Enhancing Employee Retention and Workplace Safety at Midtown Foods: A Structured Training Initiative

Presenter(s)

Noah Decker, Cole Dretzka, and Blake Wolff

Abstract

This project presents a structured training initiative designed for Midtown Foods, a locally-owned grocery store in Winona, Minnesota, addressing high employee turnover rates and improving workplace safety standards. Midtown Foods primarily employs high school and college students, benefiting from cost-effective labor while facing challenges related to retention, inconsistent safety practices, and minimal standardized training.

A comprehensive needs assessment identified key organizational, personnel, and task-related factors influencing employee turnover and safety issues. The organizational analysis underscored the necessity for standardized training processes and improved safety measures to address turnover among young employees. The person analysis, conducted via surveys and interviews, highlighted demographic factors such as age, job flexibility, limited experience, and the simplicity of entry-level roles. It further emphasized that flexible scheduling and streamlined training significantly affect employee retention.

The task analysis, based on employee feedback and managerial insights, covered essential tasks across several departments including grocery, meat, produce, deli, dairy/frozen, and front-end operations. Critical tasks identified for targeted training included machinery operations, customer interactions, product stocking, and adherence to food safety and hygiene standards.

The training program's primary goal is to clearly communicate safety procedures, clarify job responsibilities, and establish effective operational practices. Objectives include enabling employees to demonstrate correct safety practices, clearly articulate role-specific responsibilities, and accurately identify hazardous chemicals. The program integrates Gagné's Theory of Instruction for structured hands-on learning, alongside Reinforcement Theory to promote positive behavior and motivation in the workplace.

Implementation strategies comprise instructional lectures enhanced by visual presentations, interactive videos, group discussions, and practical, hands-on exercises. Employees practice essential tasks such as cashiering, stocking, and cleaning, which reinforce theoretical knowledge and enhance practical skills.

Evaluation employs Kirkpatrick's Four Levels framework. Reaction-level evaluations involve trainee surveys immediately following the training sessions. Learning-level evaluations utilize pre- and post-tests assessing safety knowledge, chemical handling, and understanding of job responsibilities. Behavior-level evaluations use observational methods and checklists post-training, confirming practical skill application and improved workplace behaviors. The results-level evaluation includes a cost-benefit analysis measuring increased efficiency, reduced turnover costs, and enhanced safety practices, thereby assessing the training's overall effectiveness and return on investment.

In summary, this training program aims to significantly reduce employee turnover, improve workplace safety, and enhance overall employee effectiveness at Midtown Foods, supporting sustainable operational improvements and fostering positive community relationships.

College

College of Business

Department

Business Administration

Campus

Winona

First Advisor/Mentor

Huh-Jung Hahn

Start Date

4-24-2025 1:00 PM

End Date

4-24-2025 2:00 PM

Presentation Type

Poster Session

Format of Presentation or Performance

In-Person

Session

2a=1pm-2pm

Poster Number

13

Comments

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Apr 24th, 1:00 PM Apr 24th, 2:00 PM

Enhancing Employee Retention and Workplace Safety at Midtown Foods: A Structured Training Initiative

This project presents a structured training initiative designed for Midtown Foods, a locally-owned grocery store in Winona, Minnesota, addressing high employee turnover rates and improving workplace safety standards. Midtown Foods primarily employs high school and college students, benefiting from cost-effective labor while facing challenges related to retention, inconsistent safety practices, and minimal standardized training.

A comprehensive needs assessment identified key organizational, personnel, and task-related factors influencing employee turnover and safety issues. The organizational analysis underscored the necessity for standardized training processes and improved safety measures to address turnover among young employees. The person analysis, conducted via surveys and interviews, highlighted demographic factors such as age, job flexibility, limited experience, and the simplicity of entry-level roles. It further emphasized that flexible scheduling and streamlined training significantly affect employee retention.

The task analysis, based on employee feedback and managerial insights, covered essential tasks across several departments including grocery, meat, produce, deli, dairy/frozen, and front-end operations. Critical tasks identified for targeted training included machinery operations, customer interactions, product stocking, and adherence to food safety and hygiene standards.

The training program's primary goal is to clearly communicate safety procedures, clarify job responsibilities, and establish effective operational practices. Objectives include enabling employees to demonstrate correct safety practices, clearly articulate role-specific responsibilities, and accurately identify hazardous chemicals. The program integrates Gagné's Theory of Instruction for structured hands-on learning, alongside Reinforcement Theory to promote positive behavior and motivation in the workplace.

Implementation strategies comprise instructional lectures enhanced by visual presentations, interactive videos, group discussions, and practical, hands-on exercises. Employees practice essential tasks such as cashiering, stocking, and cleaning, which reinforce theoretical knowledge and enhance practical skills.

Evaluation employs Kirkpatrick's Four Levels framework. Reaction-level evaluations involve trainee surveys immediately following the training sessions. Learning-level evaluations utilize pre- and post-tests assessing safety knowledge, chemical handling, and understanding of job responsibilities. Behavior-level evaluations use observational methods and checklists post-training, confirming practical skill application and improved workplace behaviors. The results-level evaluation includes a cost-benefit analysis measuring increased efficiency, reduced turnover costs, and enhanced safety practices, thereby assessing the training's overall effectiveness and return on investment.

In summary, this training program aims to significantly reduce employee turnover, improve workplace safety, and enhance overall employee effectiveness at Midtown Foods, supporting sustainable operational improvements and fostering positive community relationships.