Human Resources

A healthy P&L doesn’t mean work is happening efficiently. Human resources executive Claire Lizear explains how unclear ownership, repeated work, and preventable turnover create costs leaders may overlook.

Employee turnover isn’t just a staffing headache. It’s also a profit leak. In cannabis retail, where compliance mistakes and customer trust both carry real financial weight, losing a seasoned budtender means losing margin. In today’s industry, retention belongs in the revenue conversation, not the personnel file. Stable teams sell more, make fewer errors, and build repeat customers no marketing budget can buy. The operators who treat workforce stability as infrastructure, not overhead, are the ones quietly outperforming their markets.

As cannabis retailers expand, employee turnover can reveal where leadership systems need more support. A human-resources expert explores how stronger onboarding, clearer expectations, better management training, and more consistent HR processes can improve retention. Framing retention as an operational issue instead of a hiring challenge gives operators something they can address directly, helping teams build healthier workplaces, reduce compliance risk, and scale more sustainably.

Only about 39 percent of cannabis workers participate in workplace retirement plans — about 18 points below the U.S. rate — and even auto-enrollment isn’t fixing the gap. A new cannabis-only report analyzing 140 plans across 420+ entities found opt-out rates near one in three among automatically enrolled employees, despite sophisticated plan design and meaningful employer contributions. The problem is less about plan features and more about worker realities.

The cannabis industry has moved beyond simply filling shifts and chasing compliance. Today’s retailers are asking a bigger question: How do we create real careers instead of just jobs? The answer matters not only for employees but also for the long-term resilience of the businesses themselves. By investing in people, retailers can build teams that feel valued, motivated, and equipped to grow with the industry.

Employee Stock Ownership Plans (ESOPs) are changing the way cannabis companies think about equity. By turning workers into owners, ESOPs improve retention, create generational wealth, and align business growth with social justice goals.

In cannabis, culture isn't fluff; it’s a business advantage. Here’s why employer branding matters more than ever in attracting and retaining top talent.

The cannabis industry has long operated on the fringe of mainstream business, and recent developments regarding 401(k) plans underscore the ongoing struggles in this...

Despite an increase in market growth, the cannabis industry continues to grapple with a stagnant job market. Over the past three years, according to...

With the United States ready to reclassify marijuana from Schedule I to Schedule III, experts speculate more states will embrace legalization—a budding potential for...