Helping more people grow and advance their careers in retail

Offering employees a range of career journeys and internal development opportunities can prove invaluable in retaining loyal and motivated colleagues within the retail sector.

Retail experts highlight the value of recruiting employees from various backgrounds to deliver a workforce that can best relate to the customer base. Applegreen, Head of HR, Jean Marten emphasises how different entry options into retail and an array of career development strategies ensure individuals meet their aspirations.

Career opportunities for all

With a diverse customer demographic, Marten says having colleagues from a broad range of backgrounds is instrumental to the success of a customer-centric business.

Katie Dunne, Applegreen’s Early Careers Manager, responsible for the company’s internship and retail graduate programmes, outlines how their retail and finance graduate programmes see participants rotating between departments to offer “a holistic view of the business.”

“It works for us and for those coming out of university who aren’t 100% sure about what part of the business they are most interested in.” Retail graduates receive accredited diplomas, while accounting and finance graduates are supported to become ACCA-accredited.

WRITTEN BY Mark Nicholls

“Our colleagues are immersed in the communities they work in — they know our customers,” she says. “They listen to their needs and wants, to continue to enhance their customer experience. If we hire people who are passionate about customer experience, it keeps us abreast of what the market wants.”

Marten is Head of HR (Retail Operations Ireland) for roadside retailer Applegreen, which operates across Ireland, the UK and the United States.

Pointing to a workforce with 60+ different nationalities, she says the company offers flexible career paths for people of different ages, mindsets or aspirations. “One size does not fit all,” she adds.

How to retain employees

Diversity can also help with employee retention, particularly with the company undergoing a period of rapid growth and transformation as consumer needs change.

Training opportunities

Other training programmes include QQI-accredited leadership programmes; City & Guilds accredited barista and customer service programmes; a 2-year apprenticeship programme; a 3-year retail degree programme; alongside a suite of other tailored management development programmes.

“We are very passionate about internal succession,” adds Marten. Such pathways have, for example, seen an individual who joined as a maintenance employee advance to a retail director position; a deli worker who had moved from Lithuania to become a regional manager; and an intern progress to become executive assistant to senior company directors.

Marten emphasises the global opportunities within Applegreen, pointing to managers who have relocated from Ireland to drive the US arm of the business.

Neurodiversity encourages new and varied ways of thinking, which can be value-adding for businesses and individuals. Empowering neurodiverse employees in the workplace enables growth.

Nick, a talented I.T. graduate who has autism was struggling to find his first job when he reached out to Specialisterne Ireland (SPI). The company understood Nick’s needs and worked directly with SAP, an I.T. company in Dublin, to break down the barriers making finding employment difficult for Nick.

Helping people succeed

Nick is now celebrating his 9th year working in SAP, and his career continues to flourish.

“I’ve bought my own house near to where I work and walk in every day. When I started out in my career as an autistic graduate, I never thought I would be able to achieve that goal. Specialisterne Ireland was a big part of that success,” says Nick.

Empowering neurodivergent individuals

Specialisterne Ireland is a specialist recruitment consultancy, established by three people with autistic children, including the current CEO, Peter Brabazon. They set up the company to support people like their autistic sons who, like Nick, were also facing challenges in finding employment that suited their interests and needs.

The company has just celebrated its 10th anniversary having supported more than 1,000 talented neurodivergent individuals to move closer to gaining and retaining employment. They work with autistic candidates, as well as those with ADHD, dyspraxia and dyslexia. They use a candidate-centric, strengths-based approach, matching the talents, skills and interests of candidates to an opportunity in one of their 50 partner companies.

SAP and the three main banks are among the many partners who have expressed the value in having the SPI team to call upon, making recruitment a successful experience for both the manager and the employee. The company works with managers and recruiters alike to develop more effective communication which also benefits the whole team.

“Thank you so much for all the help you’ve given me. I would have struggled to get one job offer on my own. So, getting two offers is evidence that the methods used by Specialisterne Ireland are effective!” ~Mary, Business Graduate

With almost 8,000 new jobs anticipated in the engineering profession in 2023, it has never been a better time to consider an engineering career.

The engineering field is one of the most important in our society. Engineering touches the lives of everyone, providing creative solutions to societal needs from tangible works — such as bridges and flood defences — to heart stents and prostheses, as well as the invisible technology that is all around us.

Engineering jobs unfilled Engineers Ireland’s recent survey of engineering employers has shown that almost 8,000 new jobs are anticipated in the engineering profession in 2023. But there is a problem: there are not enough skilled engineers to meet demand.

