Professional Documents
Culture Documents
Disrupted
This communication contains general information only, and none of Deloitte Touche Tohmatsu Limited, its member rms or their related entities
(collectively, the Deloitte Network), is, by means of this communication, rendering professional advice or services. Before making any decisions or
taking any action that may affect your nances, or your business, you should consult a qualied professional adviser. No entity in the Deloitte Network
shall be responsible for any loss whatsoever sustained by any person who relies on this communication.
whatever understanding
6
Ibid.
7
Holacracy and Self-Organization, Zappos Insights, http://www.zapposinsights.com/about/holacracy.
8
Ismail, Exponential Organizations.
9
Deloitte, Navigating the New Digital Divide.
14
15
www.kaggle.com
www.topcoder.com
The 2016 Deloitte Millennial Survey, Deloitte, 2016, http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html.
21
http://www.fastcompany.com/3045471/most-creative-people/rent-the-runways-formula-for-nding-and-fostering-women-leaders.
David Mallon, High-impact learning culture: The 40 best practices for creating an empowered enterprise, Bersin by Deloitte, June 10, 2010,
http://www.bersin.com/Store/Details.aspx?id=12171.
A new model for employee engagement http://dupress.com/articles/employee-engagement-strategies/
technologies and 22
23
24
Ibid.
Ibid.
Erin Spencer, Case Study: Nikes New Sports Knowledge Underground, Brandon Hall Group, 2013,
https://membership.brandonhall.com/posts/687872-case-th-nike-s-new-sports-%20knowledge-underground.
organizational capabilities.
25
Ibid.
26
Zeynep Ton, The Good Jobs Strategy.
27
Ibid.
28
The Importance of Employee Engagement, Dale Carnegie Training.
29
Be a Stitch Fix Stylist, Stitch Fix, https://www.stitchx.com/careers/styling.
30
The Importance of Employee Engagement, Dale Carnegie Training, http://www.dalecarnegie.com/employee-engagement/engaged-employees-infographic/.
31
Ibid.
32
Deloitte, Global Human Capital Trends, 2016.
John Hagel, Co-Chair of Deloittes Center for the Edge
33
Ibid.
34
Ibid.
35
James B. Avey, Bruce Avolio, Craig Crossley, and Fred Luthans, Psychological ownership: Theoretical extensions, measurement, and relation to work outcomes, Journal of Organizational
Behavior 30 (2009): pp. 173191, http://digitalcommons.unl.edu/managementfacpub/18/.
36
The 2016 Deloitte Millennial Survey, Deloitte, 2016, http://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html.
37
Josh Sandburn, Millennials: The Next Greatest Generation? Time, 2013, http://nation.time.com/2013/05/09/millennials-the-next-greatest-generation/.
38
Christie Smith and Stephanie Turner, The Radical Transformation of Diversity and Inclusion: The Millennial Inuence, Deloitte University, 2015,
https://www2.deloitte.com/content/dam/Deloitte/us/Documents/about-deloitte/us-inclus-millennial-inuence-120215.pdf.
39
15 Economic Facts About Millennials, The Council of Economic Advisers to the White House, 2014,
https://www.whitehouse.gov/sites/default/les/docs/millennials_report.pdf.
40
US Department of Labor, 2013.
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Retail talent Disrupted 21
Authors and contributors Contents
Authors
2 Introduction
Kasey Lobaugh Thomas McElroy
Principal Principal
Deloitte Consulting LLP Deloitte Consulting LLP 4 Retail talent research
+1 816 802 7463 +1 704 227 1441
klobaugh@deloitte.com thmcelroy@deloitte.com 5 Key retail talent research ndings
Contributors
The retail industry is facing unparalleled change. With the retail competitive landscape changing so radically
and fundamentally, it is not just the so-called progressive
companies that succeed; the real winners are retailers with a
Spurred by the digital revolution and the demands of an evolving consumer, new companies have entered the marketplace thoughtful, forward-looking approach to talent.
with innovative business models that threaten to make traditional retailers obsolete. Emerging retailers with digital in their Talent undeniably impacts a retailers customers, its
DNA are challenging the ways many traditional companies acquire customers, compete in the marketplace, and congure competitiveness in the market, and the effectiveness of its
their business. operating model. By understanding the profound inuence
Through an extensive study exploring the talent practices of a wide range of retailers, Deloitte has concluded that a bold talent has, and by integrating talent prominently into their
new set of rules should be considered for retailers to attract, retain, and develop a workforce that can meet the needs of overall retail strategy, retail companies can better serve their
the evolving marketplace. To explore the disrupted retail talent dynamic, we examined retail businesses and their challenges customer base while positioning their company to adapt to
across three dimensions: the changing market.
