Attract and empower talents by identifying shared company values

Help your organization improve talent experience, analyze employee sentiment, and take targeted actions

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The main HR challenges for the Retail industry in 2023

Amidst traditional model crises, financial challenges, inflation, and rising costs, digital transformation points the way: putting the human factor and shared values at the center.

People Analytics tools empower retail businesses to gain deeper insights into the behaviors and preferences of their workforce, identify inefficiencies in work processes, and optimize workforce planning and allocation.
  • Hiring and retaining top talent: The retail industry often requires a large number of employees for daily activities such as customer assistance, inventory management, and cash operations. Finding qualified and motivated individuals can be challenging, especially in such a competitive labor market. The industry's high turnover rate demands greater efforts from companies to engage people and reduce associated costs.
  • Adapting to technological change: The sector is increasingly influenced by innovations like artificial intelligence and new digital payment methods. This requires talent to acquire new skills and the need to map existing skills to create engaging and relevant career paths.
  • Engagement and satisfaction: Delivering a positive customer experience is closely tied to ensuring an equally positive experience for the people working in the company. Constantly analyzing talent engagement and leveraging data to take concrete improvement actions is crucial. Click here to learn more about our recent Organizational Network Analysis project with a major Italian company in the retail sector.
Attracting talent and improving employer branding
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Monitoring and listening to the voice of every talent
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Objectifying management perceptions
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Transforming data into concrete actions

Through technology, Glickon creates Talent Intelligence tools that can simplify processes, monitor and listen to the voice of every talent, objectify management perceptions, and promote a new data-driven culture within organizations.

Direct data

Specific feedback can be collected, and the real collaboration network can be captured through surveys, engagement surveys, and Organizational Network Analysis.

Indirect data

Corporate communication can be tracked both internally and externally by connecting Glickon to communication and collaboration tools (email, calendars, chats, etc.).

Predictive data

By leveraging the collected data, it is possible to evaluate organizational risk scenarios and predict phenomena such as turnover, attraction, or attrition.

Why Retail companies choose us to revolutionize talent management

Talent acquisition and retention
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Employee engagement
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Turnover prediction
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What Glickon does for you

Glickon collects information both directly (ONA surveys) and indirectly (emails, calendars, etc.) to provide leaders with a comprehensive view of colleague and candidate engagement, as well as productivity.

Surveys & Indirect Data

Glickon's ready-to-use ONA surveys allow measuring the key drivers of engagement and relationship for specific clusters within the organization.


The platform allows for administering talent surveys autonomously and provides real-time results, analysis, and insights. Glickon is an integrated platform compatible with 170+ HR platforms (ATS and HCM).

Analysis and Reporting

Glickon combines survey data with digital traces from organizations to provide insights on attraction levers, engagement, and productivity. Our AI-based analysis can help establish a clear link between employees and revenue.


Transform human resources data into tangible improvements through designed paths to guide actions. You will be able to identify key factors to focus on, in order to develop better experiences throughout the entire talent journey.

Key statistics


Increasing colleague performance
(IBM, "HR's Role in EX productivity")


Reducing hiring costs
(Deloitte, "Talent Acquisition in Overdrive")


Increase in talent retention
(Harvard Business Review)
The voice of CUSTOMERS
Chief People Officer
A major Italian company in the retail sector with 200+ employees
People enjoy personalizing everything, so why not do the same in companies? Let's imagine HR as architects who can create new spaces to connect people and allow their talents to shine brightly.

Glickon White Paper: Uncover the Relationship between Employee Experience and Revenue

High turnover risk in high-performing teams, low trust in leadership, and financial performance. Discover the relationship between Employee Experience and company value in our research.

Listen to candidates and colleagues to define strategic actions

Help the organization achieve business goals by leveraging
people's talent through data

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