Joseph Peevyhouse, SHRM-SCP

Walmart has removed degree requirements from most of our jobs, with over 75% of our U.S. roles now not requiring a degree.    We are collaborating with The Burning Glass Institute and other leading companies in the Skills-First Workforce Initiative, such as Bank of America, Blackstone, Johnson & Johnson, Microsoft, PepsiCo and Verizon. Our skills-first approach aims to open up career opportunities, meet employer talent needs and strengthen the economy. The framework will be open source and available to all U.S. employers by September 2025.    Our initial focus is on the nine most prevalent job roles across various sectors, which collectively account for over 11 million American jobs. By creating a shared language, or taxonomy, for assessing and valuing skills, we can promote the widespread adoption of this hiring approach.    Read more here: 

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Leadership is at the core….clearly articulated impacts, and quick read.

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Investing in Walmart’s People Partner talent is one of the most rewarding parts of my role! Today, nearly 400 store, market, and regional People Partners across the Southwest BU spent time collaborating on our quarterly #InvestInTheBest program focused on strengthening talent management capabilities! Tied to SHRM’s Body of Applied Skills and Knowledge (BASK), it was tremendous to hear how Market People Partners Noe Cantu, T.C. Wilson, SHRM-CP, and Anthony Agnew are attracting and cultivating talent within their stores and markets! And, when you have amazing People Leads engaged and sharing best practices like today, we know it is helping others find solutions for their situations! #SamWalton said it best: “If you want the people in the stores to take care of the customers, you have to make sure you’re taking care of the people in the stores.” Focusing on attracting and cultivating talent helps us make sure we are taking care of our store associates! I am so proud to see the number of SWBU People Partners earning a credentialed skill that will stay with them forever! Next up is Q3’s focus on Digital Intelligence! Let’s go! #TeamWalmart #OurPeopleMakeTheDifference #BestPlaceToWork #YouBelong #apathforeveeyone #StriveForExcellence

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Love it! But those who work in stores only wished their partners at HQ wanted to be in stores without a mandate. It is impossible to be the best in supporting stores or building a customer experience without being in stores often…at night, on weekends and during holidays! And once in stores be uber curious and engage with customers and the team. Ask “what can I do better or to help?”, “what gets in your way?”, “what should HQ change?”… ask these and other questions…and be genuine and authentic or don’t go! Oh, and get in the back room and ask to process freight, complete an Omni order, learn the steps involved in process’ and do the work! The best leaders work in stores with their teams, not simply “visit”. Retail magic still happens where the team, customer and product collide!

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“Fish bowl technique for Retail Training and Its Impact on Learning “ The Fishbowl technique is a practical and interactive way to train retail employees, especially when it comes to dealing with customer interactions. It works by having a small group of employees sit in a circle (the “fishbowl”) and either discuss or role-play a scenario, while others watch and take notes. Afterward, the observers provide feedback, and the roles can switch, giving everyone a chance to learn by both doing and watching. 🎯 Why It’s Important for Retail Employees Retail is all about customer interactions — whether it’s helping someone find the right product, handling a complaint, or explaining a promotion. The Fishbowl technique lets employees practice these situations in a safe, controlled environment before they face them on the sales floor. For example, a trainee might role-play helping an indecisive customer choose between two products. The observers might notice that the trainee was good at listening to the customer’s needs but could have asked more questions to understand their preferences better. This kind of immediate, practical feedback helps the trainee improve their skills in real time. 🎯 How It Impacts the Learning Curve: 1. Immediate Feedback :Employees get instant feedback on their performance. If someone struggles with handling a difficult customer, their peers can point out what worked well and suggest improvements, like staying calm or offering a solution more quickly. For example, an employee might learn that using a friendly tone made a big difference in resolving a customer’s frustration. That’s something they can immediately take to their next interaction. 2. Learning by Watching :Not everyone learns best by being in the spotlight. Watching peers handle situations helps employees pick up new techniques or approaches they might not have thought of. It’s like getting a sneak peek into how others solve problems. A trainee might see a colleague smoothly suggest an upsell during a role-play and realize they can apply the same technique when dealing with hesitant customers in real life. 3. Building Confidence :Retail employees often face pressure in real-world situations. The Fishbowl technique gives them the chance to practice without the stakes being too high. As they get more comfortable with role-playing different scenarios, their confidence grows, and they’re more prepared to handle real customers. In the end, the Fishbowl technique helps speed up learning for retail employees. By practicing in a safe environment and getting feedback from their peers, they quickly sharpen their skills and feel more prepared to handle anything that comes their way on the sales floor. #Training #Sales #Learning #retailsales

