Can the Hiring of Seasonal Staff be Made Easier?

It’s summer and many of us are laying back and enjoying some down time, not all are though. Those who are on the ball are deep into thinking about next year and finding a way to fill the many seasonal jobs that will need to be filled to deliver the customer experience the marketing department is out there selling to the public.

Hiring for attitude and emotional intelligence suitable for the job is vital and I have mentioned that many times in my newsletters. This month, I am sharing another post from Mr. Lencioni, which relates to organizational health, The Best Weapons in the War for Talent

One of my objectives at Steep Management is to be able to share ideas and thoughts, which don’t always require pots of cash, knowing how scarce that can be at a ski resort/area. I fully agree that many of our seasonal staff are in the seasonal position to ski or ride in their youth and then move on. However, if the ski resort has that healthy organizational culture, it will be a magnet for those future skiers and riders who want the experience of mountain life.

The three elements shared are so poignant to me in making a lifty, a snowmaker, a new ski instructor or shop staff happy, productive and importantly return next year or recommend the ski resort to a friend or social media acquaintance.

The three elements are:

Being Known

“When managers take a genuine interest in an employee’s life, personally and professionally, employees develop a sense of loyalty, engagement, and satisfaction that no paycheck can equally inspire.”

Feeling Relevant

“One of a manager’s most important jobs – maybe the most important one – is to help employees understand their relevance, and then remind them again and again. And again.”

Note – the remind them again and gain. And again.

Measuring Success

“All good employees want to know whether or not they are succeeding.”

Are metrics in place that can provide that measure of success?

CEO’s and senior levels manager need to practice these three management concepts for sure, but most importantly, and this is where I see the failure, is that these senior managers need to be holding their front line managers accountable to making sure the front line managers are managing to these three management concepts. Furthermore, the senior level managers need to ensure that they are providing training their front line managers accordingly.

Simple steps that can make your life in the future winters much less stressful in terms of filling those seasonal positions. Try it!