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COCHETEL Maeva – PECOUL Floriane

Management Reward & Performance Scenario RP

The scenario that we will be presenting during the role-play is about the DIY Stores Company, that sell DIY equipment, self-assembly furniture, plumbing appliances and garden tools. For the role-play, we chose to represent the store managers and Line manager. Store director’s profile (Mrs. PECOUL): 45 years old, runs the Carlisle store for 10 years. She is very concerned about her employees and is aware that they are the main pillars of the company. This is why she wants to organize individual meetings with each line manager in order to better understand the reasons of the problem. It's been a while since she's thinking about setting up more regular performance appraisal to prevent this kind of case from happening again. Line manager’s profile (Mrs. COCHETEL): 33 years old joined the store of Mrs. PECOUL 6 years ago as a saleswoman. Very ambitious and available for her team, it is one of the pillars of the store. She began to lose motivation when no salary increase was made in the last year with stressful and heavy work conditions. Moreover, since her promotion in 2015, she has noticed that a drop-in motivation is affecting all of her teams. Permanent contracts are rare and fixed terms are multiplied. This is a team cohesion problem since new heads arrive frequently which generates non-stop departures and formations. Like her colleagues, she is absented more and more. She expects a lot of this appointment. During the meeting, Maeva speaks about the big problem of absenteeism and demotivation of her staff. One of the big issues is the turnover employees. They both agree with that and before discussing the changes in the company they need to fix this problem first. That is why the store manager will suggest reforming the contract by only proposing Permanent contract with a longer trial period (2 month). That will allow the company security in terms of turnover employees by hiring people who will be very interested by the long-term contract and motivated for the job after the trial period. Once this problem is solved, the line manager will propose to assist the recruitment interviews in order to give her opinion about her future staff. Maeva will explain to the store manager, that this new process will allow to have two points of view and also to be confident about the candidate. In order to maintain the staff’s motivation once they work in the company, Maeva and Floriane will discuss the different possibilities to improve all the staff’s skills so that everybody feels engage in their own job (such as, improving the “employee of the month”, challenges, news rewards, etc.) Once the team is steady, tight and cohesive, the two protagonists intend to find longterm plan in order to keep the motivation on and thank them (Team building and incentive, staff trip, etc.) The meeting takes place in Mrs. PECOUL's store located in Carlisle (Scotland, UK) with her garden tools' line manager, Mrs COCHETEL.

COCHETEL Maeva – PECOUL Floriane

Script of the Role-Play

Management Reward & Performance Scenario RP...