USA 
United Kingdom
With the median US job tenure now under four years, how has IKEA managed to cultivate such long-term careers, some stretching across decades?
IKEA has always been more than just a workplace “for the many.” At IKEA, we are values-driven, and we take great care of our co-workers. Our culture and values stand for so much and help to create a sense of purpose and belonging. From day one, our co-workers are encouraged to bring their whole selves to work. We invest in our co-workers by supporting their development and helping them to achieve their goals. I sincerely believe this is how careers here stretch not just years, but decades.
We invest in our co-workers by supporting their development and helping them to achieve their goals
The retail sector struggles with a 38% voluntary turnover rate, yet IKEA’s is 22%. What specific practices or cultural elements do you think contribute most to keeping that figure well below the industry average?
IKEA’s inclusive culture is one of the ways that assists us with keeping our turnover rate low. This includes ensuring that our co-workers know that everyone’s voice matters, regardless of their role. We also work to help our co-workers feel informed and involved, offer great benefits such as generous parental leave, education assistance, and provide mental health support.
How do you balance the need to bring in fresh talent with the goal of encouraging long-term retention?
We see fresh talent as fuel for innovation, and long-tenured co-workers as anchors of our culture. We pair new hires with seasoned employees, offer cross-functional training, and we give our internal co-workers opportunities to gain experience and reinvent themselves within IKEA.
From an HR operations perspective, what strategies have proven most effective in reducing attrition among frontline retail employees, who are often hardest to retain?
Some of the strategies that have worked for IKEA include focusing on improving our scheduling processes, offering work-life balance via hybrid work schedules, and recognizing and celebrating our co-worker’s everyday contributions through our Co-worker of The Month program. We strive to actively listen to our co-workers by providing regular surveys, conducting one on one discussions and feedback sessions.
Employee stories are at the heart of IKEA’s 40-year US celebration. What do you think those stories reveal about the company’s approach to people and culture?
I honestly believe that our stories are powerful because they are personal. They reveal why our co-workers feel seen and supported. Their stories demonstrate that they live and breathe our values and that they are connected to our mission and our purpose to celebrate individuality.
IKEA has always challenged me to grow, while staying true to my values
You’ve been with IKEA for 23 years. What has kept you motivated and committed to the brand for more than two decades?
For me, it’s been the people! IKEA has always challenged me to grow, while staying true to my values. I have had the freedom to explore different roles, lead meaningful initiatives, demonstrate my passion for coaching and development, and contribute to a culture that puts people first. I’ve been afforded opportunities that I could have never imaging in a workplace… That’s why I’ve stayed.
Looking back on your own career journey at IKEA, how has the company supported your professional growth and development?
IKEA offered me the opportunity to gain experience and develop in ways that exceeded my expectations. Many of my leaders and peers championed me in ways that are rare in organizations. IKEA pushed me past my comfort zone and helped me to stretch my goals beyond my imagination. I also had leaders who believed in me when, at times, I didn’t believe in myself.
As you look ahead, what are the next challenges in maintaining strong retention, and how is IKEA preparing to address them in a changing labor market?
The labor market is certainly shifting! Those seeking employment want more flexibility, purpose, and growth.
IKEA is responding by continuing to support our hybrid scheduling process. We’ve reinforced our commitment to fully support and maintain our DEI initiatives, and we continuously offer our co-workers opportunities to increase their competence via our internal training platform.
