Photo Credit: © Can Stock Photo Inc. /. kikkerdirk
For many in the industry, summer is the busy season and, in turn, the time to add more seasonal or temporary employees. From park-maintenance staff to day-camp leaders, parks and facilities can add a fresh perspective by tapping this valuable resource. But how does one manage these employees to maximize the return as well as their experience? Traditionally, many staff leaders have felt the seasonal workforce needs to be closely supervised and given little responsibility or freedom; others view these employees as being more work than they are worth. On the contrary, a seasonal workforce can add new energy and creativity, and contribute productively while providing customers with outstanding service--if the right environment is created.
Experience has shown that regardless of whether an employee is seasonal or full-time, those who are truly committed are more likely to go above and beyond the required tasks and deliver higher levels of customer service than those members who are likely to be late or absent, or call in sick. Those leaders who hire the same employees year after year reap additional benefits. For instance, dedicated employees will feel more compelled to say good things about an organization, helping to bolster the agency’s overall reputation. Additionally, those who return to the same position eventually take less time and resources to train while being more effective in their roles.
So how does one create an environment in which commitment is more likely to be developed and maintained? There are five key commitment-building approaches: