If you are telling your team about AP related best practices, but you are having a hard time getting the team to follow the directions, you could try doing something for them. Basically, you are adding more work to their job and they may not view your role as a leadership role, which means they don't like the extra work, and they feel they do not have to listen to you. So as a TPS myself, I do tend to do things in different areas that help out team members. For instance, if I am in Electronics for the day, I will help zone, or help with guest service. The reciprocity may help the TMs want to help the AP work center. Helping them makes their job easier, which means they would feel it is an equal trade to do something AP in return. It also improves my credibility with the team which means they are more willing to listen to me as I am not viewed as doing nothing all day.
Secondly, I know we like to share theft trends with the team, but I find that following up on shared trends, or tips goes along way in developing the culture. For instance, if I pass out a picture of an individual we are having trouble with so the team can call them out, I also inform the team when the issue has been resolved. If I get a empty packages or a tip about a suspicious guest from a team member, I make sure to follow up with the same individual about it. For example, I had a team member who saw someone enter the fitting room with an empty purse and leave it with a full purse and they told me. Turned out over a few weeks this individual was stealing the merchandise while someone else was returning it, a total loss of over 2k. Now because of that I have partnered with law enforcement and have resolved the issue. I have followed up with the team member and told them about the amount of impact to the store she uncovered and how it has been resolved. I let her know it was because she told me about it. This makes her feel like part of the AP team, and more likely to do the AP things in the future.
Finally, I would use recognition as much as possible. I recognized the team member in the above incident at huddles to make the team involvement in AP more transparent to the other team members. So I make sure to recognize every team member that has a Non-AP PMR and specifically mention what they did to get the PMR. It shows the other team what they should do and what they can expect when they do it. Most team members like the idea of having a $200 recovery, and if it could be had as easily as remembering BOB or LISA, then they will probably start doing it.
