top of page

How Investment in Upskilling, Reskilling & Internal Mobility Drive ROI in Retail


Investment in Upskilling, Reskilling & Internal Mobility drive ROI in Retail
Investment in Upskilling, Reskilling & Internal Mobility drive ROI in Retail

Looking to boost profitability in the fast-paced retail industry? How can investment in employee upskilling, reskilling and internal mobility drive impressive returns on investment (ROI)?


In the fast-paced and fiercely competitive retail industry, investment in upskilling, reskilling and internal mobility in the retail industry are more than just smart business moves—they're strategic initiatives that can deliver impressive ROI. We'll explore five proven key aspects that demonstrate how these investments drive economic value in the retail sector.


1. Internal Mobility: Fostering Growth and Efficiency


By implementing programs that encourage employee growth and facilitate transfers across different roles and departments, retail corporations empower their workforce. When employees are given opportunities to develop new skills and take on fresh challenges, they become more satisfied, engaged, and productive.


  • In fact, according to Deloitte, companies with strong internal mobility programs enjoy a 41% higher market share and 25% higher profit margins compared to those that neglect this aspect. In 2022, they published an article on promoting internal mobility, which highlights the importance of having an internal mobility strategy and how fostering a high level of mobility within an organization is extremely beneficial.


Consider the case of a leading retail giant that encourages its store associates to explore various opportunities, such as merchandising, supply chain, or e-commerce. By providing relevant training and development programs, this company equips its employees with valuable skills, resulting in enhanced expertise and a deeper understanding of multiple facets of the business. The outcome? Improved efficiency and effectiveness across the organization.


2. Retention: Investing in Employee Loyalty


In the retail industry, high turnover rates can lead to increased recruitment and training costs, as well as productivity losses. However, by prioritizing employee growth and development, retail corporations can significantly enhance job satisfaction and increase retention rates.


  • Gallup's research reveals that companies that offer development opportunities and invest in their employees' growth are 3.5 times more likely to have engaged employees, reducing turnover by 24%.


When employees witness their employer's commitment to their professional advancement, they are more inclined to remain loyal to the organization. Retail companies can attract and retain top talent by providing tuition reimbursement programs, career development resources, and mentorship initiatives. These investments not only reduce turnover costs but also ensure a consistent and skilled workforce, enabling companies to deliver excellent customer experiences.


3. Attraction of Great Talent: A Competitive Advantage


In today's competitive retail landscape, attracting and retaining exceptional talent is vital for sustained success. Upskilling and internal mobility programs play a crucial role in this endeavor. According to a LinkedIn study, 94% of employees would be more likely to stay longer at a company that invests in their career development. By emphasizing their dedication to employee upskilling and advancement, retail corporations differentiate themselves as employers of choice, attracting highly skilled individuals who value opportunities for growth.


  • To optimize talent acquisition efforts, incorporating keywords such as "career development opportunities" and "continuous learning" in job postings can improve search engine optimization (SEO) and increase visibility to potential candidates.


By effectively leveraging upskilling and internal mobility investments in their employer branding and recruitment initiatives, retail companies stand out as desirable workplaces, ultimately gaining a competitive advantage in the talent market.


4. Education Outcomes: Bridging Skill Gaps and Boosting Performance


Investing in upskilling and training programs for retail employees not only enhances their skills but also improves overall performance. By offering continuous learning opportunities, retail corporations can bridge skill gaps, adapt to industry changes, and ensure their workforce remains competitive.


  • According to Elucidat, an e-learning platform, digital retail learning is the best way to support the modern retail employee who needs support on the job, as they don't have much time and are faced with constant change.


Consider a retail company that provides comprehensive training in digital marketing strategies to its marketing team. This investment equips employees with the necessary skills to develop effective online campaigns, leading to increased customer engagement and higher sales conversion rates. By tracking and measuring the outcomes of education initiatives, retail companies can assess the effectiveness of their investments and make data-driven decisions to optimize future programs.


5. DE&I: Cultivating Inclusive Workplaces


Diversity, equity, and inclusion (DE&I) have become increasingly important focus areas for organizations across industries, including retail. Upskilling and mobility investments can significantly contribute to cultivating inclusive workplaces and promoting diversity within retail corporations. By providing educational opportunities to underrepresented groups and creating pathways for advancement, retail companies break down barriers and ensure equal access to growth and development. This not only enhances employee morale and engagement but also improves the organization's reputation as an inclusive employer.


  • The National Retail Federation has established a Diversity, Equity & Inclusion Working Group for retail members to collaborate on best practices to ensure racial, ethnic, and gender equity within the industry.


For instance, a retail corporation could partner with companies like Escalate for programs targeted at individuals from marginalized backgrounds. Actively recruiting and supporting diverse talent allows companies to tap into a broader range of perspectives and experiences, leading to innovation and better decision-making. Moreover, emphasizing diversity and inclusion initiatives in employer branding and recruitment efforts can attract a diverse pool of candidates who want to join an organization that values and celebrates differences. This enhances the company's reputation and positively impacts customer perception, ultimately driving sales and customer loyalty.


In conclusion, investment in upskilling, reskilling and internal mobility have a significant impact on the ROI of big retail corporations. By prioritizing internal mobility, investing in employee retention, attracting top talent, bridging skill gaps, and promoting diversity and inclusion, retail organizations create a workforce that is engaged, skilled, and representative of diverse perspectives. This leads to increased productivity, reduced turnover costs, improved customer satisfaction, and ultimately, a stronger bottom line. Strategic investments in upskilling, reskilling and internal mobility position retail corporations for long-term success in an evolving and competitive industry.



Kommentare


bottom of page