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Tip #5.
Finally! You’ve got everyone in place, moving along like a well-oiled machine. Now what? It’s time to look at the Future. A lot of employers will only see seasonal employees as temporary and get caught in the spiral mentality of disposable help. Sure there are seasonal employees only meant for the short-term positions, some may even be attracted to your business for just that. However, many job seekers acquire employment during the holiday rushes with the need for a long-term position.
It would be a huge disservice to your business, time and resources to overlook a prime opportunity for recruiting new talent. What better way to find quality employees for the future than right on the job? You’ve already seen their skills and work ethic, you’ve interacted with them in staff meetings and training and seen how they interact with your other staff. You have admired their work, take the extra time to find out what their personal goals are. These standouts may indeed become a valued key part of your future success.
Rewarding a hardworking employee by recognizing their talent is a huge boost of confidence not only for themselves but also in how well they will ultimately treat your business and your customers. By considering your seasonal employees as potential parts of your next business goal you’re playing ahead of the game. Your strategy should always be pushing toward the future.
TL:DR/Take Away: Seasonal employees don’t have to be relegated to only temporary work. If you notice potential in your new hire, offer them a position in your company’s future.
Action Point, Specialist, Strategy, Appreciation, Future
In conclusion, the best way to handle seasonal employees is to implement action points covered by specialists who are strategically hired with the anticipation that their performance may be appreciated and potentially lead to a bright future with your company. See? You’ve got this!
