For many businesses, especially those in manufacturing and logistics, peak season can determine the success or failure of the entire year. Whether the surge is driven by summer tourism, the holiday rush, or end-of-year production demands, these periods require more than just additional staff. They call for the right people in the right roles. Even so, many companies find themselves scrambling at the last minute to fill crucial roles, compromising quality and burdening existing employees with unrealistic workloads.
The root cause? A lack of proactive workforce planning.
Labor shortages during peak demands don’t have to be inevitable. They are often the result of underestimating demand, relying on archaic staffing models, or failing to consider labor market conditions. But with strategic planning, the right partnerships, and data-driven information, you can develop a peak-season workforce that is capable of getting the job done.
The Result of Being Unprepared
When a business enters peak season without a well-defined labor strategy, the results can be steep. According to a recent Deloitte article, a National Association of Manufacturers (NAM) outlook survey in Q3 of 2024 showed that nearly 60% of manufacturers cited the inability to attract and retain employees as their top challenge. Without a solid plan, businesses risk delayed order fulfillment, strained teams, and dissatisfied customers. Therefore, planning early makes a significant difference in overcoming these high-pressure periods successfully.
How Planning Early Pays Off
The most effective peak-season strategies start months ahead of the first sign of seasonal demand. By planning early, you can:
- Secure top talent before your competition does
- Align all labor requirements with anticipated demand
- Onboard and train temporary and temp-to-hire workers to be fully productive
- Prepare your staffing partners so they can be ready to scale with your needs
Leverage Data to Drive Decisions
Customer volume trends, turnover rates, and revenue forecasts are critical for building an effective peak-season workforce plan. Yet many companies fail to collect, analyze, and develop this information into actionable plans. Reviewing past seasonal demand and applying predictive analytics, you can develop a very accurate headcount model that adjusts for volume spikes and incorporates real-world accountability into your employee expectations.
Partnering with a Staffing Firm
Engaging with a staffing partner isn’t just about aimlessly plugging holes; it’s about building a scalable and flexible workforce strategy. A strong staffing firm like Stride Staffing can help you:
- Access a quality talent pool screened and matched specifically for your company
- Implement just-in-time hiring models to scale labor up and down as needed
- Enhance your employment brand in the communities you operate in
- Provide real-time labor market insights to stay ahead of current trends
Communicate and Retain
Even a solid workforce plan will be ineffective if you don’t keep the team you’ve built. Open and honest communication, recognition for good performance, and solid support structures are vital. You must ensure that temporary, or temp-to-hire workers, understand their role, feel valued, and are given a clear path to success. Retention improves when they feel part of something bigger than just another temporary role.
Act Now, Benefit Later
If you’re thinking, “My busy season is still months away,” you’re in a great place. Now is the perfect time to get started — before the hiring crunch, before stress levels rise, and before the competition gets an advantage. Start planning today with Stride Staffing, and you’ll enter your peak season not with panic and dread, but with confidence.