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We should reconsider the assertive march to “productivity gains” when arguing for faster and broader implementation of AI. U.S. productivity has risen robustly over the past year, reflecting a short-term gain — but there’s just not enough evidence the gain is due to anything related to AI. To me productivity is not where both the short-term and long-term gains are with AI. Instead, I’ve been linking AI transformation to how it makes work better for humans. When linking AI to helping craft better human outcomes such as career opportunity, equity and belonging, purpose and meaning, joyful work, skills development, and psychological safety you don’t need to worry about productivity. You will gain in customer satisfaction, growth and profit, innovation, efficiency, speed, and quality, etc. Let’s stop conflating AI with just productivity. AI promises much more for the future of work.

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Lots of great information in this year’s Belonging, Diversity, Equity & Inclusion report. I’m proud Walmart continues to drive transparency in this area as we build an environment where every associate feels seen, supported and connected through our culture of belonging.   As the nation’s largest private employer, and a large employer around the world, Walmart’s scale, purpose and values set us apart. We’re focused on creating equitable opportunities for all, and this report provides important transparency to help us identify focus areas and continue driving progress.   A few highlights:    🔵 Global representation for women in officer positions steadily increased, and officer representation for U.S. women and People of Color is at its highest level since at least 2021. 🔵 In the U.S., representation for People of Color in the total workforce made gains of over 1.4% year over year, driven by growth in LatinX representation. 🔵 People of Color hiring in the total U.S. workforce has increased year over year.   I’m especially proud of the work we’re doing in Walmart Global Tech. LatinX in Tech, Women in Tech, and the Black Technology Network continue to foster a sense of belonging and connection, and our Enterprise Business Services’ You Belong Initiative has driven important outreach for early-career technologists.   Our journey is ongoing and I’m looking forward to continued progress as we move forward. You can find the full report here: https://lnkd.in/gNJRkZ2q   #TeamWalmart #YouBelong

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Are you stuck in the cycle of “I have to get this done”? It’s time for a mindset shift! Explore the power of bright-side thinking and learn how to reframe your approach from “have to” to “want to”—a simple change that transforms attitude, reduces stress, and brings more joy to your daily work. Ready to make the switch? #BrightSideThinking #MindsetShift #LeadershipDevelopment #RetailLeadership #SelfImprovement #PositiveMindset #Reframe

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Embracing Servant Leadership: The Power of Putting People First In today’s rapidly changing business landscape, the role of leadership is evolving, and one concept that stands out is servant leadership. It’s about flipping the traditional leadership model on its head, prioritizing the growth, well-being, and success of your team over personal accolades or authority. Servant leaders are driven by the desire to empower others. By listening actively, showing empathy, and nurturing growth, we foster environments where individuals can thrive, innovate, and feel valued. This approach not only strengthens team morale but also drives sustained success for the organization. When we focus on serving our teams, we unlock potential far beyond what’s possible through command-and-control leadership. In my experience, teams that feel supported and heard are more motivated, resilient, and aligned with the organization’s mission. How do you practice servant leadership in your role? Let’s share insights and inspire others to lead with a mindset of service. #Leadership #ServantLeadership #Empowerment #TeamSuccess #GrowthMindset

