8/17/2022 6:08 AM
I understand almost everyone has labor struggles. For me the retired labor pool has disappeared. The April-October labor pool has shrunk. But I am able to attract plenty of high school/college summer (May-Aug) staff. During the interview and hiring process, I will learn of their availability through the summer or even Labor Day. Yet, each summer, more and more employees are vacating their positions considerably earlier than discussed. I understand I can't force an employee to stay, but it is extremely frustrating when a college age employee 'needs' to move into their apartment 3-4 weeks prior to classes beginning.
Pay doesn't appear to be the issue. I've definitely have hired some good & dedicated staff. Some others are good too but only want a job (in theory). They'll agree to the work schedule (unless they have something better to do.) Or their parents decide to 'dictate' their child's attendance. "Tell your boss you won't be in this weekend (it's Friday). We're going to visit Grandma."
My full-time and full seasonal employees are already part of a bonus program. This concern is mainly for the summer months employees. And since the Club has varying schedules, I don't feel a straight $$value bonus is fair. I do not agree that an employee that works 100 hours over the summer should earn/receive the same as someone working 500 hours.
I'm hoping to develop and present a program that summer staff will hesitate to walk away from earlier than a commitment date. A bonus program that will increase the number of annually returning employees. A program that is compatible with student athletes or colleges operating on trimesters. A program that is fair, inviting and easy to implement.
So, I'm looking for ideas, successes and failures of bonus programs that will reward employees that fulfill a seasonal commitment and/or incentivize their return the following season.
Thanks in Advance