Summer flies, especially for those who work in seasonal positions. Just as seasonal workers start their work, it’s time to look for another job before they become redundant again.
Making seasonal workers redundant is not always easy. While a 2016 Gallup poll found 63 percent of redundant workers believe they will find another job, cuts can be devastating for both employees and employers.
Two types of redundancies affect the workforce: expected redundancies and unexpected redundancies. Expected redundancies usually have an impact on seasonal workers, such as employees, who are only needed during peak hours of the year. Unexpected redundancies can occur when the company’s revenues fall significantly or when the business is going through a merger or acquisition.
While summer layoffs are inevitable for some employers, here are some tips on how to address summer redundancies and help employees transition to the next opportunity:
1. Be open and transparent towards employees.
Employees are the heart of any business. While seasonal workers know they will be laid off at the end of the summer, it is important to maintain open communication and transparency.
From day one, clearly communicate the start and end dates of the task and clear expectations. If there are any changes during the season, notify them to team members immediately. Employees should always first hear messages that concern them from management.
2. Create part-time positions.
If you want to keep strong seasonal employees who come back every year, consider creating part-time positions. This facilitates the transition when the busy season ends and provides employees with work for the rest of the year.
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Part-time positions can also offer the opportunity to provide employees with additional benefits that they may not receive as seasonal workers, such as paid time off or better hourly wages. Giving employees the opportunity to stay on board, even part-time, will help keep your team strong all year round.
3. Help employees find work in the off-season.
If you can’t create permanent positions for workers, use your business contacts to help them find off-season job opportunities. This is a great way to expand their network and connect them with new opportunities.
Make it easier for employees to transition by creating a list of job opportunities and employers. You can also offer to write letters of recommendation or recommend employees to other companies.
4. Offer career development opportunities.
Sit down with your employees and talk to them about growth opportunities in the industry. Especially if you have an overview of 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’re ready after the position is over. Encourage them to think about where they want to be in a few weeks or months. Next, help employees identify career goals for the next six months to a year to ensure a smooth transition to their next job.
5. Provide support in finding a job.
Your seasonal employees may or may not be equipped to look for another job. Facilitate the transition by connecting employees with a career counselor or offering help with writing a resume or cover letter. These are ways to show that you really care about their future when the position ends.
6. Offer a great working environment.
Seasonal workers who love where they work will come back every year, even if it’s temporary work. Develop loyal employees by offering opportunities for professional development, flexibility, and open communication. By building trust in employees and showing respect, they not only get back to work, but also say positive things about your company after they leave.
Seasonal workers are a valuable asset for any company that relies on seasonal labor. By incorporating these ideas into your seasonal start and exit, you can build strong relationships with employees and ensure they’re ready for the next step in their careers after the season role is over.
