INSIGHTS
How to attract and retain
retail talent

Rethinking processes

To address these challenges, retailers are set to further rely on technology moving forward. Adding more employee benefits to contracts and implementing and improving in-store technology are also key changes that retailers hope will reduce turnover and attract new talent to the industry.

Improving onboarding

When it comes to onboarding new employees there needs to be a shift in how knowledge is shared. Starting a new position is an exciting experience, but it can often be overwhelming because of the amount of new information that needs to be processed.

When someone new joins the team, how do retailers demonstrate what they need to do in their role without putting them in a potentially uncomfortable or awkward situation? Training must be relevant and should provide information and skills people can apply to their day-to-day work activities. If someone isn’t onboarded in the right way, they’re more likely to leave the business.

According to a survey from management consultancy Korn Ferry, part-time hourly store employees had an average 81% turnover rate in 2018², marking the highest percentage of any retail position.

Prioritizing well-being in the workplace

The Retail Trust’s comprehensive study found that 40% of retailers don’t have a well-being strategy in place. From exhaustion and staff abuse to worries around the cost-of-living crisis, it’s not surprising that retail employees have a lot on their minds.

It’s clear that there’s a direct link between talent retention and the well-being of the workforce. An effective well-being strategy needs to be flexible and adaptable as well as prioritizing training and development with measurable outcomes.

Supporting teams at all levels

The findings of the research carried out by the Retail Trust make it clear that retail employees are struggling across the board. From the shop floor to the back office and the boardroom, there’s an urgent need to focus on the well-being of retail workers.

Managers also understand the situation, with 84% wanting to see more training to help support their team’s well-being. In the demanding world of retail, training, and development is essential to help workers feel appreciated and equipped to do the job.

Motivating teams to learn

Showing your teams how their careers can progress within your organization, and that you will support their learning and development to get there is one of the best ways to motivate them. Giving your people access to tools that can help them develop new skills can go a long way toward making them feel more valued and happier in their roles.

That’s where Attensi can help.

“Attensi gives employees something engaging and relevant, so their learning is consistent with their roles and not just a tick box exercise.”

Joanna Akar

Attensi