Monthly Archives: May 2015

3 ways to encourage high-performing employees to stick around

Look anywhere on the internet and you’ll find all kinds statistics on the high cost of turnover. However, not all turnover is unwanted. Despite your best efforts, sometimes bad hires are made, or performance drops off. But what about those staff you don’t want to see leave for greener pastures? While there is lots of general advice around for how to keep employees happy, [...]

Crisis Communication For Co-ops

Nobody likes to prepare for the possibility of dealing with a crisis in the media, but as more food cooperatives step into the limelight, it can happen to even the best of organizations.  Greater visibility in the community means being even more proactive about the story your co-op tells.  Steve Maviglio is a communications expert who is also on the board of directors of Sacramento Natural [...]

Case Study: Open Book Management Changes Co-op Culture

Mississippi Market St. Paul, MN Year founded:  1979 Equity investment:  $90 Number of members:  15,500 Number of employees:  210 Retail locations:  Selby Ave., West 7th, and Dayton’s Bluff opening Sept. 2015 It started with the results of an employee satisfaction survey.  In 2012, Mississippi Market’s management learned some staff questioned the co-op’s growth plans, and they perceived it was having a negative impact on [...]

The Spirit of Generosity

By Bill Gessner 178 May-June 2015 The collective progress in collaboration that the food co-op sector has achieved over the past decade has been significant and inspiring. “Cooperation among cooperatives,” through the Cooperative Grocers Associations and other vehicles, is building a strong, powerful momentum. An underlying core value that has supported this collaboration, but has rarely been articulated or recognized, is a strong spirit [...]

Getting Ready for General Manager Succession

By Thane Joyal, Jeanie Wells 178 May-June 2015 Whether or not your cooperative expects to hire a general manager (GM) in the next year, your board should have an awareness of the skills and resources that would be needed to accomplish this essential task. Even if your GM is doing great and has no expressed plans for retirement or other career changes, your board [...]