seasonal workers aren’t just perform- ing rote tasks, yet rather meaningful work that contributes to their learning and development. “The best green industry internships we’ve helped promote don’t just hand someone a rake or clipboard — they give them a project,” Kakadia encour- aged. “Something real to complete, show, and take with them. That’s how you turn seasonal help into long-term talent.” Check In, Not Out A good business is one that evolves with the needs of employees. If sea- sonal workers repeatedly cite a lack of career growth opportunities, feel- ing unaccomplished or unmotivated, or being given menial tasks and no real work, then employers should re- search further training, mentorship, or professional development opportu- nities to empower worker productiv- ity and satisfaction. Businesses can gain valuable insights from their em-
ployees and better understand their needs by asking them a few thought- ful questions: •Did you feel supported during your time here? •Were you given enough opportuni- ties to develop key skills? •Did you experience any problems in communicating what you needed from us? •What improvements would you like to see? Reaching For the Stars Much like the seasons, the nature of seasonal work is changing. What was once seen as a temporary solution is now evolving into a promising oppor- tunity — one filled with hope, optimism, and the potential for a smart, long-term business investment. Companies will- ing to put in the time to strategically recruit, train, and retain high-quality workers not only attract the best and brightest, but they also build a strong,
reliable team with long-term staying power. Words of wisdom can tell us that even though a summer job lasts one season, a championed worker can last a lifetime. “It’s important to communicate how the skills gained during an internship can translate into long term career growth and serve as a meaningful en- try point into the industry,” Amerson noted. “When recruiting early talent and interns, employers should look be- yond the short-term and recognize the potential of these individuals as future leaders within the organization.” About the Author TJ Yurko is an ISA Certified Arborist® (PR-5403A), ISA TRAQ Arborist, and Certified Landscape Horticulturist Tech- nician at his company, Tree J Consult- ing , where he advises clients on urban forestry and arboriculture best manage- ment practices and strategies for tree care operations.
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