Uline has a reputation for having a high turn-over rate. The root cause of this problem is Dick and Liz Uihlein are nutjobs and the work environment is like stepping into a time machine. However they don’t see it that way, instead they want to force people to be stuck with a bad job because health insurance is tied to the workplace. Also just to give you an idea of how out of touch she is, she blamed the COVID-19 stimulus checks in 2025. It’s been so long ago since anyone received them.
In every Uline catalog Liz puts her dumb opinions in it. They also donated over $100 million to Republicans and Trump in 2024. That’s why I urge everyone to Refuse Uline and pick a better alternative if you use them. This website: https://refuseuline.com/ has a long list of alternatives to Uline.
I’d love to see the HR team at Uline, must be some real data analysis specialists with these tired-as-fuck tropes.
Much, much more damaging to companies than employees looking for better work are managers who are unable or unwilling to see who their actions and behaviors contribute to issues.
Did you try paying above minimum wage or even “50th percentile” of market for jobs where you have high turnover?
Do you ensure your employees have adequate holidays and Time Off? And by that I mean they don’t actually have to work on their personal time or jump through hoops to take time off work? You’re an employer, not an overseer, staff your company so that you don’t have to exhaust the employees you do have who do want to be there.
Do you train and onboard people at all? When was the last time they did a deep dive into the new hire experience? The answers are there for the taking from people who are largely unbiased and ready to tell you what is needed for them to be successful. On aggregate, all that takes are a few fucks given to find the issues and address them.
Leadership who start by blaming the least powerful group in explanations always set a good course for company culture.
The first 5-10 years a person works usually results in massive amount of growth in skills and productivity. If a company won’t adequately compensate for their ever increasing value, another one will.
Annual pay raises were never more than 3% when I stayed with a company - usually 1-2%. When I swapped jobs I had a few 30% pay raises.
I got my first grown-up job in 2012, and I was making $15 an hour as a computer desk jockey.
Three years later, due to some cock ups, I was only making $16.50, so I quit and got another job. The next job hired me at $20 an hour.
Three years later, I had moved up, I was doing well, but it was time for me to move. So I moved across country, and I got my next job, and I went from $28 an hour to $35 an hour.
Three years later, it was time to move and I moved to my next job and was making $60 an hour.
I have a friend who stayed with the same job where I was making $16.50 an hour 11 years ago.
He’s still there and he makes $26 an hour.
That goes to show you how much they reward you staying.
I jumped ship for a decade and make nearly 3x what the faithful do.
$16.50 adjusted for 11 years of inflation is $22.36.
So in real terms they have rewarded your friend with a 1.5% annual pay increase for 11 years of loyalty.
By swapping jobs your pay has increased by around 9.4% per year during the sametime.