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The word “grateful” doesn’t even begin to cover today... Pouring into people is my passion, so the opportunity to invest time in our leaders at Michaels as a kick off to the day was a JOY! 🤩 I shared advice based on personal experiences, rounding out to a list of 11 Leadership Lessons I’ve taken to heart in my career to date. Dropping those below for my LinkedIn crew to leverage too! ⬇️ Would love to hear your “lessons learned”! Share in the comments below to keep the learning goodness going. Here’s to our continued growth, y’all! 🎉 ✨ Do not fear - most fear is rooted in fear of people - what they will think, how they will react. Fear drives poor judgement - eliminate it to operate at the fullest level. ✨ Create clarity, not chaos - we don’t make good decisions when we rush. Slow down, think critically and then move into action. Also talk straight - say what needs to be said in a way where others can hear it… sugarcoating is not clear or kind. ✨ Get out of your own way - instead of worrying and saying “what if I fail?”, try switching your brain to consider “what if it all works out?” ✨ “No” can mean “Not right now” - you can’t always have it your way. Sometimes our ideas stick, sometimes they don’t. Give things time if you get a “no” and try again. ✨ Follow “yes” with “and” - get a crazy request? Instead of being the no police, tell the person “yes”, then describe what it will require to get that done with your “and”. Ex: Yes, we can take on that project. And I need XYZ to make it happen within the timeline you’ve laid out. Win, win! ✨ Name it to claim it - naming your emotions helps you claim power over them. Speak what you are experiencing and pull it into your consciousness to address things with a clear mindset. Same for your hopes and dreams - name what you want and go after it! ✨ Share wins, take the fall - the team gets the glory when things go well… every time. And YOU take the hit for them when things get off track. Period. ✨ Let people help you - being a leader is not about doing everything yourself. Leverage your team fully and also connect with peers. Success is about maximizing the team and your relationships. ✨ Polish the stones - set projects up for success with crisp milestones at the beginning before the team sets out to accomplish the work and the end before things officially launch. Helps the team move with speed and avoids unnecessary roadblocks along the way. ✨ Set boundaries - not everyone needs access to you 24/7 - establish expectations for communication vehicles and response times. For me, texts are urgent, IMs are more “FYI”, and emails are something I carve out times to read and reply to. ✨ Last, but not least, be a shepherd - when one of your flock is struggling, spend the extra time and attention to get that person back up to bright. If one part of the team is under more pressure, roll up your sleeves and help them accomplish the mission. #leadershipdevelopment #bettertogether #growthmindset

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“I love technology … But the reality is, every company is a tech company.” Think your job is challenging? Try being Donna Morris, Chief People Officer for Walmart, which has 1.6M employees ranging from “hourly workers without college degrees who restock store shelves, engineers who previously worked at Silicon Valley tech firms and longtime employees on the corporate track.” Hot tip. Follow Donna on LinkedIn to see how #WMT is thinking about compensation, #nanolearning, #AI and #GenAI, and “future proofing” the company.

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Hey Sean, Great post and thank you for the kind words! Buy online, pick-up in store (BOPIS) is all about a customer experience with choices - and consumers demand choices. If the retailer's store locations are not widespread enough to serve all customers, that service includes 3rd party pick-up locations, like Penguin Pick-up or Happy Returns. The same applies to buy online, return in store (BORIS). That 73% of consumers you mentioned that consider returns an important part of the shopping experience also say that they check the retailer's returns policy before making their purchase decision. 50% say they will abandon their shopping cart if the returns policy is not convenient for them. Providing choices drives sales! And in 2023, for the first time ever, more than 50% of consumers said they prefer a "box-free" in-person return at the retailer's store or a third party location. The message? - We know returns processes are a key part of the customer's overall shopping experience; and, - Consumers demand choices! A multi-option omni-channel experience wins every time! And TechBlocks can power those choices with its process, methodology and platform that integrates with every retailer's digital investments! #RetailInnovation #Omnichannel #BOPIS #BORIS #CustomerExperience #RetailTech #Ecommerce #DigitalTransformation #CX #RetailStrategy #SeamlessShopping #InStorePickup #ReturnsMadeEasy #RetailSolutions #CustomerSatisfaction #RetailTrends #DigitalCommerce #ShopperExperience #TechInRetail #RetailSuccess #SupplyChainManagement #RetailExcellence #CustomerJourney #RetailLeadership #RetailFuture

