Competing Effectively to Recruit and Retain the Best People

1
Competing Effectively to Recruitand Retain the
Best People

• Moderator
• Brian Wright, Executive Leadership Solutions
• Retailer Panelists
• Jenny Bullard, Flash Foods
• Michael Woerner, Wawa Inc.
• Rick Fitzgerald, Thorntons Inc.
• Sherry Hancock, Sheetz Inc.

2
The Employment Offer
3
Goals of the Employment Offer
CustomerPromise
Employee Offer
AssociateAttitudes
AssociateBehaviors
CustomerOffer

• Build a compelling job offer for hourly
  associates
• Recognize, reward and retain highly valued hourly
  associates
• Differentiate Wawa from our employment
  competitors

4
Survey Responses (3521)
Highly Valued Associates
Other Respondents
Full Time
Full Time
Part Time
Part Time
44
45
56
n 489
55
n 1,082
n 617
n 1,333
5
What is a conjoint analysis?

• Marketing tool (customer preferences)
• Used to force trade-offs
• Computer generated survey
• Reacts to choices
• Provides data to measure benefit investments
• Provides data on how to promote your strengths
  and improve weak areas
• Address turnover

6
So What?

• What do associates value the most in a job offer
  and how are we doing at delivering that offer?

7
What associates value most

• Comp Benefits
• A. Health benefits
• B. Retirement benefits
• C. Incentives
• D. Pay differential
• E. Pay increases
• Work/Life Balance
• F. Flexible scheduling
• G. Paid time off
• H. Commute

• Development Work Environment
• I. Manager quality
• J. Coworker quality
• K. Recognition
• L. Tuition reimbursement
• Company Environment
• M. Wawa brand

8
The Value Skyline
Compensation Benefits
Development Work Environment
Work-Life Balance
Company Environment
14
12.24
12.09
10.91
Importance
8.82
8.57
8.04
Score
6.91
7.00
7
6.51
5.94
5.56
3.96
3.46
0
Manager
Vacation
Commute
Incentives
Wawa Brand
Health Benefits
Pay Differential
Coworker Quality
Small Pay Increase
Tuition Repayment
Flexible Scheduling
Retirement Benefits
Employee Recognition
9
The Satisfaction Skyline
Company Environment
Compensation Benefits
Development Work Environment
Work-Life Balance
1
0.74
0.74
0.70
0.67
0.39
0.34
0.33
0.32
Satisfaction
0.11
0.07
0.01
Score
0
(0.11)
(0.13)
Pay
Vacation
Manager
Commute
Incentives
Wawa Brand
Health Benefits
Pay Differential
Coworker Quality
Tuition Repayment
Flexible Scheduling
Retirement Benefits
Employee Recognition
(1)
10
Demographics
Full Time Associates versus Part Time Associates
Overall
Full Time and Part Time Minority Associates
Surprisingly few differences in groups needs
Full Time and Part Time Retiree Aged Associates
(65 plus)
Full Time and Part Time Single Mothers
Student Full Time and Part Time Associates
Other Full Time and Part Time Associates
Highest Paid and Lowest Paid Associates
11
Associates Preferences
Long-Term Savers
Fits MyLife
Just A Job
Fun At Work
Stepping Stone
12
Fits My Life

• Flexible scheduling
• Health benefits
• Manager quality

30 Typical Wawa demographics 72 female 47 1st
shift 58 work P/T
13
Long-Term Savers

• Retirement benefits
• Vacation
• Incentives

27 Primary Wage EarnersAssistant ManagersFull
Time StatusNo promotions
14
Best Benefit Investments
Hourly Rate
Amount per Customer Service Associate
Tuition Repayment
Incentive Pay
Merit Pay
Health Benefits
Retirement Benefits
Paid Time Off
15
Manager Associate QualityLifelong Learning
16
Goals of the Employment Offer
CustomerPromise
Employee Offer
AssociateAttitudes
AssociateBehaviors
CustomerOffer

• Build a compelling job offer for hourly
  associates
• Recognize, reward and retain highly valued hourly
  associates
• Differentiate Wawa from our employment
  competitors