Our research indicates that the best performing retailers
now design entire product offerings and customer
experiences around peoplenot just the customers they
Customer Competition Operating model serve but the employees who serve customers. These
retailers understand that a compelling employer brand can
inuence and strengthen their customer brands. They:
Leverage their company value proposition and brand to
As our ndings show, in each of the three dimensions examined, disruptive changes in the retail marketplace have created drive employer brand in the market.
both new challenges and new opportunities for retailers, relative to their talent needs. Design an agile organization enabled by on demand
workforce models.
Invest in employees to make retail a career and not a job.
Customers are increasingly inuenced by digital Digital inuence on retail speed Build a culture and brand that connect with the
and less inuenced by traditional retail methods.1 emerging workforce.
Retailers that consider the millennial Appeal to the next generation of talent
US retail market share volatility
workforce in their decisions What exactly do Millennials and Digital Natives value, and how can retailers capitalize on 25%
5% vs. 40% irregular hours as long as the work meets deadlines and expectations. Specically, 88% of 10%
Millennials surveyed desire opportunities to start and nish work at the times they choose, 5%
and 75% would like to work from home or from other locations where they feel productive.36
0%
Competition
Growth potential: Millennials tend to expect frequent opportunities for job growth and 06-07 07-08 08-09 09-10 10-11 11-12 12-13
Disruptive technologies have increased market
of Well-established of Internet-age promotion. In fact, according to Time magazine, 40% [of Millennials] think they should Calendar year
volatility, and after a hundred-year trend of
retailers retailers be promoted every two yearsregardless of performance.37 market consolidation, are now fragmenting
US retail industry concentration of share
Diversity and inclusion: Millennials appear less willing to tolerate unfavorable, .735% market share.
to meet their demands. a whole.39 They are increasingly conscious and concerned with humanitys impact on Source: Deloitte, Navigating the New Digital Divide, 2015.
the planet, as evidenced by the 26% who volunteer on a regular basis and that Social
Entrepreneurship is one of the most popular career choices for this generation.40
Technology-based innovation has
enabled the decoupling of the
traditional value chain. Access to todays
Flexibility and Establish exibility and predictability norms such as core work hours, email moratoriums, dedicated time
predictability off, and opportunities to work remotely technology-enabled retail ecosystem Vendor Suppliers Warehouses Retail stores Customer
means small retailers are not required
Traditional retail value chain
Operating model
to own the assets or infrastructure,
Growth Dene an upwardly mobile career path for Millennials removing massive barriers to entry.
Millennial Values
potential Consider a management development program that rotates people through different areas of the company
New prot models are emerging as a
result of innovative sources of revenue
Diversity and Set goals for hiring employees from diverse backgrounds Suppliers Warehouses
inclusion (e.g. automatic replacement, subscription
Provide and support resource groups for people who identify with a particular group
services, advertising revenue, etc.).
Encourage innovation and creativity by allowing employees to dedicate certain amount of time to
Entrepreneurialism projects of their interest New leaner, more agile operating models,
Host innovation boot camps where Millennials can contribute new ideas to the company not traditionally found in the retail space, Vendor Virtual store Customer
are emerging.
Digital retail value chain No warehousing, shipping, or associate touch points required
Social Provide regular service opportunities for employees
responsibility Allocate company resources (time, money, etc.) to philanthropic purposes
Millennials and Digital Natives tend to value organizations and products that are perceived to create meaningful, frictionless, and customized experiences for both
consumers and employees. For retailers to capitalize on this growing share of the workforce, they should consider taking the actions that will rebrand themselves now.
Deloitte started this journey to investigate the noise we were hearing in the market from
our clients. We heard that retailers are struggling to hire digital talent. However, as we set
about our journey, and we began to look deeper at the issue, what we found was something
4. Build a culture and brand that connect with
much deeper and more fundamental than a simple difculty to hire digital talent. the emerging workforce.
