Summer might be in full swing, but it’s time to start thinking about how you’re going to handle your seasonal employees after summer ends. By now you’ve probably had your eye on a few rockstar employees that you want to keep on post—summer. After all, you can use the season as a trial run to see who will be worth full—time status.
1. Ask about their plans — If you’re unsure about the employee’s plans after the scheduled job period, just ask. There could be legitimate reasons for leaving, i.e., school, but others may have accepted a seasonal job as a way to get their foot in the door with your company. By starting to inquire with your staff about what they have going on, you’ll start to get an idea of who you can (and can’t) keep. You won’t be making a commitment by simply showing interest in their future.
2. Stay in contact with the ones who must move on — If you do have great employees leaving after the season, stay in touch with them so they’ll remember you when it’s time to look for another job, i.e. the holiday season. Not only will this take some stress off of you during the next hiring rush, it will also show them what a great employer you really are. It can be as simple as a quick email to say hi, encouraging them to come in for a free meal/discount when they get back in town, or as involved as setting up a Facebook page as a way for staff to keep in touch.
3. Make them not want to leave — One of the most effective ways to ensure your seasonal staff stays on, is to have a positive and flexible workplace. Pay attention to the overall attitude of your staff and if they are enjoying the summer. Keep in mind things like work/life balance and the need for flexible scheduling. These little things can make a big difference to hourly workers and can make them encouraged to stay on. Making team members feel valued and that they have made an impact on the business will not only create a sense of community, but will make it so they don’t want to move on.
4. Ask for referrals — If your choice of staff members just cannot stay on, ask if they have any friends or family members who might make a good fit with your company. If they’re as happy working for you as you are having them on staff, they’ll probably take that request seriously and will want to leave you with a good impression. And, this will give you a good chance that they’ll return when they can.
It just makes sense to hold on to employees who you’ve already dedicated time and money to train. Make your business stand out as an understanding employer where your favorite employees will want to remain loyal. Remember, if they can’t stay after the summer, there’s a good chance they can come back for the holiday season, and that will make your life much easier.
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