Business Retention and Development Committee Agenda and Packet 2010 09 07

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their next locales, employees look at demographics such as education level. In the past they've even looked at who's subscribing to high-end food and cooking magazines as a way of divining where the epicures are. On a Tuesday evening just before dinnertime, retail expert Burt P. Flickinger III joins the steady hum of foot traffic at the Trader Joe's in Larchmont, N.Y. Because Trader Joe's won't give Fortune any information on its stores, Flickinger, of consulting firm Strategic Resource Group, has agreed to walk through a few suburban locales and offer feedback. In Larchmont, Flickinger does a little bit of his own shopping. (It's what happens when you walk into a Trader Joe's -- you get sucked into buying stuff you didn't plan to.) An employee, noticing that he has his arms full, brings him a basket. At the register the perky cashier offers up that the mango sorbet Flickinger has selected is on her top 10 list of favorite Trader Joe's items. You can't buy engagement from employees, but the pay at Trader Joe's helps. Store managers, "captains" in Trader Joe's parlance -- the nautical titles are a holdover from Coulombe (newly promoted captains are commanders; assistant store managers are first mates) -- can make in the low six figures, and full-time crew members can start in the $40,000 to $60,000 range. But on top of the pay, Trader Joe's annually contributes 15.4% of employees' gross income to tax-deferred retirement accounts. All of that can lead to a better customer experience. A ringing bell instead of an intercom signals that more help is needed at the registers. Registers don't have conveyor belts or scales, and perishables are sold by unit instead of weight, speeding up checkout. Crew members aren't told the margins on products, so placement decisions are made based not on profits but on what's best for the shopper. Every employee works all aspects of the store, and if you ask where the roasted chestnuts are he'll walk you over instead of just saying "aisle five." Want to know what they taste like? He can probably tell you, and he might even open the bag on the spot for you to try. Can Trader Joe's maintain that kind of charm as it expands? Former employees worry that the company is losing its entrepreneurial zeal and that CEO Dan Bane has made the place more corporate, adding more senior vice presidents, and creating new titles such as product developer. At headquarters Bane encourages employees to wear Hawaiian shirts and name tags. But putting systems in place isn't necessarily a bad thing. "You have to grow up at some point," says a former employee. "You have to start following rules. You have to start putting in checks and balances." The stakes are higher now that Trader Joe's has hundreds of stores. A buying error could cost the company millions. Bane, 62, who has a background in accounting, graduated in 1969 from the University of Southern California, where he played baseball -- or, as he's said, "spent a lot of the time on the bench." During a talk at USC, Bane said that he's modeled his leadership style on his famed coach, Rod Dedeaux. Bane joined the company in 1998 as president of West Coast operations and became CEO only three years later.