You’re Halfway Through Summer. Are You Giving Seasonal Employees What They Need to Finish Strong?

By mid-summer, hospitality operations are stretched to their limits. Restaurants hum with nonstop orders, hotels operate at full capacity, and front-line staff hustle to keep everything moving. Working shoulder-to-shoulder with your regular crew – and often face-to-face with guests – are the temporary team members brought on to make this season possible. Many of them are still learning the ropes while the pressure peaks around them, and whether they stay for ten weeks or just a few, their experience can have a lasting impact on your operation.

I see this dynamic first-hand at Ivar’s Restaurants, where I have worked for the past 26 years. We’re based in Seattle and operate locations around Puget Sound, and anyone who’s spent time here knows this is when the area truly comes alive. Nobody plans an escape to the Pacific Northwest in late January when it’s cold, dark, and rainy; the crush of visitors comes between May and September to catch a Mariners game, board an Alaskan cruise ship, or soak up the stretch of clear, sunny days in the high 70s with no humidity. During this window, guest counts surge across our restaurants, and we bring in a significant number of extra hands to meet the rush. In fact, between January and August of 2024, our total number of employees increased by 72 percent – a clear sign of how much we rely on our interim staff to carry operations through the year’s busiest months.

This reliance on seasonal staff is not unique to Ivar’s, of course. The restaurant industry alone adds over 525,000 seasonal jobs during the summer according to the National Restaurant Association, and this widespread dependence highlights the critical role these workers play across the hospitality sector.

The problem is that some operations may fall into the trap of seeing these hires as disposable short-term help brought on to fill gaps and carry the load during peak season. But if that’s where your thinking stops, you’re missing a real opportunity. How you treat your temporary employees doesn’t just affect their current experience – it can influence your guest satisfaction, staffing pipeline, culture, and reputation for years to come.

That’s why now, as the busy season hits its midpoint, it’s the perfect time to ask: Are your summer workers getting what they need?

Why your seasonal team deserves more than just a schedule

The folks you hire for your hot-weather business may not be with you long, but the responsibility to support them is just as real. Their success, and yours, depends on whether they feel equipped, included, and valued from day one.

Here are several important reasons why they deserve your full attention and investment:

• They’re representing your brand every day: Seasonal staff members working the register, front desk, or host stand can be the first – and sometimes only – point of human contact that some guests will have with your company, which means that employee’s performance has a direct and lasting impact on the customer experience in your hotel or restaurant. If this summertime team member is unprepared or overwhelmed, the guest feels it instantly whether it shows up as slow service, missed details, or a lack of confidence in communication. That’s why these employees deserve the same tools and support as their year-round counterparts. They need clear and complete instructions, access to necessary job aids, clean uniforms that match your standards, and timely feedback to help them improve. When those basics are overlooked, it doesn’t just affect the staffer; it also diminishes the professionalism and consistency your brand works so hard to uphold.
• A positive first experience can create a long-term employee: Many temp workers are exploring the industry for the first time, but even more are supplementing other work or life commitments. Some have year-round jobs elsewhere and pick up part-time shifts to make extra income, while others are students who have more flexibility during this time of the year and are looking to make the most of their break. What they often have in common is that they are evaluating how this experience fits into their bigger picture – financially, professionally, and personally. A supportive, engaging experience doesn’t just help them succeed in the role they’re in now; it can shift how they view your company and the industry as a whole. When you invest in helping them feel welcomed and valued, you increase the likelihood that they’ll want to return in future seasons or even pursue a longer-term path with you once their schedules allow. In some cases, that one summer job might be the beginning of a hospitality career that neither of you saw coming.
• They bring fresh perspective you might not be hearing elsewhere: Seasonal employees often come from outside your regular talent pool – whether they’re students, retirees, travelers, or workers from other types of companies. That means they see your operation with fresh eyes and fewer assumptions. They might notice confusing processes, guest frustrations, or better ways to do things that others overlook because they’ve “always done it that way.” When you listen to their observations and suggestions, you can uncover practical, front-line insights that improve the experience for everyone and show that every voice matters.
• Turnover hurts more than you think: If one of your high-season workers leaves abruptly, it can disrupt far more than just their immediate role. Someone else’s shift gets longer, another team member may have to jump into training mode, and a manager loses valuable time re-hiring and onboarding – challenges you’d face with any role at any time of year, but when the employee is seasonal, the stakes are higher. There’s rarely time to post the job, screen candidates, and get someone new up to speed before the season wraps. That one early exit can leave a gap that’s hard to fill – and if others follow, the ripple effects on morale and scheduling can snowball fast.

Of course, the ideal scenario is that your short-stint hires feel supported from the start with thorough training, thoughtful onboarding, and a strong sense of inclusion. But even if the season began in a rush or things didn’t come together as smoothly as you’d hoped, there’s still time to re-engage your team and course-correct. The second half of summer offers a critical window to check in, reinforce what’s working, and fix what’s not. And the lessons you take from this year can help you plan an even stronger start next season.

