In the retail industry, turnover feels unavoidable.
Employees quit without warning. Good people leave for higher pay elsewhere. New hires disappear before they’re fully trained. For retailers, constant hiring becomes part of the job — until it starts costing more time, money, and energy than it’s worth.
Here’s how to build a reliable retail team that lasts, aligns with your values, and grows with your shop.
According to the U.S. Bureau of Labor Statistics, retail turnover is more than 60%, well above the national average. In grocery and convenience stores, it’s even higher — around 70% for grocery and over 130% for full-time employees in convenience stores.
Turnover is a reality in most retail settings because stores typically:
Successful owners don’t eliminate turnover — they control it. They recognize that some churn is unavoidable and focus their effort on preventing unnecessary losses driven by poor communication, burnout, and inconsistent training.
That approach is grounded in three key pillars.
An unexpected resignation or uncovered shift puts managers in reactive mode. Hiring quickly may solve today’s problem, but it often introduces new issues that cost more time and effort later.
Building reliable retail teams means slowing the process just enough to set clear expectations and make deliberate hiring decisions.
Setting clear expectations from the start reduces downstream issues. When expectations are not clearly defined, employees make inconsistent decisions that slow operations and increase frustration.
On job posts and during interviews:
For example, a tobacco shop owner might walk candidates through a typical Friday night shift to help them understand the pace and pressure before accepting the job.
Clear expectations don’t drive away strong candidates — they screen out poor fits before they become staffing problems.
Referral hires tend to stay longer. Workforce studies show a 40% retention rate for referral hires, compared to roughly 33% for job board candidates.
Create a referral program that motivates current employees to recommend friends or family they trust to do the job well.
Structure it to:
In retail boutiques and grocery stores with small, close-knit teams, referrals often bring in individuals who already share the skills, mindset, and work habits that reflect the store’s values.
Many retail stores rely on informal training because they think it’s a faster method. New hires shadow whoever is on shift and learn as they go. In reality, this approach creates inconsistency, missed steps, and unnecessary strain on both new and experienced staff.
Structured training shortens learning curves and prevents burnout across the team.
Checklists create a clear training roadmap and ensure consistent expectations across every shift. They help new hires get up to speed more quickly and provide experienced staff with a repeatable method for training correctly each time.
Build a training guide that:
If possible, personalize the onboarding process by including charts, graphics, and role-play scenarios, so all types of learners can understand what’s required.
Most retail turnover happens within the first 30 days. Effective onboarding equips new hires with the tools and clarity they need to perform confidently without becoming overwhelmed.
Managers can support this by:
For instance, a liquor store owner might train employees on basic sales tasks, including age verification and checkout flow first, then move to inventory tracking and promotions once those fundamentals are solid.
Intuitive point of sale (POS) systems reduce cognitive strain and reduce the time required for setup and training.
Retention doesn’t fail all at once. It erodes slowly through fatigue, imbalance, and a sense of being unseen. By the time someone quits, the warning signs are usually present for weeks.
To build a reliable retail team, prioritize sustainability, not constant output.
Retail often recognizes employees who solve last-minute problems — like covering a no-show or swapping shifts on short notice. While that matters, overlooking steady, day-to-day performance sends the wrong signal.
Stronger recognition practices include:
Inc. reports that 79% of employees quit when they don't feel appreciated. Recognizing consistent, day-to-day effort helps employees feel valued and increases their likelihood of staying with your store.
Scheduling is one of the fastest drivers of turnover. Two-thirds of U.S. workers struggle with inflexible or inconsistent schedules, and many will leave to find more predictable hours.
To combat shift-related turnover:
For example, a convenience store might post schedules two weeks in advance and alternate staff assignments for shifts during peak hours, such as morning or after-work rushes.
A lack of visible progress pushes many retail employees out. Advancement doesn’t have to mean promotions — it requires clarity around what comes next.
Effective growth practices include:
When employees can see advancement, they’re more likely to stay.
High turnover is common in retail. Chronic turnover is optional. If you’re tired of losing good employees, having the right tools can help you keep them.
With industry-specific solutions for liquor, retail, tobacco, and grocery stores, POS Nation gives retail owners the visibility and control they need to manage teams more effectively.
Our solutions help retail store owners:
The result is fewer no-shows, faster onboarding, more predictable staffing, and less burnout — for you and your staff.
Schedule a demo today to see how the right POS solution can help you build a reliable retail team and support hiring, training, and day-to-day staff management in your store.