The answer lies in creating an aspirational culture, or a culture of opportunity. Organizations owe their employees pathways for recognition and upward mobility, with inbuilt mechanisms for mentorship and skill augmentation. In a sense, organizations promote their brand to a customer and employees alike -" this is what we stand for, this is who we are, trust us, we will take care of you!"

McJobs being devoid of these qualities are then high turnover, whereas the Starbucks job is a pathway to learning customer service and management skills under middle class values.

But yes, creating this ethos takes enormous concerted effort! Complicating matters are trends of talent poaching and paypacket competition between industry rivals (this affects mid level and up more).

Great question - happy to help you create a strategy of belonging!