Employee turnover is one of, if not THE, biggest concern of c-store owners today. The cost of hiring, training, and then losing an employee (either by employer or employee choice) has always been a challenge in the retail industry.

Since this is a subject many consider more important than the swine flu, the credit crunch, or the Yankees dropping three to the Red Sox last weekend, we turn to our store manager Darlene for the answers.

Darlene knows she wants an employee who exhibits the following qualities:

1. Honest (No history of stealing)
2. Strong  Work Ethic (An employee who will come to work as scheduled, and will work well with fellow employees, and do what is necessary to increase store sales)
3. Has the ability to Multi-Task  (Must be able to be polite with customers, assertive with vendors, be computer literate, and be able to handle pump controllers, lottery sales, bottle deposits, verify age of buyers, and so on…)

There are other areas Darlene attempts to check as well (i.e. substance abuse, Workman Comp claims, and ability to work in a stressful environment).

“In short, the same qualities you would want of an Air Traffic Controller, but at a slightly lower wage,” jokes Darlene.

How does Darlene find solid employees?  The best way is from the referrals of other quality associates within the store’s chain. The c-store clerks do have a network that was established long before Facebook and Twitter and, if they find out an employer will treat them well, the best ones will gravitate to that c-store chain.  Darlene is always on the lookout for good talent. In addition, if an employee refers a clerk who stays on board for over 90 days, both the referring employee and new employee each receives a $100 store gift card.

How are you getting the best employees?  Share your experiences with us so we can pass along to our network of c-store operators?  We will keep your name anonymous.

This is a very important concern in our industry and every suggestion is worth sharing.