Work with OY – Retain
Retention with
purpose
Explore the Retain & Grow Guide
Unlock loyalty, leadership, and long-term value by investing in Opportunity Youth (OY) beyond Day One.
You’ve welcomed a young person onto your team – now it’s time to keep them. Not because it’s nice to do, but because it’s smart business.
OY bring resilience, adaptability, and a fresh perspective – but their longer-term success hinges on what happens after the hire. The right investment now creates high-impact employees who grow with your organization, contribute meaningfully, and stick around.
Turn short-term success into long-term retention.
Why retention is a game-changer
Retention isn’t just about reducing turnover. It benefits all employees, not just OY. Employee engagement leads to productivity and profitability across the organization.
When you retain OY talent, you:
Save in re-hiring and re-training costs
Replacing an entry-level employee can cost up to 20% of their annual salary. Retaining loyal OY hires reduces turnover expenses and builds stability.
Build institutional knowledge and team continuity
Longer tenure means OY employees grow with your organization, carrying forward skills, relationships, and know-how that strengthen your team.
Strengthen DEI goals with meaningful inclusion
Hiring and retaining OY ensures that diverse lived experiences are represented and valued in your workplace, advancing equity and inclusion in practice.
Signal to staff that growth is possible for everyone
When OY employees succeed and advance, it shows your whole workforce that potential is recognized and opportunity is open to all.
Success story
Hiring Opportunity Youth has proven to bring energy, commitment, and long-term value to this team
The Calgary-based business Supply and Apply specializes in the distribution of spa and self-care products, equipment, and salon furniture – and they’ve seen firsthand how investing in young talent pays off.
Simon joined the company as a Warehouse Associate and immediately demonstrated a strong work ethic, positive attitude, and genuine eagerness to learn. His dedication quickly stood out, and he is now training to become the next Shipping Lead — a key role in the company’s logistics operations.
Simon showed promise from the start. He was eager to learn, took initiative, and continuously sought feedback to improve.
Why it worked: A partnership with the youth employment program at Calgary Catholic Immigration Society; and business leaders who recognize potential and invest in developing employees for long-term success.
We saw his potential, and it’s been rewarding to support Simon’s growth into a leadership role. His progress has had a ripple effect across the team, inspiring others and strengthening a culture of mentorship, growth, and accountability.
Henok, Warehouse Manager Supply and Apply
Best practices
for retaining Opportunity Youth
01
Invest in ongoing mentorship
Mentorship is your retention engine.
- Extend mentorship beyond onboarding – think 6 to 12 months
- Pair OY with approachable mentors (not direct supervisors)
- Encourage honest conversations, regular check-ins, and shared learning
- Use peer and reverse mentoring to foster trust and purpose
- Partner with community agencies for external mentorship options
Mentor Canada has learning opportunities to help build your team’s skills
Tip: Mentorship increases confidence, loyalty, and emotional safety – key drivers of retention.
02
Design visible growth paths
Retention thrives on momentum. Help OY envision a future here.
- Define micro-promotions, skill-building milestones, and progression steps
- Link reliability, initiative, and communication to advancement
- Offer stretch assignments, leadership shadowing, or project ownership
- Acknowledge growth publicly – praise builds confidence and culture
- As OY build skills, their positive impact increases and they may become future managers, trainers, and leaders within the organization
Tip: Even a token raise or a new responsibility can signal: we see your effort, and it matters.
03
Fuel learning and development
OY are eager to grow. Make it easy to say yes.
- Provide training time during work hours
- Reimburse certifications or offer in-house skill sessions
- Celebrate learning achievements as part of team culture
- Partner with external programs to access funded upskilling
- Leverage government subsidies for training
Tip: A culture of learning keeps everyone sharp – and signals long-term commitment.
04
Wraparound support makes the difference
Retention often hinges on support – both internal and external.
- Flexible schedules or transportation stipends
- Clear mental health supports
- Peer support groups or staff champions
- Regular wellbeing check-ins
- Access to non-profit agencies for mentorship and guidance
Tip: When young employees feel supported as people, they show up with greater resilience and commitment.
Make retention a culture, not a project
Retention isn’t a policy, it’s a mindset. Build a culture where OY and all employees want to stay.
Recognize contributions and celebrate wins.
Empower leaders at all levels to demonstrate that everyone is welcome.
Encourage managers to be coaches, not just taskmasters.
Create feedback loops to understand what’s working and what’s not.
Key: Belonging is the most underrated retention strategy. Invest in it.
Retain & Grow Guide
Our companion tool – the Retain & Grow Guide – offers a playbook of strategies and sample practices to make retention real and effective for your team.
Success story
Building an inclusive workplace, one opportunity at a time
Maple Premium Services Ltd., a Calgary commercial janitorial company, is proving the power of an emotionally safe and inclusive workplace. With clear task training, supportive teams, and opportunities to build communication skills, they’ve created an environment where newcomers and those facing barriers can thrive. Many employees have grown into trainers, team leaders, and administrative roles.
Terry, a young newcomer with a developmental disability, began his journey at Maple through a community agency referral. Shy and inexperienced at first, he was supported with extra training and encouragement to ask questions and voice concerns. “Terry’s communication improved, he shared his story with the team, and he was delighted to showcase his success on his résumé,” says Karen Schmidt, HR Manager.
Maple partners with three community-based organizations to reach potential employees who might not respond to traditional job postings. “Our experience has been that onboarding isn’t significantly different, but the results are,” Karen explains. “With a little extra support, we’ve increased retention with loyal employees eager to prove their value and contribute to the team.”
Why it worked: Maple created a safe and supportive workplace with entry-level roles where Opportunity Youth are welcome to start, learn, and grow.
With just a little extra support, we’ve seen employees like Terry grow in confidence and become loyal, valued members of our team.
Karen Schmidt, HR Manager Maple Premium Services Ltd.
Explore non-profit agencies
It makes sense to collaborate with youth-serving agencies and community-based organizations that are helping youth with pre-employment skills development. You tap into a pool of keen candidates who already have wraparound supports in place. And, these organizations often provide ongoing help to you and the youth once hired.
