Retail / Store networks
Two stores miss the same target. Not always for the same reason.
Connect an operating gap with guided conversations across comparable teams. HR reads aggregate themes, store managers receive a brief, and the network chooses one practice to test.
One free campaign: up to 30 invitations over 60 days, no credit card. Paid plan: €2 per person per month, excluding VAT, minimum 50 people.
Fictional brief example
Network · Two comparable stores
Two stores, a gap to investigate.
Test on a comparable scope
Lontra
Which scheduling and onboarding differences need review?
Some respondents describe difficulties during their first shifts. Check schedules and available support before proposing an onboarding buddy.
Fictional content example, not a product screenshot or customer result. The responsible people still need to check the hypotheses.
The cost of the blind spot
The KPI tells you where to look. It does not tell you what to change.
Turnover, stock availability or slow onboarding can have several explanations. If the regional leader starts with the store ranking, they may blame a manager when scheduling, the new-hire journey or a local constraint should be checked first.
Today
The network compares averages, asks the local manager for a quick explanation and sometimes deploys the same response everywhere.
With Lontra
Proposed pilot: two comparable stores, one question about the first 30 days for new hires, then a local action with an owner and review date.
In numbers
- 100,000people in the retail group where Lontra is in productionthe group operates in 40+ countries; this is not the deployment footprint
- 1 campaignup to 30 invitations over 60 daysno credit card required
- €2per person per month50-person minimum, so €100 excluding VAT per month
What becomes possible
A store diagnosis that leads to a test
Separate observed facts from explanations that still need testing
Compare stores with similar roles, seasons and operating conditions
Prepare a regional visit with concrete questions
Test one onboarding change on a limited scope
Document a local practice with the people who perform it
Review the result in the next campaign before expanding
Inside the product
From store metric to a decision you can test
Every step shows what was observed, what was inferred, and who decides.
Choose one metric, two comparable stores and a defined population
Write a question that does not imply the desired answer
Invite employees within the pilot scope
Keep their observations separate from analytical hypotheses
Open the HR aggregate only when five people have responded
Give the manager a brief, never the raw conversations
Name the action, owner, measure and review date
To try it
A retail pilot with a readable decision
Try the participant journey yourself, then prepare a focused campaign with your team. Adapt the schedule to participant access, response review and your capacity to act.
One store problem, not the whole network
Define the population, period, comparable stores and decision to inform.
One bounded campaign
The trial covers one campaign, up to 30 invitations and 60 days, with no credit card.
Facts, counterexamples and limits
HR reads the aggregate if five people respond. That threshold alone does not guarantee anonymity.
One action and one date
Test a local adjustment before rolling it out to the network.
Managers never see the raw conversations.
HR reads aggregates from five respondents; that minimum alone does not guarantee anonymity.
No individual score and no prediction of who will leave.
No automated employment decision; an accountable person chooses and follows the action.
Rolling out across countries, or want to look at your case together? Book a thirty-minute conversation.
30 minutes. Your problem, your teams, your measure.
Less theater. More humans.