Annotate the following script based off of the one provided. Unknown Speaker 0:02 hello, hello. recording. Speaker 1 0:06 okay, perfect. okay, hi, kira, thanks for letting us interview you today. um, okay, so when did you start working at Speaker 2 0:15 vuori? i started working at vuori about three months ago. okay, been there for three months. i'm still pretty new. okay, lovely. yeah. You wanna, what roles have you already so I'm a part time sales associate. So I just kind of deal with the floors trying to sell the product, checking people out, and which store locations have you worked up I've only worked at once I work on the one on stage three in Santa Barbara. Okay, got it. greeting the customers and making sure that when they walk in, they feel welcomed and that i'm there to help them with any of their needs. find them sizes, ask them any specific questions, if they're shopping for a vacation, anything that i can help them find and then if they decide, i can ask someone in the back to help me get that and just overall being knowledgeable about the product and helping one of whatever they need. Speaker 1 1:09 Wonderful, would you say I have like a follow up question. Would you say that you like have a lot of communication, both with like the other people that work at VR, like your other sales associates your leaves your ASMs. S or manager, or would you say you communicate like. more with the customers, or both. It's a pretty even Speaker 2 1:28 amount because I feel like working with having a good relationship with your employees and like being on the same page and sometimes you don't know every single answer especially still pretty new, so I feel like having literally shipped with your coworker and being able to ask them for clarification. ification. Yeah and also like my Asham or. manager that's on the floor that day, right? So I think it's really important to have, like, an even communication with the Unknown Speaker 1:50 customers and as well as, yeah, coworkers totally Unknown Speaker 1:55 question. What are some unspoken rules that you have learned Unknown Speaker 1:57 while being at Fauci I would say we Speaker 2 2:01 definitely talk about them. But more, just like on your radar, 24/7 is making sure it's a customer over anything. It's making sure the customer is happy, the customer is taken care of, the customer is not overwhelmed. They don't like all of their problems are being solved, and we're not making any more confusing or difficult for them, and we're fitting their needs, and they're leaving, they're happy and feeling like everything that they went in there today was Speaker 3 2:24 fulfilled totally. So now moving on to the human resource questions. How would you describe your relationship with other Speaker 2 2:31 employees? Great. I love it. I hadn't worked in retail before working here, and I like it's also since it's very student based at Bucha, because I feel like it's like a nice, chill, casual job in college, it's not too grueling, yeah, like your school schedule. And so I feel like that. Speaker 1 2:53 I feel like, no, no, you're good. I've just like, wait, you were asking about like, Speaker 2 2:58 oh, yeah, no. Honestly, it's great. And like, since everyone's, like, close to my age or a little bit older, yeah, I feel like it's a great Speaker 1 3:04 environment. I love everyone that I work with, and that's like, with, and that's like, one of viewers, like values, core values too, is like being great relationships. So I feel like it's very, like, prioritized at vuori, and also, like, even, even though, because, like, we're kind of, like, tasked with, like, finding a local organization. But I feel like Santa Barbara is very like, it's a community. It's part of the community, like the Santa Barbara like works with, like, so many of the fitness studios, so many of like, everyone around us. And like, I think, leads into like, our next question, or one of the next questions, which is, like, the active club events that we have. Like, how do you feel? Like vuori Like plays a role in the Santa Barbara Community. Like, fitness specifically, typically, The Active Club is a monthly community fitness event, either in-store or off-site, often in partnership with local fitness studios. These events are part of Vuori’s longstanding tradition of building community, promoting wellness, and connecting with customers. Speaker 2 3:44 but like, we definitely try to stay in it with, like, local businesses and people, like, very close to, like, our location too. We never, like, go too far. And even the like at 45 body rock solos, like yoga places like corporate, we've partnered with them to do, like, Team sweat. And that's also another part of like being have a good relationship with your coworker, is that, like, we do things outside of, yeah, work, and that also fits with like the viewer, like lifestyle, right? And like the managers are the coaches that we've, like, gone and taking classes with. Like, they'll come in and we have a great relationship totally. And then like, they also get the coaching, training discounts. It Speaker 1 4:26 creates a really good