As flexibility becomes the mainstay of organizational success, hiring seasonal employees is not a choice. The recruitment model lets you scale your team during peak seasons without burdening your business with the extra employees for the rest of the year. The competition for these resources is stiff, just like for hiring top talent for a permanent workforce. You must engage and motivate seasonal hires to retain them and get them back again for the next season. Most business owners skimp on it because they do not want to invest efforts in the temp staff, but motivating them is crucial. Let us share some strategies to boost long-term retention for these resources.
Connect people to a purpose
Seasonal workers perform better when they feel connected to the organization and their co-workers. However, most managers overlook the team bonding part while onboarding them. They do not even educate the staff on the company’s mission or vision. The job is transactional when there is no connection to the company. Connecting people to a purpose is the key to getting highly motivated contractors who go the extra mile to deliver better results.
Highlight growth opportunity
Another easy measure to engage seasonal hires is to show them a growth opportunity down the line. Let them know that they have a chance to join as a full-time resource when the company needs them. Also, tell them that they can return every season. Showing that you value temporary resources keeps them motivated and willing to stick in the role every year. You will not struggle to find skilled contractors during peak hours, and people will blend in easily every time they join your team.
Recognize good work
Employees want to feel appreciated, and temporary workers are not an exception. Look for ways to recognize and incentivize them to show that they are a valuable part of your team. Consider it a small investment to retain seasonal employees and get the best performance season after season. Inviting them to company events is a good way to motivate them. You can send personal notes to appreciate the great work. You may even give a cash incentive at the end of the contract period.
Be flexible
The last thing you should do with seasonal employees is to impose too many restrictions on their schedules. Although retail and manufacturing businesses may have a tough time imbibing flexibility, employers must do their bit to accommodate schedules. Ask seasonal workers up-front about the timelines that work for them, and implement them accordingly. Creating a work-life balance for them is as crucial as ensuring it for the regular employees. Pressing the contractors too hard can affect their performance and motivation, and they may leave sooner than later.
Employee motivation is perhaps the most crucial aspect of engagement and retention. People give their best when they are happy and motivated, so it is vital to do your bit as an employer. Remember not to overlook the seasonal employees as they need as much motivation as your permanent team. Follow these simple tips to keep them going.
Andrew Chloe has been working as a content team lead at Outreach Monks for three years. He takes a deep interest in learning new business techniques and concepts. With his professional experience, he aims to educate his audience about new technology and the latest innovations in the business sector.
