Last weekend marked the grand opening of Sprouts Farmers Market in Aurora, CO. The parking lot was teeming with cars so I dropped my wife off near the entrance and then circled the lot until I found a parking spot towards the front of the store.

Anticipating a delay due to the grand opening crowds, I put a movie on for the kids, opened a window, and relaxed. It was a beautiful day. The birds were chirping, the sun was shining, there was a slight breeze, and every now and then I’d get a glimpse of some fresh produce or breads sticking out of shopping bags as customers made their way to their cars.

I was now beginning to daydream—anticipating my own lunch made with toasted sourdough bread, fresh produce, choice meats, and select cheeses from Sprouts. Ah…

About that time, a Sprouts employee emerged from the store, leaned back against the building’s façade about ten feet from where I’d parked, and lit a cigarette—drawing deeply before exhaling a cloud of smoke.

Mood killer.

As I was downwind, I immediately closed the windows and then thought about how smoking and its residual effects (i.e., second-hand smoke, clothing odor, etc.) are incompatible with what Sprouts is attempting to promote: freshness and healthy living.

I don’t smoke. You may have gathered that already. And my hunch is that the majority of Sprouts customers, who are intentional about planning healthy meals using the freshest ingredients, don’t smoke either.

I’m no prude. I’ve smoked cigars on golf courses and in cigar bars. My point is not to bag on smokers. I will, however, bag on Sprouts for its failure to establish standards that reinforce its mission statement which includes: “…helping America eat healthier (and) live longer…”

If employees are permitted to smoke on the premises, it should not be evident to customers—by sight or smell. It’s simply incompatible with what Sprouts promotes and what its customers expect.

In addition to that, it’s a mood killer. And if customers are in the mood to spend money, it’s a business killer too.

In an earlier post I asked the question, “Why is it okay to behave indifferently toward customers and roll out the red carpet for the division president?” Specifically, why do employees paint, wax the floors, and polish the chrome for the division president and text friends, smoke near store entrances, and complain and banter in the presence of customers?

I have a theory about this. Here it is: Familiarity breeds contempt. Most employees rarely come into contact with and, thus, aren’t familiar with the division president. Oh sure, they may know his or her name but they’re usually not familiar to the point of lowering their guard in the executive’s presence.

Not so with customers. Customer-facing employees come into contact with customers all the time. And whether or not there is personal familiarity with a particular customer, there is a sense of familiarity with customers in general. And where there’s excessive comfort and familiarity, there’s contempt—a lack of respect—and a tendency to take the relationship for granted.

It’s not that employees don’t know what service is or how to deliver it. They do. And they showcase this aptitude in the presence of the division president. The issue is that many seem disaffected by customers—as in, “Oh, you’re just a customer. For a minute there I thought you were someone important, like the division president.”

In the introductory paragraph of this post, I listed three behaviors that I regularly observe in retail settings. These behaviors are chronic. They occur frequently. The only time they are exceptions is when the division president is on-site.

When executives grace the operation with their presence, the floors are spotless, there are plenty of employees scheduled, employees’ uniforms are pressed, there are lots of smiles, and there is a sense of urgency—dare I say, a bit of giddiness and extra pressure to perform?

The best operations don’t distinguish between a scheduled site visit by a division president and the scheduled opening of the store to service customers. Sure, there may be a bit of anxiety associated with the presence of a company executive—that’s natural—but the company’s standards don’t wane in the absence of headquarters staff.

Nordstrom comes to mind as an example of a retailer who puts its best foot forward whether a customer or Blake Nordstrom is entering the shoe department. The last time I was in Nordstrom, an employee from the men’s department walked me to the women’s department in search of an umbrella. When we returned to the men’s department, I decided to buy a bottle of cologne too. It was an impulse buy—in the moment. I didn’t plan to buy it and, in the absence of his outstanding service, I would not have.

Here’s an assignment for division presidents everywhere: If you really want to see how your operations run, stop by unannounced in a ball cap and jeans over the weekend. Don’t embarrass anyone. Just observe and take mental notes about what you see—the positive as well as need areas.

Then, assuming there was a gap (or chasm) between what you observed during your last official visit and this one, take action. Establish or reinforce credible standards to guide employees’ behavior. Make sure that every manager is aware of the standards and actively uses them to manage their employees’ performance. And, perhaps most importantly, hold managers accountable to model these standards at all times. If they don’t, the standards are no longer credible and become unenforceable.

Bob Farrell, author of Give ‘em the Pickle, is fond of saying, “What they see is what you’ll get.” When employees see their managers modeling established standards of service and procedure, they will perform similarly. When this happens, employees will stop texting friends, smoking near store entrances, and complaining and bantering in the presence of customers. And they will no longer seem disaffected by customers. Instead, they will treat them with the same courtesy, respect, and care with which they treat the division president.

Who’s more important: the division president or the customer? You decide and then your employees will follow suit.