relationship. Yeah, totally, totally, totally, agree. What was another Sorry, do Unknown Speaker 4:35 you want to keep going? Or do Speaker 3 4:36 you want me to, like, start another question we had is, when you first joined the company, Unknown Speaker 4:40 what was the orientation like? Oh, yeah. Speaker 2 4:43 So I came in for like, a little sit down interview, and the way you already, like, introduces you to the company, if you've never, like, heard of it before, they give you, like, whole slideshow, like video, kind of, like PowerPoint presentation. Of, like, once again, the standards, the investment in happiness, yeah, like, view vibe, they would say, yeah. Like, casual, very, kind of, like, hippie, I would say, totally. They literally want everyone to be happy. Like, that's the overall like goal. And so yeah, they did like a PowerPoint process where I sat down, it took like an hour, and they watched like videos from like the CEO and, like, what, like the founding process and everything, and what the brand was built to be, and he wants to continue it to be. And yeah, I just got really oriented with like, the brand and like, what they Speaker 3 5:27 stand for. Yeah, okay, got it. And the follow up question on that is, who was giving the orientation to you, and Unknown Speaker 5:33 what was their position, the head manager of the store, yeah. Speaker 1 5:38 How do you feel like? I'll just ask if you like, off of that, how do you feel like you like, like, did you adjust pretty, like, easily, like, to like your role? Like, would you say you were trying, like, those training protocols were, like, successful and, like, you, like, kind of Speaker 2 5:53 started off easily? Yeah, I would say after the orientation, I felt pretty, like, way more obviously, you go in like, you're a little nervous, but after like, that, like, presentation, I felt way more relaxed, like, I didn't realize how chill the environment, yeah, and obviously, once again, everyone's closer to my age, so it was less overwhelming. I felt like I could make friends super easily. And honestly, I will say one of the biggest things, as well as the managers and assistant managers trained me, I would say my fellow coworkers, like the part time assistants and the floor leads, helped me just as much. Yeah, learning the product and everything. So I feel like that's another big thing. It's like, when you have that relationship with your coworkers, it's like they improve, Speaker 1 6:29 like, your knowledge as well. Totally, yeah. And I feel like it does definitely feel like it's like our general manager and then, like our ASMs and our leads, everyone's like, kind of doing a lot of the same stuff, like any one of those people can teach you on like, lowest level like do job duties as well. So it's nice that, like, everyone is working like towards like, that common goal, I guess, um, I forgot what I was just about to ask, hmm, it was, it was a follow up question, but we can move on to the next one, because I forgot, um, but you can go ahead. Yeah. Speaker 3 7:10 How do you feel? Like the company focuses on efficiency Speaker 2 7:14 and productivity a lot, like every day, like at the beginning, or not necessarily, if you're not there to, like, open this shift, like, just at the start of your shift, you'll do this one where you, like, checked in and they have a little, like checklist, and everyone schedules, who's coming in today, and what the goal is of the day, price wise, like, our overall, like money goal. And then we look back at what we made last year, if we look back at what we made last year compared to today, so like, sometimes it will be like 12 grand that day from last year. But then our goal from this year, depending on how we're doing with the month the year rate, it'll be like six or something. So it could be completely different. We go over, like, What's our goal for the day? And we'll kind of like, check it every hour, every two hours, just to see where we are and like, the flow of people coming in. And so I would say our floor leads and our assistant managers and our manager are always honest about, like, being efficient, making sure everyone that walks in the door is greeted and that they're just given the best care that they can give. And it like, give them their names, and like, act like you're super interested in, like, yeah, them, and they like, helping them. And then, like, they'll give us, like, reviews online. Yeah? That boosts are, like, we have, like, this one called NPS, or with, like, the company, so they can see how people have read your store. Specifically, that's really interesting, yeah? And so, like, it's like a percentage, so like, I think we're like 80 something, yeah? And that's like, overall, which is really good. So we'll check that, like, Speaker 3 8:27 every at the beginning. Oh, no, yeah. So would you say that the managers are pretty transparent with you regarding, especially like that, Speaker 2 8:33 how much you were making every day? Yeah, yeah. They're really transparent. They're like, we always talk about goal, we always talk about the NPS. We always, like, go over and stuff. We're, I