From January to December 2015, to better understand the talent issues facing retailers,
Deloittes Retail practice conducted a comprehensive study examining a range of retail Target the story you tell
Inspiring a future workforce through a compelling employer brand will be critical to attract On their careers site, Stitch Fix, the
companies and non-retail technology companies that have begun to play in the retail
and retain employees. Individuals who are proud of their employer brands are 25% online subscription and personal
space. To provide a depth of understanding, Deloitte interviewed retail executives across
more likely to feel connected to their company,28 and such a connection inspires employee shopping service, using language such as
all functions and retail sub-sectors, conducted a survey of 100 retail leaders, surveyed
satisfaction and loyalty. creative outlet, unleash your passion,
Millennials, and incorporated other Deloitte research, including our Human Capital Trends
join a community, and personal growth, infusing
report and the 2015 Digital Divide study. Ultimately, we established a base of information Retailers should expand their retail brand to develop an employer brand that people nd its employer brand with a sense of purpose, creativity,
that included over 4,000 unique input data points. consistent with their personal values or which potential employees would be proud to adopt. A and collaboration.29
As we set about analyzing the data, hunting for insights, we looked at the information companys brand represents the lifestyle they aim to bring to not only their customers but also
through different lenses. We analyzed the data by size of company, geographic location, their talent. And in efforts to inspire and attract the engineers, web developers, data scientists,
and primary selling mechanism (brick-and-mortar vs. ecommerce), and frankly, we struggled and technologists who are needed (but who are also being recruited by rapidly growing startups
to nd clear patterns. None of these comparisons seemed to show distinct differences. or popular technology companies), retailers should consider the unique story they have to tell
However, and perhaps to our initial surprise, when we compared the data by age of the regarding what differentiates them in the marketplace (e.g., a unique product, an engaging
retail organization, we found a profound set of differences in how organizations think experience, a strong organizational mission, etc.). This story should then lay the foundation for
about, value, and treat talent. marketing and branding efforts aimed at potential employees.
Patterns in our ndings were most pronounced as we looked across two cohorts of
respondents:
retailers: retailers:
Those founded before Those founded after
Faceboo
FFace
Fac
ace
cebook
ebo
ook
ook
ok Uber
Ubber
b Were making the world more open
and connected. Want to help?
Do work that moves people.
Enhance opportunities for skill development Deloittes research revealed ve key ndings, each highlighting the growing talent-related challenges in the retail marketplace. While all retailers are
Aiming to provide on-demand product Nearly every CEO and CHRO we surveyed reports that their employees are not developing skills inuenced by the changing environment, we discovered that the talent challenge tends to impact well-established retailers most profoundly.
education to over 100,000 internal and fast enough to keep up with market demands. Organizations with strong learning cultures are
external retail sales associates across the 92% more likely to develop innovative products and processes, 52% more productive, 56%
globe, Nike designed a digital learning more likely to be the rst to market with their products and services, and 17% more protable
than peers.20 Their engagement and retention rates are also 3050% higher.21
1. Retailers across the board are experiencing a shortage
platform called Sports Knowledge Underground (SKU)
that can be accessed on any device globally and delivers Retailers must move beyond traditional learning programs and instead create an employee-
of qualied talent, but the struggles of well-established
product knowledge in multiple formats (videos, PDF
sheets, interactive exploration of the products, etc.).
centric learning culture, where employees are viewed as customers to be satised, rather
than students to be pressured.22 Learning should be a continuous, self-directed process,
retailers are dramatically more pronounced.
The SKU platform features engaging content and an rather than an episodic event, where employees can access the content they need, when they
easy-to-use interface and allows associates to select need it. Retailers can start by understanding the knowledge and skills required and desired, Overall, interest in working in the the retail industry appears to be low. In our survey
learning modules that suit their needs on-demand.
The platform provides associates with immediate
and then help employees learn how to learn by providing a wide range of internal and
external resources.23 This includes innovative mobile, social, and web-based platforms such as
of Millennials, only 34% of survey participants said they would consider a retail career,
and most of those individuals would choose to work at more established e-commerce
organizations.