Make the most of the second half: How to run a meaningful check-in

That reset starts with a mid-season check-in. It isn’t a substitute for the daily connection you should already have with your team, but it’s more intentional than a passing “how’s it going?” It’s a deeper conversation: a chance to step back, listen closely, and reconnect with seasonal employees who are no longer brand-new, but not yet out the door. They’ve seen enough to offer real insight and still have time left to act on it. When done well, these check-ins reinforce trust, boost engagement, and give people the support they need to finish strong.

Here are a few areas you can cover during these check-ins:

• Invite honest dialogue: Ask them how things are going from their point of view and not just what you’ve observed, and encourage them to share anything on their mind.
• Celebrate their progress: Highlight what they’re doing well and how it helps the team (and the overall operation) succeed.
• Clarify expectations: If there are still uncertainties around responsibilities or standards, now is a great time to clear them up.
• Discuss their goals: Understanding their personal goals helps you align their remaining time with what they hope to accomplish, whether that’s skill development, networking, or exploring career possibilities. 

When and how to check in

You don’t need a formal process to make check-ins effective, but a little intention goes a long way. Keep these elements in mind:

• Timing: Depending on when your busy season occurs, the best time to schedule your sessions will most likely be between mid-July and early August. Additionally, try to have them before the crowd of guests arrives each day rather than after when everyone is tired and working to clean things up quickly so they can go home.
• Tone: Be open, relaxed, and remember this isn’t an evaluation but a conversation. Show curiosity, ask follow-up questions, and listen with the goal of understanding (not just responding).
• Setting: Find a quiet location where your employee won’t feel distracted. A calm, private spot (if such an oasis exists in your workplace) will help to send the message that this conversation matters to you.
• Format: One-on-one check-ins work best. Even if all you have time for is a five-minute chat during a lull, this directness can give you more insight than a group meeting or email ever will.
• Notes: During and/or after each check-in, take a moment to jot down any key takeaways or follow-up items. It doesn’t need to be an overly detailed description of the entire conversation, but just enough to help you remember what was discussed (and to prevent any confusion between all the meetings you may be having).

Don’t limit it to just your summer team

While this article focuses on seasonal employees, there’s no reason to exclude your year-round staff if time allows. A midseason check-in can be just as valuable for your permanent team, especially those who’ve taken on extra responsibilities or stepped up during the busy stretch. Including them not only strengthens trust but gives you a more complete picture of how the season is going from all angles.

And if a check-in reveals a deeper issue – whether it’s a systemic concern, a policy gap, or something that puts employees at risk – don’t try to solve it alone. Instead, you should escalate it to your Human Resources team or senior leaders right away. These conversations can be powerful, but they’re not a substitute for action at the organizational level when it’s needed. 

Ask the right questions

To make the most of this check-in, focus on open-ended questions that invite reflection and give employees room to share what they’re really experiencing.

• “Tell me about how things have been going for you these past few weeks. What’s been working, and what’s been challenging?”
• “Tell me what you most enjoy about the position.”
• “If we could change any part of your day to make your shift better, what would it be?”
• “What are some things that have surprised you about this job, the team, or the way things are run here?”
• “What kinds of support or resources would help you feel more confident or successful in your role?”
• “Is there anything you’ve needed help with but didn’t know who to ask?”
• “Is there anything new you’d like to learn, try, or take on while you’re here?”
• “When you think about the rest of the season, or even future opportunities, what kind of roles or experiences are you interested in?” 

Don’t forget the follow-through

The most meaningful check-in in the world won’t matter if nothing comes from it. If someone takes the time to share an insight, concern, or suggestion and it goes nowhere, you risk eroding trust rather than building it.

Even small follow-ups – adjusting a schedule, clarifying a task, acknowledging a great idea – can signal that you are listening. And if something can’t be changed, be honest about why. The point isn’t to grant every request; it’s to show that their voice was heard and that you’re a leader who follows through.

Just as important: don’t lose track of what you learn. These sessions will offer valuable clues about how to strengthen training, onboarding, and staffing for future seasons. If you want to start even more ahead of the curve next summer, write everything down, share it with your team, talk about what could be done differently, and start making plans this fall while the insights are still fresh.

Final thoughts

Seasonal employees might only be with you for a few months, but the impression they leave – and the one you leave on them – can last much longer. A thoughtful check-in, backed by consistent day-to-day support, helps keep your people motivated, confident, and proud to be part of your operation.

So take the time. Have the conversations. Ask the real questions. And listen closely. Because when short-term team members feel like they matter, they do better work – and they’re far more likely to return.

And when they do come back, they will arrive better prepared, more confident, and ready to make an even stronger impact.