How To Retain Seasonal Employees

Treat your seasonal employees just like your year-round employees. If you use a look-back measurement period to determine whether your employees are full-time you can opt to use an initial measurement period between three and 12 months long during which you keep track of new seasonal employees hours worked in order to determine whether theyll be counted as a full-time employee during the following stability period this is the same as the process for new variable.

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Keep in touch with them periodically throughout the off months to maintain a presence in their lives and remind them of their commitment.

How to retain seasonal employees. Make sure they receive the proper training and have the right tools to be successful at their job. Money is important and you need to reward your seasonal workers who come back with pay incentives. Some of them may have once been seasonal themselves.

Sending a notecard keeping in touch by inviting them back for a Company event. Get Organized and Keep Track of Job Applicants. An alternative might be that you expand your business into services that will keep you somewhat busy through the winter.

Often seasonal employees are moved around a lot slotted anywhere there is demand. Employees who quit during peak season create gaps in your workforce when you want to be as productive as possible. Absence does not always make the heart grow fonder.

Invite them back for the next season if they were good workers. Post work schedules at least one week in advance if not two so employees can plan around their shifts. Maybe at least for it brings in enough work that you can keep your core team 50 60 of your employees together and that only 40 are at risk year after year.

Pay and Benefits for Seasonal Employees. Keep in mind that hiring and employment laws for long-term employees apply to seasonal workers as well. If so dont hesitate to remind them how they got their start.

One way to help ensure their return is to be flexible with scheduling. If you make your full time staff part of the solution they are less likely to present a problem. Create a referral process with rewards so your seasonal employees can recruit their talented peers on your behalf.

Workers not familiar with this sort of employment and employers unaccustomed to hiring part-time andor seasonal employees may not be fully aware of the regulations surrounding such employment. Treat seasonal employees with respect and care. Keep in Touch.

While you dont want to pester your workers during. Even though the weather will ultimately dictate the work season assign a start and stop date. Build a social community that keeps everyone in the loop.

Year-round communication keeps seasonal employees engaged Keeping the lines of communication open throughout the year and periodically checking in is an excellent way for employees to feel appreciated and help build that popular culture. It saves both time and money to retain solid employees from year to year rather than hire new ones every season. How to Retain Seasonal Employees Set start and stop dates.

Keep In Touch After the season is over keep in touch with your seasonal staff. A lot can happen in a year and its not enough to sit and hope that your employees will return the same people they were last season. Heres how to retain seasonal employees and increase the chances of them returning next season or recommending your company to others as a potential place to work.

Let them know how greatly you appreciate them and all they do for your business during the busiest days of the year. Strive to retain strong seasonal employees. Be sure you follow fair non-discriminatory employment practices and stay within the boundaries of all federal state and local laws.

To avoid recruiting from scratch consider offering an end-of-season bonus. Show a genuine interest in what they are doing and where they are doing it. We offer the following information to help guide both employers and employees through this busy season in an informed manner.

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