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5 things warehouses can do to turn seasonal help into full-time hires

11/8/2021

5 things warehouses can do to turn seasonal help into full-time hires

Employees come and go — especially during the holidays. For supply chains, that isn't very good news.

Holidays are often the busiest time of year in warehouses. According to Deloitte, 2021 will be an especially high-octane year. E-commerce sales alone are expected to jump between 11% and 15% compared to 2020.

That bump in volume, on top of already frustrating labor shortages, makes for a logistical nightmare. If warehouses want to mitigate their labor woes, they'll take these steps to retain their holiday help.

1. Keep them engaged
Engagement is critical to employee success, whether full-time or seasonal. Engaged workers are more productive, efficient and make fewer mistakes. In other words, they're better for business.

Even more importantly for warehouses, employee engagement is a huge boost to retention, according to INC. Workers that feel engaged by their organization are 87% less likely to look for work elsewhere. What's more, retaining seasonal work saves warehouses the cost of replacing, training and onboarding new hires.

2. Be flexible about their hours
The biggest benefit of working seasonally is that the work does end. Whatever their reason, the temporary nature of the job is likely important to the worker. For employers, this benefit is more of a challenge.

Warehouses can entice seasonal help into a full-time position by taking a flexible approach to their hours. When you offer the job, the promise of a little flexibility in their schedule may sway their decision toward staying on full-time.

3. Don't be afraid to sweeten the pot
Of course, warehouses can incentivize seasonal employees to opt into full-time positions. A bump in pay and full-time benefits, including child-care and tuition reimbursement, are becoming common bargaining chips for prospective workers.

According to Money, seasonal employees have more leverage than usual to negotiate higher pay or other perks. Some warehouses that are particularly affected by labor shortages may benefit from this approach.

4. Emphasize your interest in their professional development
It's important to remind your workers, whether temporary or not, that there's a future for them at your company. When you communicate with seasonal employees, be sure to emphasize their own career development. Be specific in what they can achieve at your warehouse and give them examples of where their career can lead them.

5. Don't neglect the onboarding process
Seasonal workers, like any employee, deserve adequate training. You might think of this as time wasted on a worker who likely won't be around after the holidays — but you'd be wrong. They still represent your company, work with your employees and are responsible for carrying out the job like anyone else.

Nobody wants to stick around at a warehouse that doesn't set them up for success. Make the most of your seasonal workers' time by preparing them as best as possible. In the end, they just might stay long after the holidays are over.