We cannot hire
access to product knowledge that can be used to massive open online courses (MOOCs), micro-learning (e.g., short instructional videos), and
inuence customers at the moment of truth, which
Nike describes as the moment people are looking for
knowledge-sharing communities that enable employees to access content on-demand. We cannot hire enough of the right people, one expert said, noting that they were hiring enough of the
Retailers might also consider adding regional training centers or stores of excellence in engineers from around the globe. If Facebook is challenged getting engineers, imagine
information to make a buying decision.24 Through the
digital learning platform, Nike can track users, assign
the eld to promote collaborative, experiential learning and to immerse employees in
challenging new environments. Overall, learning should be a continuous aspect of the
what retailers are challenged with. right people.
Interestingly, well-established retailers are 21% more likely to experience a shortage of
curriculum, administer quizzes, provide certications,
employee experience, designed to help them do their jobs and advance their careers. qualied talent, citing pay and lack of interest in retail as primary causes. They are also
and award points for completion, creating a peer
11% less likely to believe they have the right people in their organization to address evolving
motivational element.25
customer and talent demands.
Reconsider your compensation model
Retailers can deliver higher protability per employee by motivating talent through above-
average wages.26 In contrast, the idea of lowering the cost of labor to save money At rst, it seemed counterintuitive that well-established
Consider QuikTrip, a large chain of
can backre for retailers as employees who feel under-appreciated and under-rewarded retailers, who often have more familiar brands, more
convenience stores with gas stations.
tend to become less productive and offer worse customer service. Investing in increased developed HR functions, and more resources to compensate
QuikTrip sells gasoline and merchandise
at lower prices than many of their compensation will likely help retailers compete with other industries for the highly skilled Well-established retailers are: and develop employees, would experience the challenge of
a talent shortage most profoundly, as compared to younger
competitors and yet they pay their employees a regular digital, agile, and creative talent that is needed to innovate in the dynamic retail environment.
organizations. However, deeper analysis revealed that the
wage, customer service bonus, prot bonus, and even an
21%
More likely to report a timing with which Internet-age retailers entered the market
attendance bonus. The company sales per square foot
talent shortage compared to uniquely positions them to manage and prioritize talent in
are 50% higher than industry average, their prot per
Internet-age retailers more agile, innovative, and engaging ways. This caused us
store more than twice the industry average, and their
to hypothesize that there are fundamental differences in the
labor productivity is 50% higher than the top quartile
in the industry. According to Zeynep Ton, author of The Once you get past a certain average talent systems that were established during very different
competitive environments.
Good Jobs Strategy, QuikTrip doesnt treat its employees
well because its prots are up, QuikTrips prots are
compensation, the most important
up because it puts its employees at the center of its
business. . . Rather than seeing its labor force as an
thing is doing interesting work. We give
expense to be controlled, QuikTrip sees its people as an
engine of sales, service, prot, and growth. The better
people 1520% of unstructured time
that engine is humming and the more it can be fueled,
the better the company will do.27
to do projects that are interesting to
them; we give people their own space.
especially evident with Internet-age retailers who were born in the age of digital disruption and
were therefore compelled to integrate innovative strategies and atter organizational structures
If people arent from pursuing retail careers. Fold
in historically high turnover rates in
development and career opportunity
development opportunities for entry level
workers
into their operating models from their inception. In fact, they are 17% more likely to agree that
decisions are made quickly within their organization, and 7% more likely to agree that their
open to change and retail and evidence suggesting that
most Millennials plan to leave their
Consider retention challenges just part
of the business
Opportunity Create a strategic competitive advantage by
increasing retention and employee
engagement
organization is structured to adapt to changes in the industry. They are also much more likely
to say they encourage employees to be innovative, think broadly, and risk failure. thinking about the current employer by 2020,15 and we
witness an increased demand for
Provide basic training on operations
Invest in training retail employees on
retailers to think strategically about customer service, market strategy, etc.
Well-established retailers, on the other hand, were born in a less disruptive environment
and were likely less concerned with agility in the initial design of their operating models.
