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Hire, Maintain and Terminate Seasonal and Long-Term Employees with Care

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Hire, Maintain and Terminate Seasonal and Long-Term Employees with Care

By bridgetwpollack, Guest Blogger
Published: June 12, 2014 Updated: June 12, 2014

With the summer season right around the corner, you may be considering hiring extra hands to help out in your business, perhaps some of the first employees you’ve taken on in your venture. Even if you’re a seasoned employer, it’s always advisable to take stock of how you’re doing as a manager and how you might be able to improve in ways that will benefit your business overall.

Just in the nick of time, Daniel Kehrer, founder and managing director of BizBest Media Corp., offers “6 Tips and Tactics for Hiring Seasonal Help.” His advice on hiring teens, creating an internship program and correctly paying the minimum wage will make sure your business optimally and legally utilizes a temporary hire and vice versa. Other tips, like “Treat temp, part-time and seasonal positions like you would any other and make it clear what the job entails,” will apply to and benefit all employees. Check out Daniel’s article for his recommendations of a wealth of resources on the topic of hiring and maintaining employee relationships like NFIB, the Department of Labor, Internships.com and more!

Once hired, set your employees up for success by investing in their high morale. Janet Flewelling, managing director of Service Operation at Insperity says to think beyond high pay or temporary perks: “Items such as pizza parties, flowers and doughnuts do not sustain morale and no salary figure can compensate for low morale. These ideas should be seen as an extension of that satisfying work experience strategy.” She goes on to say that beyond these material items, it is just as important in creating high morale “to have open and honest communication and respect.” Janet recommends several strategies for creating this atmosphere including assessing leadership, clear communication, understanding expectations and setting goals. Read Janet’s full blog post to gain a better understanding of how and why you should invest in your employees’ morale.

Unfortunately, even the best laid plans don’t always work out the way you’d like. You may find yourself in the unenviable position of terminating an employment relationship and if you do, make sure you take the proper steps to protect yourself, the business and the employee. Paychex addresses the 8 critical areas for small businesses to pay attention to during an employee separation. Items include proper documentation, exit interviews, notification processes, insurance, severance and more. Download the guide, “Better Employee Management: Eight Critical Areas for Small-Business Success,” to make sure all your bases are covered.

To help translate these resources and advice into direct application for your specific business, connect with a SCORE mentor who will do exactly that – absolutely free – today!

About the Author:

Bridget Weston Pollack

Guest Blogger

Bridget Weston Pollack is the Vice President of Marketing and Communications at the SCORE Association. She is responsible for all branding, marketing, PR, and communication efforts. She focuses on implementing marketing plans and strategies to facilitate the growth of SCORE’s mentoring and trainings services. She collaborates with SCORE volunteers and develops SCORE’s online marketing strategy.


Good service. thank you
There are over 500,000 unpaid internships currently which equates to over two billion in essentially stolen wages from primarily younger people. I have seen a lot of employers abuse interships to extract labor for free.
thanks for your post Mi web: [This post was edited to remove a link. Please review our Community Best Practices for more information about how best to participate in our online discussions. Thank you.]
Hi Bridget. I agree with most of the points presented. A seasonal employee might easily turn into a full time positions if they are talented and do the job well. We always tend to start with internship program during the summer, getting universities best talent and have them compete for staying on later. If they are sophomore we try to offer them positions during their junior and senior year, on which we make a job offer. I believe its a good strategy.


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