Onboarding Tip #4 for Seasonal Manufacturing Hires – Constant Re-Engagement

Hiring seasonal workers in manufacturing is only half the battle—keeping them engaged is where retention happens.

Younger workers and first-time hires are understandably nervous but generally excited to take on their seasonal job. Grab their attention and engage them from day one of onboarding, but don’t forget—they have no past on which to base their experience, and when their actual experience doesn’t meet expectations, they will leave.

To avoid early exits, treat onboarding as an ongoing process, not a one-time event. Reinforce expectations, celebrate progress, and provide frequent check-ins to make new team members feel seen, supported, and successful.

High turnover during peak season doesn’t have to be a given. The most successful manufacturers re-engage seasonal employees with consistent, simple touchpoints, like:

• Micro-messages with shift reminders or safety tips.
• Digital check-ins to gather feedback or pulse surveys.
• Peer shout-outs and team recognition boards on the floor.
• Gamified learning modules that reward knowledge application.

These strategies show your seasonal hires; they matter and help them feel like part of the team.

Recognition doesn’t need to be flashy—it just needs to be regular. In manufacturing, where speed and safety are everything, small shout-outs can go a long way. Try:

• A weekly “Safety Star” spotlight.
• Bonus entries into a team raffle for perfect attendance.
• Name drops in internal newsletters or on break-room boards.

When workers feel seen, they’re more likely to stay and care about doing the job right.

Tell us what you’re looking for, and we’ll take it from there.

With Propelr, it’s easy to convert what’s working into digital training that keeps seasonal staff engaged and ready to perform.