next step, they will employee investment. Research
shows that retailers who place a Learning & Upskill employees with on-the-job training
Provide minimal training on product and
Consequently, our data tells us that they tend to be less adaptive to evolving marketplace and
talent needs. With extensive facilities and tens of thousands of global employees, established
retailers are often challenged to operate nimbly, introduce change, and take risks, especially
get passed by. high value on talent by investing in
higher wages, improved training and
service knowledge Development to meet customer demand for superior
product knowledge
17%
More likely to agree that decisions are And even more startling, only 1% of well-established
made quickly in their organization retailers strongly agree that they encourage employees
to experiment with new technologies, which leads to
a signicant divide between our two cohorts in the Provide career growth trajectories
organizational view of digital. Almost unanimously, retail executives identied existing personnel as their most valuable
Rent the Runway (RtR), an online service
source of future talent.17 Compared to peers, organizations with strategic leadership
that provides designer dress and accessory
development programs are 20 times better at employee retention, 12 times better at
rentals, believes in fostering a strong
executing on change and growth, eight times better at creating a performance-based mentorship culture where employees
culture, and seven times better at achieving business results.18 at all levels are engaged in learning
Retailers can start by reshaping entry-level roles to have clearly dened trajectories, where and innovation. RtR often hires people in a junior role
employees can expect to be promoted to positions with increased pay and responsibility. without hiring for the position above them and desires
to train employees up to C-level positions. This creates
Retailers can also offer rotational programs designed to increase exposure and develop
the expectation that employees will fail, learn, and
experience. Intensive coaching, stretch assignments, organic mentorship (and reverse
eventually grow into C-level employees. Instead of hiring
mentorshipwhere senior leaders learn from junior employees) can help create a robust
someone with a bullet-proof resume, CEO Jennifer
pipeline of innovative, emerging leaders. Hyman desires to train an employee to eventually build a
bullet-proof resume. She says, I want to hire someone
who is hungry, for whom Rent the Runway is going to
be the dening career experience on their resume.19
24%
A rating system similar to that used by Uber will More likely to incorporate digital across operating unitthey have specic employees that are asked
follow individual users and will be accessible to store all business divisions to consider digital, but do not have a model that has digital
managers and store locations for greater transparency. integrated across their business.
Additionally, a dynamic pricing model for individual
shifts can be turned on by retailers, aligning supply
with demand.12 Who is responsible for your organization's digital go-to-market strategy? These distinct approaches to digital have talent implications,
since organizations with a more robust digital model are
Internet-age retailers Well-established retailers likely more capable of attracting, engaging, and retaining
All divisions talent. However, what became clearand this is one of
Retailers may also consider forming partnerships with 12%
Companies like TopCoder and Kaggle host competitions where experts the most important ndings we uncoveredis that it isnt
technology companies to share talent across sectors, which All divisions eCommerce
from quantitative elds (science, statistics, econometrics, math, physics, 36% 9% digital talent, in the context of talent with ecommerce
would help employees develop new skills and expertise
etc.) can help real-world organizations solve problems. Kaggle hosts experience, but rather functional talent that understands the
(in addition to addressing talent shortages). As an added Marketing
more than 500,000 data scientists on its job boards,13 and Top Coder business implications of technological disruption on their
benet, leveraging the contingent workforce will likely help 16%
Marketing
has awarded over $75 million to freelance workers to date.14 These business function.
retailers appeal to the next generation of workers who 56%
companies make technical talent available on demand for organizations seeking to
enhance their digital and analytical infrastructures. expect to change jobs frequently and value exibility and
eCommerce
mobility in how and when they work. 28%
All divisions eCommerce Marketing Other All divisions eCommerce Marketing Other
4. Continuous change in the way retailers operate is driving Hire dynamic talent with digital skills
The retail world is being transformed by new technology. Social network giants like
evolution in retail skill requirements, and Internet-age On one end of the operating agility
Instagram, Twitter, Facebook, and Pinterest allow customers to buy products with just a few
clicks. Search engines have increased transparency and allow for easy comparison shopping.
retailers are more adept to respond. spectrum is Zappos, who is visibly
experimenting with holacracy which
Many retail stores now engage customers through a wide array of in-store technologies,
such as smart mirrors and customer-service iPads.
is a comprehensive practice for
Across Deloittes research, one theme clearly emerges from the executives with whom
structuring, governing and running an
we spoke: The organizational capabilities necessary for retail success have fundamentally organization. It replaces todays top-down, predict-and-
changed over the past decadebut even more acutely in the last ve years. As a result, the
skills needed at the employee and leader levels have also evolved.
Well-established
control paradigm with a new way of achieving control
by distributing power.7 In Zappos case, CEO Tony
Experts [now] have 23 months of
As one executive described, If you go back 10 years, if you had great store leaders, merchants and
planners, there is a good chance that you win. Fast forward to todaythere are three other roles retailers are:
Hsieh has restructured his organization to help achieve
increased innovation. While Zappos is representative of experience. What this means for us
one of the largest organizations to completely do away
that are absolutely critical to winning fulllment experts, data scientists, and technologists.
