There was a time, not all that long ago, when a job in grocery was for life – or at least until your knees gave out from years of stacking cases of Lucozade. Staff stuck around, customers knew their names, and the only reason someone left was to emigrate or retire.
But lately, staff loyalty seems more like a rarity than the norm. As someone who grew up in a family-run grocery business, I’ve seen the change first-hand. When I first started recruiting for the grocery sector 14 years ago, candidates talked about ‘settling in’ to a store. Today, they talk about ‘seeing how it goes’. Grocery retail has changed. What was once a steady if hectic, career path now looks more like a carousel with people hopping on and off, dizzy with options. There are more employers in the mix, new players with big branding and even bigger budgets, and candidates who are much more selective. More and more are being offered opportunities outside of retail – jobs with better hours and less manual work. Even within the sector, they’re not just comparing salaries anymore, they’re comparing cultures, managers, and even lunch options. So, why are we losing good staff in our stores?
The ghost of management past
Let’s be honest – there are still some managers out there running their stores like it’s 1996 and everyone should just be grateful to have a job. They think staff should be loyal, silent, and thankful. Spoiler alert: these managers are loyalty repellent.
Today’s workforce wants feedback, appreciation, and—brace yourself—a bit of work-life balance.
The ‘grass is greener’ effect
We live in the age of Instagram career envy. Everyone’s job looks better online. So, when one cashier hears their friend is earning €2 more an hour stacking shelves down the road, and gets free coffee to boot, guess who’s handing in their notice?
No ladder in sight
Progression is a huge loyalty anchor, but only if people know it’s there. I’ve met countless sales assistants with serious ambition, but no clear idea how to move up. If your team can’t see a path forward, they’ll start looking sideways.
Burnout, with a side of burnout
Staff are leaving because they’re exhausted. And I don’t mean “after a long day on the tills” tired. I mean ‘can’t-get-my-roster-until-Sunday, no-time-for-lunch, covering-three-roles’ exhausted.
A stretched team isn’t a loyal team. They’re just quietly plotting their escape.
So, what’s the fix?
It’s tempting to throw money at the problem, and yes, pay matters. But it’s rarely the deciding factor in retention. Instead, we need to rebuild the culture of loyalty – one step at a time. Here’s how:
→ Make managers your secret weapon, not your flight risk. Invest in them. Train them. Teach them that empathy isn’t weakness, it’s a retention strategy.
→ Start talking career, not just contracts. Your part-timer could be your next store manager – if you’d only ask them what they want.
→ Flexibility isn’t a perk anymore, it’s a deal-breaker. Rigid rosters are pushing people out and late rosters cause frustration and increase absence. Giving staff plenty of notice and the option to request or swap shifts, can massively improve job satisfaction.
→ Appreciation is free. Use it deliberately, generously, and genuinely.
→ The truth is, loyalty hasn’t vanished, it’s just become a two-way street. Staff will stay, but only if they feel seen, supported, and more than just another head behind a counter.
Because while the world of grocery might be faster, flashier, and more fiercely competitive than ever, the heart of it hasn’t changed.
People still want to feel part of something. They want to belong. And if you get that right? The whole team and subsequently, your whole store will thrive.
For more information call us on 01 814 8747 or email nikki@excelrecruitment.com.
