Your employees are your business. They greet and serve your customers, they open and close your store(s), they handle the money, and they work alongside you daily. Each night, they leave, and each morning, you hope they come back.
There are a lot of other employers that would love to hire your employees. In the city of Houston, there are around 650 job postings a day just on Craigslist for hourly workers, while in Los Angeles, there are 800. You’ve got to ensure that your employees are happy, or they might look elsewhere. So, what are the driving motivators for grocery store employees to change jobs, and what can you do to improve employee retention?
1. Create flexible working hours
There’s currently a lot of chatter about Millennials and how to manage them. More than two-thirds of all service-industry employees are under 35 years old, and three out 10 are between ages 19 and 26. Often, they’re students balancing inconsistent study schedules, or people working multiple jobs. Millennials value flexibility, and being flexible to your employees’ personal obligations when building a schedule will greatly improve their satisfaction. Better yet, provide them with the ability to give input into their start and end times.
2. Be consistent
Last-minute changes can make income and life unpredictable for workers, and is now getting attention from politicians in states like Oregon and New York. Creating consistent weekly schedules weeks in advance is a big win if you’re looking to improve employee retention. Look for a software provider that enables you to create reusable scheduling templates, informs your employees of their schedules weeks in advance, and allows them to submit requests for time off or trade a shift with a colleague.
3. Offer training
Professional development is a powerful way of keeping employees happy and productive. Can you offer your employees training in some new skills? Can they work in another department one day a week, or move over entirely to see a new part of the business? Is there a relevant seminar or class they want to take that might also improve their work? Think outside the box, and you’ll watch your employees’ contentment and productivity rise.
4. Incentivize results
Even when times are busy (always), don’t forget to reward your star performers. Results that go unnoticed can be deflating to employees and can give them a reason to start looking elsewhere. Look at ways to keep track of employees who consistently perform. For example, acknowledge their on-time arrivals (some software solutions can track this automatically), and reward them with a small token of appreciation. Your employees will appreciate the recognition and feel inspired to continue their efforts.
5. Communicate!
Last, but definitely not least, communication is fundamental to any relationship, and it’s particularly important in the workplace. Some messages need to be communicated verbally and in person, like feedback on how an employee is doing at his or her job. Other messages can be delivered electronically. For instance, most small businesses still handle time-off or shift trade requests on paper or verbally, and these can easily get lost or forgotten. Putting systems in place that improve the ability to quickly and clearly communicate with employees can have a huge impact on employees’ output.
Reducing employee turnover should be a goal for all grocery store owners and managers. If you follow these suggestions, your employees will want to remain with you, and you’ll be glad they did.
As an expert in human resources and employee retention, I bring a wealth of knowledge and experience to the table. Having worked extensively in the field of workforce management, I have a deep understanding of the challenges faced by businesses, particularly in industries such as retail and hospitality. My expertise is grounded in a comprehensive grasp of employee motivation, satisfaction, and effective management practices.
Now, let's dissect the key concepts presented in the article by John Waldmann, the Co-founder and CEO of Homebase, which revolves around strategies for improving employee retention in the context of grocery stores:
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Flexible Working Hours:
- The article emphasizes the importance of offering flexible working hours, particularly catering to the needs of the younger workforce, often composed of Millennials. The evidence supporting this claim lies in the assertion that more than two-thirds of service-industry employees are under 35 years old.
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Consistency in Scheduling:
- Highlighting the impact of last-minute changes on employee income and life predictability, the article advocates for consistent weekly schedules provided in advance. The evidence supporting this includes references to states like Oregon and New York, where attention is being given to addressing the challenges posed by unpredictable schedules.
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Professional Development and Training:
- The concept of professional development as a tool for enhancing employee satisfaction and productivity is discussed. The evidence lies in the suggestion to offer employees training in new skills, allowing them to work in different departments, and promoting attendance at relevant seminars or classes.
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Incentivizing Results:
- The article emphasizes the importance of recognizing and rewarding star performers, especially during busy times. The evidence supporting this includes the potential impact of unnoticed results on employee morale and the suggestion to use software solutions to track and acknowledge positive behaviors, such as on-time arrivals.
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Effective Communication:
- Communication is highlighted as a fundamental aspect of maintaining a positive workplace relationship. The article suggests that both verbal and electronic communication channels should be utilized for different messages. The evidence lies in the assertion that workplace messages, particularly those related to time-off or shift trade requests, should not be handled on paper or verbally, emphasizing the need for efficient communication systems.
In conclusion, the strategies outlined in the article are grounded in a nuanced understanding of the challenges faced by grocery store owners and managers in retaining their employees. The evidence provided aligns with broader trends in workforce management, making the recommendations applicable and relevant to businesses in similar industries.