Still, while retailers work to meet the needs of consumers in the digital age, the emphasis on
with management altogether, other organizations are
following suit to create atter, nimbler structures.
is that you can train people to ll
24%
Less likely to
current talent requirements and skill development is lagging. This is especially true for well-
established retailers, who, our data shows, are 24% less likely than Internet-age retailers
invest in employee niches in short periods of time.
learning When Larry Page became CEO of
to invest in employee learning and 20% less likely to develop new training techniques. In
Google in 2011, he quickly removed With digital inuencing $1.70 trillion of in-store sales and $300 billion in online sales, 9
contrast, our survey also revealed that Internet-age retailers host a larger population of
management layers and attened the retailers should hire talent that can connect digitally to consumers. They should be capable of
employees with science, technology, or engineering backgrounds, and are 13% more likely
organization.8 In doing so, Google was quickly adopting new technologies to target customers before, during, and after their visits
to develop a succession planning approach that reects the dynamic industry.
able to continue to be the fast moving, innovative to both online and brick-and-mortar stores. The dynamic retail worker of the future should
and exible company that it continues to be, despite be comfortable performing analytics and channeling insights to product and merchandising
As the retail environment continues to evolve, and technology advances at the rate of its size. On the other hand, most large organizations decisions. Fast-learning, technology-uent employees will likely be more adept at meeting
Moores law (doubling in price/performance every two years), commonly used methodologies use a matrix structure where product management, the expectations of customers who are ever-changing and technologically-savvy themselves.
Internet-age and technologies will be replaced by new tools and techniques in a continuous cycle of
innovation. To respond, retailers will need agile talent who can solve complex problems, adapt
marketing, and sales are vertically aligned and support
functions are horizontal. Such organizational structures Retailers should strategically think through where, when, and how to attract talent with
retailers are: to change quickly, and innovate to remain competitive. It appears that Internet-age retailers
have a stronger understanding of the demand for agile talent since, across the board, they
enable companies to take advantage of economies
of scale as they grow; however, they may also cause
digital in their DNA. The rst place to look is at the heavily connected customer. Dynamic
talent with digital expertise can also likely be found at universities, particularly schools with a
reported placing a higher value on agile behaviors (e.g., entrepreneurialism, adaptability, companies to forfeit much of their exibility. creative or technical niche, or from other industries that have a strong focus on technology
responsiveness rather than historic experience, depth and ability to optimize. Taken together,
these points demonstrate a chasm in the battle for talent, and the battle is only intensifying.
2. Design an agile organization enabled by on demand 5. The competition for fresh, highly skilled talent is
workforce models. intensifying, and well-established retailers are falling behind.
Standardize agility within your operating model According to the US Bureau of Labor Statistics, Millennials currently represent 31% of the
As computing power doubles every two years,4 technology innovations continue to workforce and will comprise more than 75% of the workforce by 2030. Born between 1980
accelerate and transform the retail environment. Organization design, therefore, is the The key is to ramp up, and 1995, Millennials possess the technology-related skills that retailers need and desire, as Internet-age
the percentage of engineering and technology-related graduates continues to grow.3
number one priority in consumer business, since retailers must redesign their operating
model to keep up with disruptive change.5 fail fast, and continue to As this new generation of talent populates the workforce, retailers may be falling short in
retailers are:
innovate. Quick, small appealing to themonly 7% of Millennials perceive work in retail as engaging, and 34%
28%
What are the fundamental processes, capabilities, and competencies required to execute More likely to make
the strategic vision? Companies today should foster an adaptive culture focused on believe that the total rewards are not competitive with other industries.
changes based
organizational agility over operational execution. This involves empowering and incentivizing changes all of the time Still, Internet-age retailers are making a more targeted effort to understand what the on the needs and
individuals across the organization to think critically, solve problems creatively, and take risks Millennial workforce desiresthey are 28% more likely to report making changes based on wants of Millennials
even if they may fail. this is the goal. the needs and wants of the Millennial workforce and 11% more likely to say they have the
right talent in the right place to address the expectations of the next generation.