would honestly say, like, the part time associates know, nearly as much as Speaker 1 8:43 the managers, right? Yeah. Interesting. Would you say, like, because I was kind of talking with Jen in our interview about, like, how she gives feedback, and, like, she was, like, you know, we really try to prioritize, or at least her specifically, like, giving positive feedback, you know, like shouting out, like, when you get, like, a shout out in your MPs review, or, like, yeah, like, you get rewarded for that good behavior so that like, you're incentivized to, like, keep, you know, being efficient and productive and like, getting like, those customer shout outs. Do you say like, I mean, or would you say that like, feedback is like, well rounded from like, the higher ups, like, they like, do a good job of, like, telling you when you're doing good job and when you're maybe not like, or from your Speaker 2 9:23 experience with others too. We have like, two ASMs, then we have one, like head manager, I would say maybe, like one more than the other is probably more positive all the time. And there's ones that, like, can be good cop and bad cop with like me to do stuff. So I feel like we have a good balance of both. Yeah, more so good. Yeah, I agree. But yeah, no, I think they do a great job at like, praising us and like, once again, you get rewarded to, like, good behavior, like we did, like, a bingo, which is like, super fun. And, yeah, full on. Like, like, a chart. And, yeah, it was like, Blackout bingo. Yeah, every square to, like, win something. And you had to, like, learn, learn five customers maybe, yeah, like, get an NPS shout out with, like, your name, and it like, You're so awesome, yeah, like that. And then, like, sell over $1,000 tree, right? Like that. So it's like, it was more like, yeah, it Speaker 1 10:09 keeps things fun. And, like, totally, what you do, yeah, I feel like there's a lot of aspects of vuori, especially like V or Santa, Barbara, like, I know, like I was talking to Jen, like she, like, came from one view to another. And like, V or Santa, Barbara is so chill and laid back. And, like, wants to make work, like, exciting. Like, our general manager will like, bring donuts to our work meetings and like, do things like the bingo card and like, just, like, try to make it fun for everyone. Because so many of our employees at vuori are like, full time. Like, they're there 40 hours a week. So like, if you're spending that much time there, they want it to be, like, enjoyable relationships? Unknown Speaker 10:45 Yeah, totally. Speaker 3 10:46 Which I really do think we all coming back to, sorry to what you mentioned about the bad cop. How would you say those situations are addressed? I know you said there's fewer of those, but how Speaker 2 10:54 would the managers address those? It would more, not necessarily like, you're like, in trouble, but it would just mean be more so, like, once again, we do all really get along. So we do have, like, it's sometimes hard not to be like, Oh, my God, would you do this weekend, helping customers? Yeah, because if we're slow, sometimes we get more caught up in those conversations, then I'll start getting busy. And you have to, like, sometimes be reminded, like, okay, like, can we help greet people? Can be like, does that person like if they're holding a bunch of stuff? Like, check on them, see if they need stuff like that. So it's more just little things of like, like, Hey, make sure they're greeted. Like, yeah. Like that just reminding, yeah, totally, that's like, Unknown Speaker 11:28 gets in trouble, right? Speaker 1 11:31 That's exactly what Jen was saying. Like, it's like, it's not, it's not like, you're like, Oh, you're really not doing a good job. Like, it's more, it's like, can you do this? Which is like, you know, it's like, kind of annoying for them to have to ask people to do things over and over again that they're supposed to be doing. But I think the point in that is, like, eventually we'll do it on our own and get the message. Like, when it's like, you know, starting to get busy, or, like, store needs to be like, Unknown Speaker 11:57 yeah, what's it called size? Yeah, yeah, you Speaker 2 12:00 can just read the room. Like, if it's really busy, like, obviously we can get the hit. But like, if it's really slow, sometimes, like, we just Unknown Speaker 12:07 fall into those habits of, like, talking Speaker 1 12:10 and like, totally Yeah, yeah. And so we'll just get reminded, yeah, kind of like, what you've been saying, I feel like you kind of, like, already started to touch on this. But like, vuori definitely prioritizes, like, efficiency, productivity and everything. But one thing like that, the human relations approach that we've learned about in class, like it says that like an organization is like a family unit, whereas, like, prior research showed that like, it's more like a machine, which kind of like is more like, you know, efficiency focus and like, productivity focus. Would you say like your is like family or, like, a balance of the two, or like, what's the vibe? Speaker 2 12:47 I mean, I've only been there for