There’s no doubt that many people leaving their jobs during the pandemic have been looking for better pay and benefits. New surveys from the Conference Board show that nearly a third of workers who left their jobs during the COVID-19 outbreak are earning an average of 30% more in their new positions. But better pay and benefits aren’t the only factor driving workers to find new jobs and new employers.
Workplace flexibility was named by 71 percent of respondents as a top on-the-job priority in Conference Board surveys. Flexible schedules, generous paid time off, advancement opportunities and a positive working environment are also top goals of those open to switching jobs.
“These results reveal that holding onto workers amid historic quit rates is about more than money,” said Rebecca Ray, Executive Vice President of Human Capital at The Conference Board. “While competitive compensation remains important, workers’ priorities have shifted: Flexibility is now table stakes. Workers clearly value their time, as well as the core benefits employers provide. Fostering professional growth and providing flexibility where possible is just as important to retaining talented workers as ensuring that employees are well-compensated.”
So how can businesses in the grocery industry and beyond find and hold on to great employees?
Be more flexible
Offering flexibility to your employees can make all the difference. While grocery stores can’t offer most employees the opportunity to work from home, they can offer employees flexibility in scheduling their work schedules around their personal commitments and helping them achieve greater work-life balance. Allowing workers an easy way to pick up additional work, swap work commitments if they have a conflict or find someone who can fill in for them can be a powerful tool for driving employee satisfaction. Likewise, workplaces that consider schedules set in stone will have more difficulty with recruitment and retention.
Offer a better job experience
In Axonify’s annual Global State of Frontline Work Experience Study, 63% of retail workers reported burnout as a more important motivating factor for leaving a job than pay, at 50%. “You need a competitive wage and benefits package to get them through the door, but it’s the work experience that will keep them for more than a few months,” Carol Leaman, CEO of Axonify told Progressive Grocer.
Getting to know employees and providing them with what appeals most to them — advancement or career opportunities, working schedules that allow them to take care of children or parents and intangibles such as respect — can help create an environment workers don’t want to leave. Just as personalization is important for your customers, who don’t want to be treated like a number, it’s important for employees to feel valued.
Make sure your managers know how to lead
Carefully cultivating a positive, supportive and inclusive working environment can help your store succeed. But many times in the grocery and other industries, great front-line employees are promoted to management but not given the training, education and skills they need to effectively lead people in their new roles. Grocery store managers can help create an awesome working environment that attracts and retains employees — or can create a not-so-great working environment that causes workers to jump ship at the first opportunity.
At UNFI Professional Services, we’re here to help your store(s) become more efficient, competitive and profitable. Learn more about our wide array of solutions for your grocery business by visiting our website: Services.UNFI.com.