For those who are a seasonal business. Do you try to help your employees find work during the off season so they come back each season? Wondering if its better to have them collect unemployment or find work for them during the off season?
If you can subcontract them out I wouldn't hesitate to try to keep them around - good people have never been harder to find for seasonal businesses!!
I always have a handyman house that I purchase. If things get slow, I just send them to work on the house. Then I sell it and repeat. I purchase another and leave it ready for them to work on it if they have a slow week. However, It's been two years since they have been too slow. Nowadays, I have to pull them off jobs to get things done on the handyman house or find someone else to work on it as the guys are always booked out.
My guys draw job-attached unemployment as well as sporadic jobs that come in and snow plowing/shoveling.
I'm a tree service so we will work all year, but things definitely slow down in the winter. We go all out during the busy season and do a lot of deferred maintenance things in the winter. We probably only do tree work 20 hours a week and the other 15-20 is a lot of shop work until mid March.
Building a company culture that encourages employees to return for seasonal work is essential for maintaining continuity and reducing the time and cost of training new hires. This is part of what we do to maintain a high retention rate with our seasonal business.
Connection and Community: Foster a sense of belonging by investing in team-building activities and regularly engaging with employees, even in the off-season. If employees feel valued, they are more likely to return.
Recognition and Incentives: Celebrate their contributions during the busy season with bonuses, appreciation events, or certificates. Consider offering a return bonus for employees who come back the following season.
Career Development: Provide training or certifications that add value to their careers. This shows long-term investment in their growth, making them more loyal to your company.
Proactive Job Placement: Partner with other local businesses or industries that have opposite seasonal peaks. For example, landscapers in summer could work in snow removal in winter. This keeps your employees earning and builds goodwill.
Side Hustle Guidance: Encourage and guide employees toward flexible gig economy options like Uber, DoorDash, or Instacart during the off-season. These can provide income without tying them down, making it easier for them to return.
Unemployment Benefits: In some cases, allowing employees to collect unemployment during the off-season is a practical solution. Ensure they understand how to apply and that you’re supportive of their need to use this safety net.
Stay in Touch: Maintain regular communication during the off-season through newsletters, text updates, or a private social media group.
Early Recruitment: Reach out well before your peak season starts to re-confirm availability and commitment.
Build Trust: Be transparent about expectations, off-season support, and how their roles could grow in the future.
