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  1. Reasons/Causes for employee turnover/separation in the retail industry




    Write a paper on the Reasons/Causes for employee turnover/separation in the retail industry—3 paragraphs on this on 3 different reasons/causes for separation (1 reason per paragraph). Use the topics below for each of the 3 paragraphs on why employees leave their jobs in the retail industry.



Subject Business Pages 2 Style APA


Turnover in Retail Industry According to the National Retail Federation (NRF), while the standard employee turnover for most industries in the US. is approximately nineteen percent, the average turnover rate in the retail industry is more than sixty percent. This is linked with the recurrent practice of rehiring and retraining, which often impacts the retailers (Veschueren and Roethig. 2017). There are various probable causes for high turnover in the retail industry, from burnout because of extended shifts to lower wages. This paper discusses three causes of the retail industry’s high turnover rate: lack of training, lack of employee-oriented/engagement/practices/strategies, and lack of career advancement. Lack of training is considered a significant factor contributing to increased turnover rates in the retail industry. According to Cicerale (2020), new employees in the retail industry are usually not illustrateed to their job terms or scope. On most occasions, leaders and human resource executives fail to ensure that new employees have been trained and understand their job terms. Bliss (2019) indicates that although the job scope and other information about the position are included in the reports signed by the new staff, most of them fail to read the documents thoroughly and are unable to comprehend the information presented fully. According to the National Retail Federation, most new employees in the retail industry get guidance and training from their superiors (AIHR, 2020). When the new staffs have no guidance and training, they often lose interest in their job, which results in them feeling unhappy at work. Eventually, the employees resign from the job. Besides lack of training and guidance, another reason contributing to increased turnover rates in the retail industry is lack of employee- familiarization, engagement, retention, practices, and strategies about their job, also known as onboarding. According to All answers (2018), lack of proper staff engagement and familiarization to practices about the job is a significant reason retail staff leaves, contributing to increased turnover in the retail industry. In the retail industry, onboarding is engaging and familiarizing new employees with the strategies and practices of their posts. Onboarding commences from when an employee is recruited to the time the staff becomes productive members of the company. AIHR (2020) indicates that most human resources in the retail industry often implementing onboarding practices. Organizations in retail in the retail industry often lack well-structured onboarding procedures. It is unfortunate, as the first period of new staff is vital for their future in the organization. Munns (2021) indicates that new employees in the retail industry are often not adequately oriented; thus, they start feeling excluded in the organization’s practices and objectives. Moreover, the staff fails to develop strategies that enable them to interact with other employees and familiarize themselves with its process. McFeely and Wigert (2021) portray onboarding as the honeymoon stage for new employees and the ideal stage for the employer to drive engagement. Lack of new employee orientation in the retail industry results in poor initial performance, deprived employee morale, broken communication channels, and increased turnover rate. According to Veschueren and Roethig (2017), lack of employee orientation results in a high turnover rate in the retail industry. Staff who don’t feel they are provided with the preparation and training they necessitate for their post often don’t feel engaged or excited about the opportunity. When the new staff doesn’t’ feel they are engaged during the first days, they may choose to be absent or seek another job. Moreover, employees in the retail industry often choose to leave their jobs due to a lack of career advancement opportunities. According to Hedge and Rineer (2017), another factor contributing to high turnover in the retail industry is the openings for career advancement. When employees recognize that they can advance to better-paying posts with greater responsibility in a sensible amount of time, they are more probable to remain with an organization. The National Retail Federation (NRF) indicates that retail jobs often have deprived opportunities for advancement, which can result in the staff placing value on their posts and willing to leave to seek otherflportunities. Moreover, retail companies often hire young individuals, including teenagers. According to the U.S. Bureau of Labor Statistics (2020). young adults take retail jobs without the intention of working long-term. which results in increased turnover. For instance, a teenager may take a retail job during high-school, and leave upon graduation to seek better-paying jobs aligning with their course. Moreover, employees often seek personally fulfilling jobs, something that they often don’t get in the retail jobs. As a result, they tend to seek new intellectually stimulating jobs, contributing to the community and lucrative. However, there are different approaches people in the retail industry are using to address the problem of turnover in the retail industry, engaging employees to retain them. According to Anderson (2019), organizations in the retail industry implement different approaches to curve a high turnover rate. These include enhancing orientation procedures, training, learning, recognizing and rewarding great work, and considering employee feedback. Human resource managers utilize HR software to develop an automated onboarding program that incorporates new staff and makes them feel acknowledged. To enhance new staff training and learning, retail organizations are attempting to develop a career evaluation plan for their staff. When new staffs have a clue of the future in their job, they feel engaged and start appreciating their jobs. Moreover, human resource executives and leaders in the retail industry have noticed that they enhance their motivation when they show commitment to their workers. References AIHR. (2020). What Does High Turnover Mean? Turnover Rates, Jobs, and Causes. Retrieved From. hups://www.digitalhrtech.comthigh-turnover-meaning-rates/ All answers. (2018). High Staff Turnover in Hotel Industry. https://ukdiss.com/examples/labour-tumover.php Anderson. B. (2019). Gallup suggests that Employee Turnover in U.S. Businesses is a Small $1 Trillion Problem with a Simple Fix. Linkedln.https://businesslinkedin.comitalent-solutionsiblog/employee-retention/2019/gallup-suggests-employee-turnover-in-us-business-is-1-trillion-dollar-problem-with-simple-fix Bliss, W. (2019). The Cost of Employee Turnover. Retrieved from Bliss, William G. ‘Cost of employee turnover can be staggering.” Fairfield County Business Journal, vol.40. Cicerale, V. (2020). Turnover Rates in the Hospitality Industry and the Factors Contributing to















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