Seasonal staffing is a fact of life in the construction materials industry. As demand surges during peak building months, many distributors bring on temporary labor to support warehouse operations, yard activity, and delivery schedules. But while seasonal hires help bridge the labor gap, many companies struggle to manage them effectively—and it costs them in productivity, safety, and long-term value.
Here’s what distributors often get wrong about managing seasonal staff—and how to get it right.
- They Treat Seasonal Workers as “Temporary Help” Instead of Team Members
The mistake:
Some companies view seasonal employees as short-term labor, not part of the real team. That attitude shows—in the onboarding, in the training, and in the day-to-day interactions.
The fix:
Seasonal employees notice when they’re being sidelined. Include them in team huddles, safety talks, and recognition programs. The more you treat them like an essential part of the crew, the more pride they’ll take in their work—and the more likely they are to return next season.
- They Rush the Onboarding Process
The mistake:
To get people on the floor quickly, some distributors minimize or skip proper onboarding. But sending someone into the yard or warehouse without clear direction is a setup for confusion, safety risks, and mistakes.
The fix:
Invest a few extra hours up front. Provide clear expectations, basic system training (if applicable), and a walkthrough of site procedures. Assign a team lead or mentor to check in during the first week. A smoother start means better performance—and fewer headaches for everyone.
- They Don’t Provide Enough Structure or Feedback
The mistake:
Seasonal workers are often left guessing. With unclear responsibilities and little feedback, they’re more likely to underperform or disengage.
The fix:
Provide short, focused check-ins to review performance and answer questions. Offer feedback early and often. Correcting mistakes or praising solid work in real-time keeps seasonal staff aligned and motivated.
- They Miss the Opportunity to Build a Return Workforce
The mistake:
Too many distributors treat seasonal hiring like a revolving door. When the season ends, the relationship ends—only to start from scratch the next year.
The fix:
Keep a list of high-performing seasonal staff. Invite them back the next season with early offers or incentives. These returning employees require less training, integrate faster, and often perform better. A returning seasonal workforce is a long-term asset—not just a short-term fix.
- They Overlook Safety Training
The mistake:
Assuming seasonal workers will “pick it up” as they go leads to costly errors—and safety incidents.
The fix:
No one should be on the floor, in the yard, or on equipment without a safety orientation. Cover the basics thoroughly, assign a supervisor for oversight, and make safety part of the daily conversation—even with temporary crews.
- They Don’t Plan for Peak Volume Properly
The mistake:
Bringing on seasonal labor without a clear plan for where and how to deploy them often leads to wasted hours, idle time, or overload on full-time staff trying to “figure it out.”
The fix:
Forecast workload, identify key pressure points, and build roles around those gaps. Use scheduling tools or workload trackers to manage seasonal labor like you would your core team—strategically.
- They Underestimate the Value of Recognition
The mistake:
Because they’re only on board for a few months, seasonal workers are often overlooked when it comes to praise and recognition.
The fix:
A simple “great job” goes a long way. Recognize strong performance publicly, thank them at the end of a shift, or give small rewards for hitting targets. Recognition builds loyalty—regardless of the length of employment.
Final Thought
Seasonal staff may not be with you year-round—but how you manage them has a lasting impact on your culture, your efficiency, and your bottom line. When treated with respect, trained properly, and managed with intention, seasonal workers can become one of your company’s most reliable assets.
It’s not about putting bodies in the yard—it’s about building a workforce you can count on, season after season.
