Spotlight on Retail: How to Attract the Senior Leaders Shaping the Future

Retail is transforming at a pace we’ve never seen before. Customer expectations are shifting, digital innovation is accelerating, and ethical and sustainable practices are no longer optional; they’re demanded. In this environment, the ability to attract visionary leaders who can navigate complexity and drive growth is critical.

Our Talent Trends 2025: Executive & Senior Leadership Edition, based on insights from over 50,000 professionals worldwide, reveals what motivates today’s retail executives; and what organisations must do to secure and retain them.

Executive Satisfaction: Stability with a Side of Restlessness

Most retail leaders feel secure in their roles, but satisfaction tells a different story. While 65% say they’re satisfied, nearly one in four admit they’re dissatisfied. Compensation isn’t the main issue – 69% are happy with their pay – but purpose and alignment are becoming decisive factors.

What this means for employers: Don’t assume stability equals loyalty. Even satisfied executives are questioning their long-term fit. Regularly engage senior leaders in conversations about purpose, impact, and cultural alignment. If you’re not addressing these, someone else will. 

Mobility & Motivation: The Appetite for Change

Here’s the reality: more than 80% of retail executives are open to new opportunities, and 42% are actively looking. Nearly two-thirds don’t expect to stay beyond three years. Why? It’s not just about money.

Misaligned culture, lack of trust in leadership decisions, and limited international exposure rank alongside salary concerns.

Advice for employers:

• Audit your culture. Does it reflect the values you promote externally?
• Be transparent about leadership decisions—executives want clarity and trust.
• Offer global mobility or cross-border projects to keep ambitious leaders engaged.

Retention today is about authenticity and opportunity, not just paychecks. 

Flexibility: A Non-Negotiable

Hybrid work dominates retail leadership: 75% work in a hybrid model, with most spending one to two days at home. Yet half report increased office time over the past year, driven by policy changes and career development needs. 

What this means for you

Flexibility isn’t just a perk; it’s a core retention strategy. Set clear, consistent policies because ambiguity breeds frustration and accelerates attrition. Aim for balance: autonomy matters, but so does connection. Make in-person interactions meaningful and purposeful, not performative

Work-life balance tops the list, followed by job satisfaction and compensation. Mental health and well-being are no longer “nice-to-haves”, they’re strategic imperatives.

Embed well-being into leadership culture. Executive burnout is real, and ignoring it risks losing your top talent. Create spaces for dialogue, offer mental health resources, and make balance part of your EVP. 

The Bottom Line

Today’s retail leaders are redefining success. They want purpose, alignment, and authenticity as much as progression and pay. In a sector driven by constant change, culture and values now carry as much weight as compensation. The organisations that listen, adapt, and invest in human-centred leadership will attract the visionaries shaping the next era of retail.

For more insights, and to access our full Talent Trends report and online interactive tool, click here: https://lnkd.in/diUrzRuv