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Three Effective Ways to Engage the Seasonal Workforce

Three Effective Ways to Engage the Seasonal Workforce

The holidays are upon us. Towns, malls, and neighbourhoods are all illuminated and adorned. People frequently search e-commerce websites for special offers and discounts. Retailers are rushing to meet delivery dates as holiday sales are in full swing. Despite the ongoing supply chain difficulties brought on by the epidemic this year, the National Retail Federation predicts a 10.5% increase in holiday spending. Smart firms are preparing their headcount requirements in advance in light of the anticipated sales growth and typically rely on the external workforce, which consists of independent contractors, contingent workers, temporary employees, and freelancers, to cover the needs. Some businesses in the retail, logistics, and hospitality industries have been bragging about how many new employees they need to hire to meet the holiday demand. A part of the Christmas spike is contingent worker recruiting, but another part is contingent worker engagement.


A motivated seasonal employee can significantly impact the company by fostering high levels of customer satisfaction and boosting output. The business can suffer if staff get overworked and frustrated as a result of longer hours during the busy season. Even though it is the Christmas season for them as well, employees frequently forego their own time with friends and family in order to help businesses run smoothly and satisfy demand. Therefore, businesses will be better able to meet and surpass the needs of the season if they have a defined engagement strategy for seasonal workers.


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1. Seasonal worker needs must be identified early.

Businesses that are well-run are aware of what they must do to boost earnings, weather uncertainties, improve competition, and spur growth in the following fiscal year. This comprises yearly talent planning for internal, external, and part-time employees. Planning must start as soon as the current holiday season is over in order to get ready for the following one. The HR and procurement units can work together and consider re-engaging seasonal workers if they have the proper technology and mechanisms in place to track contingent workers and assess performance. Businesses can evaluate how further a resource can be exploited and upskilled to do more with the help of precise data such as time in/out, skills, and capabilities. For instance, a contingent worker hired to package products who is also interested in driving a car might be given the job of delivering goods. In this situation, spending money on a driving course to improve the student's competency and confidence behind the wheel of various vehicles, including heavy-loaded trucks, can be helpful to assign the worker to a variety of projects that meet both the needs of the company and the interests of the employee, creating a win-win situation.


2. Positive Customer Experiences Are Predicated On Good Worker Experiences

A contingent worker must be given positive experiences from the moment they are contacted with a job demand, much like a full-time employee. That entails a simple hiring and onboarding procedure, the instruction, equipment, and resources needed to carry out their duties, open communication, continuous feedback, and a simple exit procedure near the end of the contract. Treating them like a member of the team and including them in staff lunches and meetings, both in-person and virtually, are small but effective gestures. It's also a good idea to keep in touch with them after the job is over when things go smoothly. Regular communication will keep customers up to date on company happenings, create relationships that will leave a good impression, and entice them to return. Such experiences are important for these people to contemplate accepting the chance. The business may wish certain seasonal workers to eventually become full-time employees.


To entice prospective new hires, rehire former contingent workers, or just show an existing employee how much they are appreciated, many businesses provide discounts, vouchers, incentives like tuition payments, and recognition bonuses. Engagement, productivity, and motivation are all increased when there is a balance between tangible and intangible experiences. People are more likely to be really and emotionally committed in their professions and employers when they feel cared for, which ultimately results in better customer experiences and higher sales.


3. Praise Is Essential To Boost Morale

Undoubtedly, the epidemic has had a negative impact on many people's physical and emotional health. Businesses have a chance to distinguish themselves as great employers during this holiday season. One method to do this is to frequently reward and recognise good performance. Companies must establish specific goals for the employees to fulfil in order to maintain their motivation and focus given that the positions are "seasonal" and they are recruited for a specific amount of time. Companies should take a minute to celebrate when the goals are attained. When seasonal workers feel respected and appreciated by their managers, morale and productivity can improve. Managers can forge closer bonds with the workforce by going beyond a simple "Thank You" to truly recognise the contribution and how it contributes to company success. And in order to truly establish trust and respect, these thoughtful acts should be timely.

Building a strong talent pipeline and bringing value to the company both need a focus on engaging seasonal workers. Knowing that the holidays will arrive each year can help you plan ahead for a more engaged workforce, happier customers, and improved brand reputation.