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Implementing personal accountability transforms leadership. Learn practical steps from The Oz Principle and QBQ! to foster a proactive and accountable culture in your team. Learn to ask empowering questions that drive better results. You, too, can begin building your own personal accountability system. #Leadership #PersonalAccountability #RetailManagement #EffectiveLeadership #TeamCulture #ProfessionalDevelopment

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A really insightful read, a wonderful capture of why great leadership matters. https://lnkd.in/gmBu3Xum

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Check out Episode 1. Dave talks to Rob Fusillo, SVP - Operational Excellence, about his journey from Brooklyn to Bentonville, how continuous deployment is making a difference at Walmart, his personal board of directors and more. #WalmartGlobalTech

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Just finished the course “Servant Leadership” by Ken Blanchard!  Check it out: https://lnkd.in/giSKB6Q9 #servantleadership.

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Great Bloomberg op-ed on why investing in retail store leaders is good for business. I love Andrea’s callout that big investments can raise eyebrows with analysts – like increasing our average Walmart store manager salary to $128,000/year with a new bonus program that gives store managers the potential to earn up to 200% of their base salary. But in the long run, she shows how these types of investments support retention, career growth, better run stores, strong stock value, and our ability to attract a broader range of customers.   Here are a couple of studies that stood out to me in Andrea’s piece: 💠 A 2012 study by Alex Edmans, Professor of Finance at the London Business School (then at Wharton School), found that firms on Fortune’s list of “100 Best Companies to Work for in America,” which have superior employee satisfaction scores on factors including pay and benefits, outperformed peers by 2.3-3.8% per year from 1984 through 2011. 💠 A follow-up study by Hamid Boustanifar, associate professor at the EDHEC Business School, and Young Dae Kang of the Bank of Korea found that the relationship still held: companies on the publication’s list earned an excess return of 2-2.7% per year through 2020, with particular outperformance during tough times.   At the end of the day, these investments also support the ability to build a pipeline of strong talent that stays and grows with a company. We want Walmart to be seen as an employer of choice and pay plays a big part in how we attract and retain talented people. #Compensation #TeamWalmart https://lnkd.in/gPVdAYG4

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Early on in my career at JCPenney, a leader gave me the best and most simple advice: “learn the business”. At that time, that meant diving in deep with leaders to better understand their function, goals and talent acquisition needs to help drive those strategies and ultimately their impact on JCP’s turnaround. As time evolved and I became an SME in the areas of the business that I supported, I still longed for that understanding, for growth as a leader and key contributor to the organization. This led me to follow along (quietly) with the senior leadership teams reading series. Now this series was not one that was publicly announced but in quarterly offsites, led by Marc Rosen insights from their readings were discussed and learnings communicated in the following days. These learnings and insights really sparked my curiosity and led me down a path that followed along with their reading series. This led to learnings from books like “The Heart of Business” and “Team of Teams” that I implemented into my daily tasks and oftentimes, shared with my team. As time grew on and I secretly followed along with this newfound tradition amongst the SLT, I would pick up on clues or murmurings of the next reading. This led to my purchase of “The First 90 Days” by Michael Watkins. At the time I was so eager to start the next reading of what I thought was, the next book in the SLT series when in fact, it was an onboarding book. One I believe was purchased for some of our new hires. To this day, I still don’t know but regardless of the reason, I believe it was meant to be. Over the next few weeks, I found myself being recruited by The Container Store and after I accepted the offer, diving deep into my next reading, as I prepare for my new journey. This experience, while not known by many, reinforced my commitment to proactive learning and reminded me of its impact on my career. While I’ll miss my secretive participation, the knowledge gained will stay with me! #careergrowth #learningneverstops #jcpenney #thecontainerstore

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Retailers would be wise to think of self-checkout as a way to allow associates more time to offer fantastic customer service - not solely as a means to cut costs. Read more in the Retail Dive article by Daphne Howland!

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