Walmart employs more than 1.5 million people in 5,000 stores which costs it a large amount of money to pay its employees and additional dollars to uphold its workers in competition with Amazon, a big online retailer market. Continually falling unemployment rates in the United States are also one of the reasons employee retention is challenging for Walmart. Moreover, the elimination of headquarters positions and store jobs through automation, low wages offered for retail positions, and the company’s focus on cost-cutting measures such as store closures can create uncertainty and instability for employees. This combination of factors can make it difficult for Walmart to retain employees for longer who may be seeking better-paying and more stable jobs elsewhere.
According to the case, Walmart is providing job satisfaction through pay increases, extended paid leave benefits, bonuses, and training opportunities. Meanwhile, Walmart also promises to spend on tuition assistance for employees who want to pursue degrees in supply chain management or business. Furthermore, Walmart is also taking measures to enhance job satisfaction by allowing employees to have more flexibility in their dress code, which creates a more comfortable work environment. One of the two other sources of job satisfaction could include the implementation of a flexible scheduling system that would allow employees to have more control over their life-work balance and accommodate their personal needs and responsibilities. Another source could be implementing a comprehensive employee recognition and reward program where employees are acknowledged for their hard work, maintaining a positive work environment, and achievements for improving employee retention and morale in Walmart stores (Peterson, 2005).
References
Peterson, C. H. (2005). Employee retention: The secrets behind Wal‐Mart’s successful hiring policies. Human Resource Management, 44(1), 85–88.
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