Retailers with the exibility to quickly build and deploy teams will likely be better suited
to respond to unexpected market uctuations and disruptions. With only 19% of retail
Millennial values and perceptions
Makeup of teams has executives surveyed feeling expert at building cross-functional teams, and only 12%
understanding how people work together in networks,6 there is a huge opportunity for Diversity & inclusion Social responsibility Industry brand prestige
become much more retailers to catch up with this trend.
important than the attributes Retailers should also move away from hierarchical models by eliminating organizational 79% of Millennials
value diversity &
78% of Millennials
value social
73% of Millennials
prioritize brand
layers and by questioning the need for middle managers. Responsibility should sit closer to
of individuals on the team. where decisions have effect. The most successful retailers tend to emphasize high degrees inclusion responsibility prestige
of empowerment, strong communication, and rapid information ow.
but
43% believe retailers 19% believe that 27% believe that
consider diversity & retailers prioritize retail is a
inclusion in the social prestigious
workplace responsibility industry
Above all, recognize that the changing 1. Leverage your company value proposition and brand to
competitive environment has signicant drive your employer brand in the market.
systemic talent implications that must
Retail value proposition
be addressed. Consider the value proposition you want to offer both
consumers and talent Unique experience model Full brand experience model
There is no one-size-ts-all approach to talent. What works
Our ndings suggest that Internet-age retailers have built talent systems better able to Unique experience Unique experience
for an organization attempting to operate at the lowest
Experience differentiation
address the demands of todays competitive market. These systems are more in-line with Non-differentiated products Unique products & services
possible cost will be different than what works for an & services
the wants and needs of the Millennial workforce and are designed to adapt to a faster
organization seeking to offer a differentiated experience.
changing world. While well-established retailers need to follow in the footsteps of their Talent need: Attract & retain Talent need: Develop & retain leaders
Weve organized retailers across four quadrants to illustrate ambassadors who live the brand that innovate the brand experience
counterparts, Internet-age retailers cannot afford to take their feet off the gas. All retailers
how talent priorities differ based on the typical level of
need the right people in the right place at the right time in order to survive and thrive.
product or experience differentiation.
With speed of the market comes less time to adapt and respond. This requires leaders to
Low cost, efciency model Unique products & services model
understand that talent must be a highly visible and deeply embedded priority, and to think As companies consider their talent strategy, they should
strategically about talent implications when making business decisions. look through the lens of their value proposition to align the
Non-differentiated experience Non-differentiated experience
approach to talent in a way that amplies their proposition.
In order to do this effectively, retail organizations should consider the following strategies: Non-differentiated products Unique products & services
& services
1. Leverage your company value proposition and brand to drive your employer
brand in the market. Talent need: Attract & develop talent Talent need: Attract & develop product
quickly and often and brand experts
2. Design an agile organization enabled by on demand workforce models.
3. Invest in employees to make retail a career and not a job.
4. Build a culture and brand that connect with the emerging workforce. Product and services
Its a aw to pretend that retail is homogeneous and that there is a one-size model. How
organizations apply these recommendations will vary based on their operating models and
Unique Provide a differentiated experience for customers. These retailers should attract and develop brand ambassadors who can
business objectives. For this reason, we suggest retailers rst consider their value proposition
experience model drive trafc to the store and continually innovate the brand experience.
to understand and prioritize their most pressing talent needs.
Retailers should consider offering a unique and customized experience to talent and encouraging talent to do the same
for customers.
Low-cost, Sell commodities at the lowest possible price. These retailers should aim to attract and develop talent quickly and consistently in
efciency model order to effectively maintain efcient, low-cost operations.
Retailers should consider investing in employee recruitment and development programs to maintain a steady pipeline of available
talent, and perhaps considering a contingent workforce to mirror business uctuations.
Full brand Customize products, services and experiences (in store and online). These retailers should retain and develop talent who can stay at
experience the forefront of trends to innovate products, services, and customer experiences.
Retailers should consider demonstrating an investment in employees through compensation and career growth trajectories
to compete with other industries for highly skilled, heavily demanded talent.
Unique product Offer differentiated products and services that consumers cannot nd elsewhere. These retailers should attract and develop talent
model who can skillfully innovate and market their product.
Retailers should consider revamping recruiting efforts with an emphasis on creative, digital talent; this might involve hosting
innovation boot camps or skill-based interviews to boost perceptions of retail as a forward-thinking industry.