.
The sector continues to face disruption and the rising influx of foreign companies has not only changed the landscape, however also consumer preferences. This significant shift in consumer preferences continues primarily to be due to the advancements in technology.
Agility and multiplicity of delivery platforms is required for retailers to move up in this sector. This has challenged (and will continue to) non-responsive retailers.
The Retail sector is one of Australia’s largest employers and will continue to offer career opportunities for many. As the sector moves to greater investment and focuses on digital, e-commerce and in-store experience, we are seeing a significant shift to the demand for our talent pools in these areas. However, Retailers still need the best talent across all disciplines to stay future fit, and they continue to hire for key roles!
Share this article
The People Equity team thrives on creating dynamic and transformative learning opportunities. The recent CX done Better, Smarter, Faster summit in Melbourne was no exception. In partnership with experts in the customer experience (CX) space - datmedia and the Chrome Enterprise team at Google - People Equity hosted the event, a chance to share in the very latest ideas around enhancing CX.
The new year brings new beginnings and is the perfect time to take a step back and set some career goals for the upcoming months. If you’ve already let your New Year’s Resolutions fall by the wayside (hey, we’ve all been there), or you just have no clue where to begin, there’s still time to start afresh and set realistic goals you’ll be able to keep. Remember, they don’t have to be big – even small changes can make a huge difference to your Retail career.
With the new year well underway, this is an excellent time to assess your leadership development strategy for this year. Whether you’re new to leading or already have a solid management track record behind you, we are firm believers that leaders at every level should always be seeking new ideas to grow and take their careers to new heights. Stagnation is the enemy of progress, and in today’s fast-paced world, if you’re not moving forward – you’re going backwards.
I have just experienced recruitment utopia. It came in the form of true partnership with an organisation as I placed a talented Chief Customer Officer into their executive leadership team. I am not talking about the one-way-street commonly cloaked as ‘partnership’ between recruiters and their clients where the client serves up their wish-list and the recruiter responds by ticking the boxes.
It seems like not long ago that we felt a shift in thinking when it came to recruitment. Organisations began to embrace the idea of culture fit, ensuring that the people they hired would complement existing teams and cultures. Over the last couple of years, however, we've seen some organisations take a different approach, moving on from culture fit in favour of hiring for culture add. Whilst there are certainly benefits to both, here’s why we are seeing the emergence of this new trend.
Networking. It’s a topic that has been written about a thousand times over, yet it continues to be as relevant as ever – even if you aren’t currently in the market for a job. After all, you never know when you might need your contacts, so it’s important to understand how to build your network effectively! It’s no secret that in our modern world, we’re faced with a digital barrage of communications – from SMS and email, to LinkedIn and even the humble telephone
After the initial onboarding period, it’s easy to get so accustomed to the presence of your newest team member that you simply leave them to get on with their role. We get it – it’s hard to make time for everything when you’re busy, but ‘set and forget’ isn’t the best way to get the most out of your new hire. Once the first few months on the job are behind them, it’s well worth your while to check-in and make sure everything really is going as smoothly as it seems to be.
It’s every company’s worst nightmare: you’ve put together a strong team, business performance is ticking over nicely and then unexpectedly, one of your senior executives announces their departure. At this level, finding the next executive to fill their shoes can seem like a tricky assignment and unwanted headache – especially knowing having the right leaders is vital to a company’s continued success. Leveraging our experience, we’ve put together some pointers and steps to ensure you are well positioned and prepared.
We've all done it – started telling a story, only to realise too late we've gone on too long and our audience’s eyes are glazing over. No one wants to be that person, much less during a job interview. So, how much should you really be talking in an interview?
As she returned to her desk with a cup of tea last week, Lisa Canning declared to anyone listening, “I spent most of my youth actively trying NOT to be like my mother.” She sighed. “But I can’t fight it anymore…I am EXACTLY like my mother.” She laughed. We laughed. Then, things went quiet. “My values, the way I think, the way I talk, walk, the way I am at work and at home….so much of it comes from my mum.”