Summer flies, especially for those working in seasonal positions. Just as seasonal workers start their jobs, it’s time to search for another job before they’re laid off again.
Laying off seasonal workers isn’t always easy. Even though a 2016 Gallup survey found 63 percent of laid-off workers have faith they will find another job, making cuts can be devastating for employees and employers alike.
Two types of layoffs impact the workforce: expected layoffs and unexpected layoffs. Expected layoffs usually impact seasonal workers, such as employees who are only needed during peak times of the year. Unexpected layoffs can occur when company sales drop significantly or if a business undergoes a merger or acquisition.
Although summer layoffs for some employers are inevitable, here are some tips for addressing summer layoffs and helping employees transition to the next opportunity:
Employees are the heart of any business. Although seasonal employees know they will be laid off at the end of summer, it’s important to maintain open communication and transparency.
From day one, clearly communicate the start and end dates for the role and clear expectations. If any changes occur during the season, communicate them immediately to team members. Employees should always hear news that impacts them from management first.
If you want to keep strong seasonal employees coming back every year, consider creating part-time positions. This eases the transition as the busy season wraps up and provides employees with work throughout the rest of the year.
[Tweet “Retain strong #seasonalworkers by offering part-time positions that last throughout the year.”]
Part-time positions may also offer an opportunity to provide employees with additional perks they may not receive as seasonal workers, such as paid time off or better hourly wages. Giving employees the option to stay on board, even in a part-time capacity, this will help you keep your team strong all year long.
If you aren’t able to create permanent positions for workers, use your business connections to help them find off-season job opportunities. This is a great way to grow their network and connect them to new opportunities.
Ease the transition for employees by curating a list of job opportunities and employers. You can also offer to write letters of recommendation or refer employees to other companies.
Sit down with employees and chat with them about opportunities for growth in the industry. Especially if you have an eye on industry trends, you will be able to better connect them with other employers in the industry.
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Help employees map out their next steps so they are prepared once the position ends. Encourage them to think about where they want to be in a few weeks or months. Next, help employees identify career goals over the next six months to a year to ensure a smooth transition into their next job.
Your seasonal employees may or may not be equipped to look for their next job. Smooth the transition by connecting employees with a career counselor or offer to provide assistance with resume or cover letter writing. These are ways to show that you truly care about their future once the position ends.
Seasonal employees who love where they work will come back every year, even if the job is temporary. Develop loyal employees by offering opportunities for professional development, flexibility, and open communication. By building trust with employees and showing respect, they will not only come back to work, but they will also say positive things about your company once they leave.
Seasonal employees are valuable assets for any company that relies on the seasonal workforce. By incorporating these ideas into your seasonal onboarding and offboarding, you can build strong relationships with employees and ensure they are prepared for the next step of their career after their seasonal role ends.
What are some ways you prepare seasonal employees for end of summer layoffs?