three months, so I totally say, if I've been there for a lot longer, it would definitely feel more like a family. But it like, I definitely can see it forming into that, yeah, I love everyone I work with. And there's, I mean, unless I'm, like, tired, but there's never really, like, I, like, the last thing I want to do is go to work. Yeah, really, I actually enjoy, like, going and seeing everyone totally, once again, our job's not super grueling. We're not doing like, manual labor, right? It's nothing crazy. So I really like everyone I work with, and I don't I see it as, like a family, and not like machines where, like, well, here's the clock. Again. I'm doing this once again. Do this, this and this, and I'm, like, Speaker 1 13:20 dreading it. Like, I don't feel that. Yeah? Totally, yeah. How do you feel, like, the like communication between, like, I was kind of talking to Jen about, like, the different levels of communication that she works with, like, obviously, as an ASM, she's communicating with, like corporate and then like other viewers, like employees, sometimes all the ASM so she has a meeting tomorrow with like ASMs for like, from our entire district. You kind of just have more so, like, communication with, like, the Santa barbaraviori, but like, how do you feel like our channels are, like, used, like we, we were kind of talking about how we switched from, or you might have joined right after we switched from the iMessage group chat. Oh yeah. So now we have slack. Like, how do you feel like, do you feel like it's efficient and like messages are, like, conveyed As an ASM, the interviewee handles communication across all levels—weekly check-ins with the store manager, leadership team meetings, and daily associate huddles. They ensure that all updates from headquarters (like Store Force announcements) are communicated effectively to the team. Responsibilities also include keeping staff informed about sales, events, and operational changes. Speaker 4 14:05 clearly through that. I definitely think they are efficient. I feel like maybe not everyone has their Speaker 2 14:10 notifications, but overall, I think the absolutely efficient because, like, she said, like, they just had an iMessage workout with, like, everyone's numbers, and also, being new, I didn't necessarily have everyone right attached to their number, so I didn't necessarily know I was talking to but that was like, I think they literally switched, like, a week after it started. Yeah, I didn't even communicate in that message group chat. So now it's super nice that Slack has, like, we have columns of like Team sweats, which is, like the workout scheduling, like switching shifts all viewer, which is, like, just a worldwide message of, like, information, Speaker 4 14:38 news that gets put out, yeah? And then there's like, one more, but, Speaker 2 14:42 like, yeah, like categories, and so everything is, like, in place, and it's nice. And also, Speaker 1 14:46 like, everyone has their little profile picture. Totally helpful, Speaker 2 14:50 yeah? Like, no one has to, like, wonder who's sending that text, right? And I feel like everything is really organized, totally even if they ask, like, in the group, you can also text everyone individually. It's like a DM. You can kind of like, Yeah, talk to people individually, Speaker 1 15:04 which, yeah, it's really organized. From my experience, when we use, like, the iMessage group chat was the most frequent text sent was, can you let me in? Or like, door, please? And that, like, people would mute the group chat because that's all that was being sent. Whereas, like, if you're not working that day, you you can mute the group chat if you need to. Or like, the like managers that, like, have, you know, two days off a week they're not gonna be letting anyone into the store on, like, a day that they're not into. Like, you don't need to be seeing that. Like, it makes it more efficient, Unknown Speaker 15:35 for sure. Yeah, Speaker 2 15:36 and like, obviously, on the iMessage thread, like, if someone's like, Hey, can you cover my shift? And they send it, like, late one night, and then, like, the next day, everyone's, like, having a new thread about a new conversation. Like, that's right, it's awesome translation, but at least with, like, the shift exchange, like, it's all in one place. So it's like, not, like, rarely 20 people are ever talking about exactly. So, like, if someone asks about shift exchange, it's usually the most recent thing in the chat, yeah. And you can like, reply directly to the message, or, like, to the whole thing. And Speaker 1 16:00 so it's cool, yeah. Um, is there anything else you want to ask from? Well, I feel like we're from this, yeah. I feel like we honestly have covered everything. Unknown Speaker 16:19 Um, yeah, I think that's it. Yeah, Speaker 2 16:21 right. Kind of a fun project. Is it like, okay, like, what do you guys have to do? A paper. Unknown Speaker 16:28 Yeah, kind of, freezing, Speaker 1 16:31 three others. Yeah. But one way I'm gonna pause or I'm gonna stop this, and then if I need.
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