Tis The Seasonal Workforce

Tis The Seasonal Workforce

Hundreds of thousands of temporary front-line workers will play a pivotal role in supporting the seasonal surge of customer volume between October and December. Many companies will lean on these essential workers to meet the peak shopping, shipping, travel, hospitality, and service industries demands.

Since most of these temporary jobs are filled by these workers for a shortened period, engaging and training them quickly is critical to their success as well as the success of their employers. Most companies cannot afford a lengthy orientation and onboarding process so getting temporary workers up to speed and ready must be done differently than how it’s typically done for a long-term workforce.

Over the years, Learner Mobile has supported the readiness of temporary or seasonal workers. During that time, we’ve learned a few things that help set a seasonal worker up for success and effectively care for customers. Keep reading to learn what we found works best!

  1. Fully embrace digital onboarding and training! There is very little time and resources are too limited to provide expensive in-person training programs for your seasonal workforce.
  2. Make your onboarding and training learner centric. Your diverse workers operate with an abundance of unique learning styles, speeds, and approaches. For temporary workers, a restricted strategy can quickly lead to frustration, throwing a roadblock on their path to readiness. Avoid the bottlenecks. Ain’t nobody got time for that!
  3. Keep it simple. Making complex things simple is hard. But simplicity is critical for fast-tracking a worker’s proficiency. Use more visuals, checklists, job aids, and reference guides for better absorption of learning content.
  4. Implement learning in the flow of work. For seasonal workers, training cannot be set up as a destination operation that requires hours of seat time in the breakroom. Effective training needs to be delivered fast, on-demand, and at the moment of need. To do so requires a mobile solution where training can be accessed on any device, from anywhere, at any time. Content that supports job knowledge should be delivered in short form microlearning that can be consumed in 3 minutes or less.
  5. Don’t spend a ton on production costs. For decades most training has been designed and produced with the expectation of a long shelf-life. It wasn’t uncommon for training programs to stay in place for years – so spending $100,000 to produce and deliver it was perceived as acceptable. But nowadays, training for the right behaviors lasts 90 to 180 days at most. Processes, approaches, tactics, and techniques often change due to the speed of business and the competitive landscape. Lean on brief, and concise training materials with a shorter shelf life that can be developed at a fraction of the production and deployment costs of long-form highly-produced training – especially for seasonal workers.

Learner Mobile is an award-winning, next-generation LMS that has produced over 25,000 short-form courses and has deployed them to millions of long-term and temporary workers. If you’re facing the need to increase the speed to readiness of your temporary workforce, please give us a call. We’d love to help. Start your free trial today!


Mike Thompson – CEO, SVI and Learner Mobile

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