Provide an additional recommendation from an HR perspective to the company's leadership that you would have made in the scenario your colleague described.

One company that has faced notable employee turnover issues is Amazon, particularly in its fulfillment centers. Reports have revealed that Amazon experiences annual turnover rates as high as 150% among its warehouse workers (Soper, 2021). This high attrition rate stems from multiple causes, including physically demanding work conditions, limited career advancement opportunities, and a lack of consistent employee engagement. Workers often report burnout due to productivity quotas and feeling undervalued within the company's broader structure.

As an HR professional addressing these issues, my approach would focus on three key areas: employee engagement, career development, and workplace well-being. First, I would implement a structured career path framework that allows workers to envision growth within the company. Second, I'd introduce regular employee satisfaction surveys to identify concerns early and respond with actionable changes. Third, improving physical work conditions and setting realistic productivity expectations would help reduce burnout and improve morale.

My recommendation to leadership would be to invest in employee-centric programs that foster long-term retention. These might include internal mentorship opportunities, tuition reimbursement for skill-building, and a transparent promotion process. According to Hausknecht, Rodda, and Howard (2009), employee retention is significantly influenced by job satisfaction, recognition, and opportunities for growth. Prioritizing these areas can transform Amazon's culture into one where employees, like Emily, are empowered to grow without needing to look elsewhere.