My work has related to many aspects of the challenges of entry level jobs both from an employer perspective and from the perspective of the entry level employee. The overriding challenge for the employer, in my experience, is being able to promulgate leadership's values to new stakeholders, including, first-off, making sure they understand they are valued stakeholders. Presumably, you did not launch your business in order to live out values that are inconsistent with your own personal values. So the question you must ask yourself is, if, for example, honesty is something you value, how are you modeling that honesty beginning with your interview process and continuing with onboarding, training, managing, and promoting your employees? Staying true to your own personal core values will allow you to create a company you recognize and intuitively know how to manage and grow. That, in turn, will give you very few employees who stay at the entry-level, and more happy and engaged employees who become deeply invested team members with long-standing careers.
If you're interested in growing a business that is based in core values you're proud of and that experiences strong, healthy, sustainable growth, let's talk.
The biggest challenge for employers is motivation. Many entry level employees who are new entrants in the work force have a need for immediate gratification which creates a vicious cycle. For example, the more money they need, the more un-focused they become. If they are earning $10.00 and hour and a competitor is paying $12.00 and hour, entry level people will jump. They can't wait for their position to improve because they can't see that far ahead. Employers with an entry level workforce must motivate these workers with non-cash benefits. They must be creative and entice employees to stay on the job longer by providing training, group activities and other free benefits.