DRIVE UNRIVALED RETENTION
Help frontline and early career workers chart their future with you.
The best retention strategies are also the least utilized:
Career Growth & Manager Support
Challenge
Barriers faced by frontline teams
Career growth has become the #1 reason for frontline employees to stay followed by manager support. Other reasons are flexibility, compensation, and recognition.
Yet, frontline employees only see a fraction of the career opportunities that exist. Some see none at all.
1 in 3
frontline employees reported that they did not know of any opportunities to advance at their company
50 %
reported that their manager had not discussed what skills could boost their performance or chances for advancement
Opportunity
Maximize potential & performance
Unlocking the intrinsic motivation of your frontline leaders and associates drives outsized P&L and customer impact. This leads to:
Increased job satisfaction leading to better customer service
Better quality hires who want to build grow with you
Stronger skills to tackle challenges, improving productivity
2.5 x
less likely to leave their employer within 12 month period
$1,620,000
annual cost savings realized per thousand employees
Investing in your people is investing in your business.
Discover how Amazon leveraged Pathstream to improve frontline employee retention.
$13K
savings per employee retained.
3.1X
increase in employee retention.
22%
boost in career clarity, fueling professional growth.
73%
of participating Amazon employees are people of color.
Addressing critical turnover spikes within
first 90 days and end of first year
Standard employee journey
Candidate selects role that provides career launching opportunity
Candidate selects job with highest pay
Manager equipped with initial data for meaningful coaching
Employee onboards & trains
Pathstream supported journey
Critical Transition Zone #1*
At this stage, many employees leave because they don’t believe they can be successful in their role.
This can be mitigated with foundational skill building and manager coaching.
Standard employee journey
Employee receives curated training to thrive in role quickly
Employee ramps up
Critical Transition Zone #2*
At this stage, many employees re-evaluate their jobs and leave if they don’t see a desirable, attainable path forward at their company.
This can be mitigated with curated career pathing and targeted upskilling.
Employee develops skills to advance
Employee becomes promotion ready
Standard employee journey
Pathstream supported journey
Standard employee journey
Candidate selects role that provides career launching opportunity
Candidate selects job with highest pay
Manager equipped with initial data for meaningful coaching
Employee onboards & trains
Critical Transition Zone #1*
At this stage, many employees leave because they don’t believe they can be successful in their role.
This can be mitigated with foundational skill building and manager coaching.
Employee receives curated training to thrive in role quickly
Employee ramps up
Employee identifies
best-fit career path;
manager supports
Employee achieves full productivity
Critical Transition Zone #2*
At this stage, many employees re-evaluate their jobs and leave if they don’t see a desirable, attainable path forward at their company.
This can be mitigated with curated career pathing and targeted upskilling.
Employee develops skills to advance
Employee becomes promotion ready
Standard employee journey
Addressing critical turnover spikes within first 90 days and end of first year
Standard employee journey
Pathstream supported journey
Candidate selects job
with highest pay
Candidate selects role that provides career launching opportunity
Employee onboards & trains
Manager equipped with initial data for meaningful coaching
Critical Transition Zone #1*
At this stage, many employees leave because they don’t believe they can be successful in their role.
This can be mitigated with foundational skill building and manager coaching.
Employee ramps up
Employee receives curated training to thrive in role quickly
Employee achieves full productivity
Employee identifies best-fit career path; manager supports
Critical Transition Zone #2*
At this stage, many employees re-evaluate their jobs and leave if they don’t see a desirable, attainable path forward at their company.
This can be mitigated with curated career pathing and targeted upskilling.
Employee develops skills to advance
Employee becomes promotion ready
*Pathstream enabled
Addressing critical turnover spikes within first 90 days and end of first year
Standard employee journey
Pathstream supported journey
A Perspective from the Frontline
Portland R.
When the pandemic hit, Portland was forced to find a new job. She started worked at an Amazon warehouse in North Caroline because she knew they invested in career growth.
Portland R.
Navigating a new frontline role mid-pandemic was stressful, but she made a connection with her Pathstream coach. They helped her identify a path for growth that she was motivated to pursue.
“I started to learn new ways of approaching problems and thinking about data.”
Portland R.
“I analyzed the systems involved and headcount. I brought a new idea up to my manager and said, ‘If you give me the reins to do this, I can help us make our numbers.’ We tested my idea on a small project, and it worked. It lead to the us breaking records.”
Portland R.
“I went from managing one small unit to four and now nine. I got this promotion because I did exactly what I learned through Pathstream.
My advice is to trust the Pathstream process. This is the best program—they pay attention to people and it’s practical for real life. Throw away your insecurities. You can do this.”