Make seasonal staff feel valued from day one by creating a welcoming and inclusive onboarding process. Start with an engaging orientation that explains your business’s mission, core values, and how their role contributes to the team’s success. Introduce them to permanent team members and assign a buddy or mentor to help them navigate their new role. Provide clear training materials and hands-on guidance to ensure they feel confident in their responsibilities. A warm, structured start not only equips them with the tools they need to succeed but also fosters a sense of belonging. When seasonal staff feel welcomed and prepared, they are more likely to feel motivated, included, and committed to your business.

The new legislation regarding staff tipping will help. We all know how important is the extra money/tips for the hospitality workers. Unfortunately not all service charges and tips are allocated to the staff. So, the changes in the policies will make a difference. The staff will feel valued knowing if they provide a great service, they will be recognised and get extra money on top of their salary.

Turnovers can be contained significantly if an organisation understands the needs to the staff proactively and takes proactive steps towards their career and monetary growth. It's essential to work towards their care.

I always lean towards tech-driven solutions: offer e-learning for training, gamified rewards for team bonding, cashless guest tipping programs, quick access to schedules via mobile, and AI tools for real-time feedback.

Seasonal staff turnover can significantly impact the hospitality industry, leading to a loss of experienced personnel and increased training costs. To make staff feel valued and included, it's essential to recognize their contributions, provide opportunities for professional development, and foster a welcoming and inclusive work environment. Implementing a feedback system that allows for open communication can also help staff feel heard and appreciated, which may increase their job satisfaction and loyalty to the company. By addressing these areas, businesses can create a more stable and motivated workforce.

Struggling with high seasonal staff turnover in your hospitality business? It's crucial to make every team member feel valued and included. Foster a sense of belonging by providing comprehensive training and regular feedback. Celebrate achievements and offer growth opportunities to motivate them. Recognize their hard work publicly, and create a supportive work environment where their voices are heard. By investing in your staff’s well-being and development, you'll build loyalty and reduce turnover, ensuring a smooth and successful operation year-round.

Reducing seasonal staff turnover starts with making employees feel valued and included from day one. Providing comprehensive onboarding and training ensures they feel prepared and confident in their roles. Recognizing their contributions through regular feedback, incentives, and public acknowledgment helps them see their impact on the business. Creating a sense of belonging by fostering team connections—through group activities, inclusive decision-making, and open communication—makes them feel like integral members of the organization. Offering opportunities for skill development and pathways to return for future seasons also demonstrates a commitment to their growth and long-term potential.

In beachfront hospitality is my line of work, where summer is peak season, I prioritize building personal connections to make sure they feel valued. As the season ends, I check in with employees about their off-season plans, such as family trips or personal goals, and follow up throughout the off-season to show genuine interest. I also make it a point to wish them happy holidays and express excitement for the next season, letting them know they’re valued. ***Maintaining this human connection ensures staff feel appreciated and motivated to return. When people feel seen and respected, loyalty grows, helping mitigate seasonal turnover challenges.

Seasonal staff turnover is a challenge in the hospitality industry, but creating a sense of value and inclusion can significantly improve retention and performance. Strategies to include for possible retention are: a) Enhance onboard training with a warm welcome, clear communication and expectations and assign mentors to assist in the orientation process. b) Include seasonal employees in social events, recognize them as part of the team, give them the opportunity to contribute their ideas. c) Offer competitive benefits and incentives such as meals, possible transportation to and from work if possible and discounts for purchases. d) Celebrate achievements and contributions worthy of mention. e) Encourage open communication always.