Starbucks is the most famous coffee chain globally and another area where Americans have achieved global dominance. Now it exists in fifty countries of the world, numbering more than eighteen thousand coffee shops. According to the philosophy of Starbucks, success is a combination of goals, results, and tools to achieve – skills, knowledge, and correct behavior with colleagues and customers. At this company, they do everything so that an employee considers their workplace the best in the world. Naturally, a critical role is assigned to training and professional growth. Nevertheless, the worldwide coffee shop chain deals with turnover and attempts to retain its employees to boost organizational success. Therefore, it is vital to investigate Starbucks’ managers’ retention and separation strategies.
Primarily, Starbucks’ managers have developed a proactive strategy for layoffs. It is a skill that helps prioritize a specific aspect and not give in to impulsive reactions. When someone is faced with the dismissal of an employee, they neither beg them to stay nor express hatred towards anyone. Such leaders accept a person’s choice and consider hiring a new professional who could contribute to organizational performance. Hence, the proactive strategy is essential in terms of looking for a better substitution.
Starbucks has a relatively low turnover rate in comparison with other companies. The estimated number is only 60%; therefore, the organization has never faced significant layoffs (Wojno, 2017). If Starbucks faces this situation, it would have to close many coffee shops and retain as many employees as possible. However, the company may lose a significant amount of money, resulting in rebranding or closure. As far as it concerns retirement, Starbucks has developed a unique plan allowing those who worked more than 90 days can use savings upon reaching the pension age (Wojno, 2017). Such a strategy proves that the company cares for its employees.
To reduce turnover, Starbucks managers are widely implementing retention strategies. Firstly, they act as consultants to whom you can ask any questions. Live communication is very much appreciated in the company – if a partner has a question and would like to talk to their manager outside of business hours, they should call or send a letter. The company maintains a culture of mutual respect and support. Hence, openly discussing issues with the leaders is the most crucial retention technique.
What is more, at Starbucks, they do everything so that an employee considers his workplace the best in the world. Naturally, a significant role is assigned to training and professional growth. The company has special programs for the development of every worker (Wojno, 2017). Each employee undergoes special training and courses depending on their occupation. If an individual has proven themselves well in his position within six months, they can get a promotion (Wojno, 2017). For example, one can grow from a barista to a regional manager, but it takes time and excellent organizational and communication skills. Moreover, Starbucks sets high expectations and standards for its employees, encouraging them to work more productively. They offer rewards to the best workers and provide extensive benefits.
In summation, Starbucks is a global business with low turnover rates since it provides its employees with numerous merits. The company’s major retention strategies refer to extended benefits, including training, the possibility of promotion, monetary rewards, and others. Most notably, Starbucks’ managers are ready to support their workers and discuss bothering issues. Finally, the standards set are high, which motivates individuals to strive for success while working for Starbucks.
Wojno, R. (2017). Killing it: How Starbucks is winning at retention. Post Funnel.