![]() ![]() Of leaders hired in 2021, 39 percent “are university graduates with little to no work nor people leadership experience,” while only four percent of warehouse process assistants, a low-level leadership role, were promoted to area managers.įor others, though, the documents point to considerable issues within Amazon’s vast learning and development complex, some 97 programs and 2,000 learning modules of which are overseen by the Consumer Talent Strategy, Management and Development (CTSMD) team. Entry-level workers who are able to beat the odds and get ahead are still pitted against the company's preference for fresh college grads. The same Times investigation reported the company “intentionally limited upward mobility for hourly workers,” according to David Niekerk, a former Amazon HR Vice President. ![]() “The primary reason exempt leaders are resigning is due to career development and promotions,” one of the papers states, while also indicating those same issues represent the second-highest reason for quitting among the non-exempt workforce.įor some leaders, this could be because Amazon actively stacks the deck against certain internal promotions. Managers of every stripe, too, are butting up against feeling their roles are a dead end. The assertions contained in this new set of documents align with prior reporting, but illustrate that problems with Amazon's workplace and culture extend well above the warehouse floor. The rate at which Amazon has burned through the American working-age populace led to another piece of internal research, obtained this summer by Recode, which cautioned that the company might “deplete the available labor supply in the US” in certain metro regions within a few years. It also notes that “only one out of three new hires in 2021" stay with the company for 90 or more days.Īn investigation from the New York Times found that, among hourly employees, Amazon’s turnover was approximately 150 percent annually, while work from the Wall Street Journal and National Employment Law Project have both found turnover to be around 100 percent in warehouses - double the industry average. The paper, published in January of 2022, states that the prior year's data “indicates regretted attrition a low of 69.5% to a high of 81.3% across all levels (Tier 1 through Level 10 employees) suggesting a distinct retention issue.” By way of explanation, Tier 1 would include entry-level roles like the company’s thousands of warehouse associates, while a vice president would be positioned at Level 10. “Regretted attrition” – that is, workers choosing to leave the company – “occurs twice as often as unregretted attrition” – people being laid off or fired – “across all levels and businesses,” according to this research. These documents were provided to Engadget by a source who believes these gaps in accounting represent a lack of internal controls. ![]() They also broadly condemn Amazon for not adequately using or tracking data in its efforts to train and promote employees, an ironic shortcoming for a company which has a reputation for obsessively harvesting consumer information. The documents, which include several internal research papers, slide decks and spreadsheets, paint a bleak picture of Amazon’s ability to retain employees, and how the current strategy may be financially harmful to the organization as a whole. For a sense of scale, the company's net profit for its 2021 fiscal year was $33.36 billion. ![]() “ Consumer Field Operations is experiencing high levels of attrition (regretted and unregretted) across all levels, totaling an estimated $8 billion annually for Amazon and its shareholders,” one of the documents, authored earlier this year, states. According to a tranche of documents marked “Amazon Confidential” provided to Engadget and not previously reported on, that staggering attrition now has an associated cost. Amazon churns through workers at an astonishing rate, well above industry averages. ![]()
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