For manufacturing, logistics, and warehouse teams, the holidays are both a sprint and a stress test. As production ramps up and orders surge, organizations bring in seasonal workers to keep workflows moving. But once the season wraps, another challenge emerges — post-holiday turnover.
Re-hiring and retraining every year drain time, budget, and productivity. Preventing turnover and re-engaging reliable seasonal employees can protect workforce continuity and strengthen next year’s readiness.
Why Post-Holiday Turnover Happens
Seasonal peaks create unique pressures. Workers are hired quickly, trained fast, and expected to perform under tight timelines. Once demand drops, many are let go without knowing whether they’ll be called back, leading to disengagement and uncertainty.
That uncertainty often stems from limited communication or unclear expectations during the hiring phase. Without consistent feedback or a sense of belonging, even reliable workers can feel disconnected before the season ends. In fact, Gallup found that 42 percent of employee turnover is preventable through better communication, recognition, and engagement. When these elements are missing, turnover spikes.¹
Meanwhile, the contingent workforce continues to expand. The American Staffing Association reported that more than 12.7 million temporary and contract employees were hired throughout 2023.² This growing pool means more organizations are competing for the same reliable seasonal employees, making retention even more critical.
Build Retention Before the Season Ends
The best retention strategies start before seasonal contracts expire. By setting clear expectations early and showing employees they have a future with your organization, you reduce uncertainty and boost loyalty.
According to SHRM, the cost of replacing an employee can range from 50 percent to 200 percent of their annual salary, depending on their level.³
When seasonal employees return year after year, it saves both money and training time.
Here’s how organizations can build continuity before the holidays end:
- Communicate next steps early. Let strong seasonal workers know if they’re eligible for rehire or upcoming projects.
- Provide feedback and recognition. Recognition builds trust. Gallup research shows employees who receive quality recognition are 45 percent less likely to leave within two years.⁴
- Invite input. Ask seasonal employees what worked and what could improve next year. This creates a sense of partnership rather than one-off employment.
Read more: How to Keep Temp Workers Happy All Peak Season Long
Turn Seasonal Work into Career Pathways
Seasonal employees often view these roles as short-term income. Organizations that show them a growth path through training, mentorship, or advancement opportunities turn short-term workers into long-term contributors.
According to an Industrial Safety & Hygiene News (ISHN) article, the turnover rate among temporary workers can reach 419 percent, and replacing each one can cost from six to nine months of pay.⁵ Career development programs counteract that trend by turning “temporary” into “transferable.”
Consider small, practical steps:
- Offer cross-training opportunities to broaden skill sets.
- Share information about full-time openings early.
- Highlight returning-worker success stories.
When seasonal talent can envision a career beyond the current assignment, loyalty follows naturally.
Maintain Engagement in the Off-Season
Retention doesn’t stop once contracts end. Even during slower months, re-engagement keeps top seasonal talent connected to your organization. Regular outreach, like sending a check-in email, sharing company updates, or inviting workers to training sessions, reminds them they’re part of the team.
Gallup’s 2025 Workplace Report shows engagement is falling nationwide, and that engagement strongly correlates with retention, productivity, and profitability.⁶ Organizations that maintain communication after the holidays create continuity others lack.
Try building a “return talent pipeline” by keeping contact details, noting performance, and re-inviting strong workers early the next year. This approach turns re-hiring into re-engagement.
Strengthen the Employer Brand Through Retention
Employees remember how they were treated. When organizations invest in recognition, communication, and follow-up, they build a positive employer reputation that attracts both returning and new talent. A strong brand not only draws skilled seasonal workers but also shortens future hiring cycles and reduces onboarding costs.
Read more: Retain Temp Industrial Workers
Partner with Horizon America for seasonal stability.
At Horizon America, we understand that post-holiday turnover doesn’t just impact scheduling, it affects your entire operational rhythm. Our staffing experts help organizations retain and re-engage top-performing seasonal employees, ensuring smoother transitions and stronger workforce continuity year after year.
We’ll help you build reliable talent pipelines that evolve with your business needs, so when the next peak season arrives, you’re ready with trained, dependable employees who already know your culture and expectations.
To strengthen your seasonal workforce strategy and reduce post-holiday turnover, contact Horizon America today.
References
- Tatel, Corey and Wigert, Ben. “42% of Employee Turnover Is Preventable but Often Ignored.” Gallup, 9 Jul. 2024, https://www.gallup.com/workplace/646538/employee-turnover-preventable-often-ignored.aspx
- ASA. “Staffing Industry Statistics.” American Staffing Association, 2024, https://americanstaffing.net/research/fact-sheets-analysis-staffing-industry-trends/staffing-industry-statistics/
- Dyerly, Regina. “The Myth of Replaceability: Preparing for the Loss of Key Employees.” SHRM, 21 Jan. 2025, https://www.shrm.org/executive-network/insights/myth-replaceability-preparing-loss-key-employees
- “Employee Retention Depends on Getting Recognition Right.” Gallup, 18 Sep. 2024, https://www.gallup.com/workplace/650174/employee-retention-depends-getting-recognition-right.aspx
- Jones, Jennifer. ” Keeping the season merry: Cracking the code to seasonal workforce retention.” IISHN, 21 Dec. 2023, https://www.ishn.com/articles/114012-keeping-the-season-merry-cracking-the-code-to-seasonal-workforce-retention
- Harter, Jim. “U.S. Employee Engagement Sinks to 10-Year Low.” Gallup, 13 Jan. 2025, https://www.gallup.com/workplace/654911/employee-engagement-sinks-year-low.aspx