Our recent survey of engineering employers also revealed that 72% of member respondents are majorly concerned about the shortage of engineers with the correct skills. These engineering employers see this shortage as the main barrier to business growth. The skills shortage is nothing new. In fact, it has been an issue for years.

Reaching out to schools

In addition to upskilling employees, increasing investment in lifelong learning and collaborating with educational institutions, our survey found that 38% of engineering employers are now engaging with primary and secondary schools outreach programmes to build and develop our future engineering talent pipeline.

Just last week, multiple engineering employers across Ireland joined with third-level institutions to support our future engineering talent as part of STEPS Engineers Week 2023 — Ireland’s largest celebration of the engineering profession.

These innovative and forward-thinking companies are working hand-in-hand with primary and secondary schools to develop the talent of the future. By hosting site visits, visiting schools or encouraging interaction with STEM advocates during the weeklong celebration, our engineering community encouraged students to not only explore a variety of engineering disciplines, but also experience — firsthand — the vital role of engineers in society.

Expanding the profession

We must continue to nurture students’ interest in engineering. We are encouraged by the recent CAO statistic showing a 4% increase in applications for level 8 engineering courses at third level. Additionally, we all must continue to work together to support and inspire students. Through collaboration and creative engagement between professional bodies, engineering organisations and the education sector, we can strive to nurture Ireland’s future engineering talent and empower the engineers of tomorrow to play their role to develop sustainable solutions for society.

WRITTEN BY Damien Owens Director General, Engineers Ireland

Three senior managers from a green energy company reveal how continuous learning and development — and a willingness to seize opportunities — have led to successful and fulfilling careers.

Energia Group employs approximately 1,000 people, and we thrive best as a business when our employees are continually learning. Enabling talent is a key pillar of our People Strategy, and continuous development is an important aspect of this. We challenged three employees to reflect on how development has contributed to their diverse careers.

Why is continuous learning important to progress your career?

JL: Our industry is constantly changing, so continuous learning helps employees and the business adapt quickly and make the most of new opportunities.

DM: Continuous learning keeps people enthused, performing at their best and enjoying what they do.

GH: Since I joined Energia Group, I’ve been constantly learning. It helps that I work in a dynamic industry where there are always new technologies to explore. The fact is, if you stick to one technology and one way of working, you’ll be left behind.

DM: After studying electrical and electronic engineering at university, I was accepted onto the Group’s two-year engineering graduate scheme. That allowed me to experience the diverse parts of a large organisation, which was a brilliant way of learning and network-building which has been invaluable in my career.

GH: Further education and studying for an MBA have been important for my development and have introduced me to different ways of working. I’ve also taken part in internal programmes, including Introduction to Line Management — so when the opportunity arose to manage projects and people, I was ready for it.

What opportunities have you successfully seized?

JL: Moving from a relatively small organisation to a big organisation was a risk — but one that provided me with an opportunity to learn and get involved with a much wider range of people, skills and activities.

DM: Early in my career, I was given the responsibility of managing the controlled demolition of a power station in the centre of Belfast. I had to build a team with the experience and ability to deliver the project successfully. Although a significant challenge, I’m so glad I had the opportunity to manage the project as it pushed me out of my comfort zone.

GH: You do need to be comfortable with taking calculated risks, so I’ve always been a believer in pushing myself whenever an opportunity arises and not shying away from a challenge. Taking this approach led me to COP26 in Glasgow where I got to present on green energy innovations in the maritime sector.

What advice would you give to graduates starting their careers?

JL: Identify role models and mentors within your organisation, and see if there is an opportunity to learn from them. While it’s good to have wider ambition, focus on doing your current job well. If you shine at that, your next move will happen more easily.

WRITTEN BY Tony Greenway

What development activities stand out in your career?

JL: Trying something new! In an early part of my career, I was asked to manage a risk register which was completely new for me. Initially, I wasn’t keen, but it made me learn all about risk which is a subject which has stood out to me throughout my career. You can also learn from your mistakes, even if uncomfortable at the time.

DM: Push yourself to get varied experience early in your career. This is vital to building your skillsets and to working out what interests you. It’s important to find a role and career path you will enjoy. Also, having a wider network outside of work is incredibly powerful, such as your rugby club or your choir.

GH: Be curious, ask questions and listen to experienced colleagues. If anyone challenges an idea you put forward, find out why they don’t agree with it. That will improve the way you generate ideas in the future.