Investing in Entry-Level Talent: Retention Strategies that Work

In 2016, the U.S. retail industry lost approximately $9 billion dollars to voluntary, entry-level turnover. Such losses are expected to climb as turnover rises across industries from health care to banking. While many companies accept high entry-level turnover as a cost of doing business, some companies are changing that reality by investing in the retention and advancement of their entry-level talent. Their investments not only improve business outcomes, but also provide new options for individuals who face barriers to economic opportunity. Investing in Entry-Level Talent: Retention Strategies that Work highlights 4 evidence-based strategies for effective retention and advancement, backed by 14 practical suggestions for implementation as exhibited by companies like The Container Store, Verizon Wireless, Gap Inc., Wegmans Food Markets, and many others. This research was funded by Walmart for the benefit of nonprofits, workforce organizations, and employers. It will inform our Impact Hiring Initiative, a learning community for those interested in innovating and driving best practices in hiring, retention, and advancement of opportunity youth and other populations facing barriers to employment.

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Research, Reports & Publications

How to Improve the Engagement and Retention of Young Hourly Workers
What would you do if the majority of your entry-level, hourly workforce was planning to leave in less than a year? More than half of the 1,200 young people working in entry-level jobs we surveyed said that was their plan — and less than a quarter felt highly satisfied with their job. That’s expensive for business.

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New Report - Investing in Entry-Level Talent: Retention Strategies that Work
4 evidence-based strategies for effective entry-level retention and advancement.
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