When peak season hits, getting workers in the door is only half the battle. By the end of the first week, many operations face attendance and turnover challenges that put production at risk. In light industrial staffing, like warehouse and manufacturing, reliability matters just as much as headcount.
Without active engagement strategies, temporary workers often disappear just when you need them most. The difference between operations that thrive and those that barely survive? Understanding that temp worker engagement isn’t optional—it’s essential.
Why Temporary Workers Disengage
Temp workers aren’t uncommitted by nature. They disengage when they feel like disposable gear in your operation. When you treat temporary staff as “just temps,” they respond by treating your job as “just a paycheck.”
The Invisible Worker Problem
Many temps report feeling invisible. Nobody knows their names. Nobody explains how their work matters. They’re pointed to a station, expected to work flawlessly, and forgotten. It’s not surprising to know that contract workers can reach turnover rates as high as 414 percent.¹ When workers feel replaceable, they act replaceable.
The Training Gap
Throwing temps onto the floor with minimal training destroys morale. Workers who don’t understand their tasks feel frustrated and make mistakes. When they do make errors, it always becomes their “fault.” Anyone could quickly conclude that this job isn’t worth the stress.
Poor onboarding is one of the fastest ways to lose your temporary workforce.
The Two-Tier Treatment
When permanent staff receive perks while temps get nothing, resentment builds quickly. This divide creates tension and gives temps zero reason to invest in your company’s success. While there’s a clear distinction between the two employments, they’re still both part of your workforce and look for the same things—fair treatment, opportunities, recognition, and meaningful work, just to name a few.
6 Ways to Build Engagement from Day One
The first impression you make on temp workers sets the tone for their entire assignment. Here’s how you can start strong:
1. Create Real Onboarding
Stop treating orientation like a paperwork speed run. Here’s what your onboarding process should look like:
- Facility tour that explains how departments connect.
- Clear explanation of their role and responsibilities.
- Introduction to team members and key people.
- Training that sets them up for success.
- Safety protocols explained as protection, not rules.
Even an extra hour in orientation can dramatically improve seasonal employee support and reduce first-week ghosting. Companies that intentionally invest in onboarding can increase new hire productivity by 50 percent, according to SHRM.²
2. Assign Buddies, Not Just Supervisors
Pair each temp with an experienced worker for the first week. Have someone answer their question without judgment. This should allow them to understand business processes, connect faster with their coworkers, and provide them with real-time feedback before bad habits form. The goal is to have someone look out for them to keep them on track, improve morale, and encourage collaboration.
3. Communicate Like They Matter‚ Because They Do
Temporary workers need to know:
- How is the operation performing?
- What’s coming next, like big orders or schedule changes?
- How does their contribution help their teammates?
- How can they improve as a worker?
Hold brief shift huddles. Share wins. Address challenges. Make temps feel part of the conversation—and the entire organization.
4. Recognize and Reward in Real Time
Small gestures keep teams focused. You can offer verbal recognition during meetings or include temps in “employee of the week” programs. It doesn’t have to be monetary, but if possible, offer them bonuses for perfect attendance as well. Treat them as equal to permanent employees by giving them first choice for overtime if they perform well. Aside from these, you can slip them “thank-you” notes along with a simple gift.
The options are endless, and recognition doesn’t have to cost anything. However, genuine support can deliver significant returns in engagement, especially during peak seasons.
5. Make the Basics Better
Sometimes retention comes down to comfort. Here are a few things you can maintain in the workplace:
- Clean and stocked break rooms
- Adequate heating/cooling
- Safety equipment in good condition
- Flexible break timing when possible
6. Create Clear Advancement Paths
Even temps want potential beyond the current assignment. If there are any opportunities for temp-to-perm conversions, inform your temps in advance. Explain what they need to achieve and how your programs work. You can also share success stories of temps who became permanent in the past.
To adequately equip them, make sure to provide skill development training and opportunities. This shows that you’re also dedicated to their growth as permanent workers. When temps look forward to advancement opportunities, they become more engaged and committed, even during busy periods.
Address Problems Before They Become Departures
Turnover can cost between $10,000 to $40,000 per employee³—but early intervention can save a placement that’s starting to go sideways. When you spot these signs, intervene with curiosity, not discipline. Minor adjustments prevent permanent departures. Stay alert and act quickly when you see these signs:
- Increasing tardiness
- Declining productivity
- Isolation from teammates
- Visible frustration
- Questions about pay changes
Partner with Horizon America for peak season success.
At Horizon America, we deliver fast, flexible staffing solutions that go beyond just filling positions. We understand that true peak season success requires ongoing engagement and support throughout assignments.
Our comprehensive approach includes:
- Pre-screened, qualified candidates ready to contribute from day one
- Regular check-ins with workers and supervisors to maintain engagement
- 24/7 operating support when urgent situations arise
- Flexible temp-to-hire options to convert top performers
- Local expertise with personal attention to your specific needs
Ready to transform your peak season staffing strategy? Partner with Horizon America for workforce solutions that keep temp workers engaged, productive, and present throughout your busiest season. Contact us today to discuss how our proven model can maintain your peak productivity—every day of the year.
References
- Bohne, Raphael. “Turnover rate for temporary and contract staff in the United States from 2002 to 2023.” Statista, 29 Jul. 2025, https://www.statista.com/statistics/934650/us-temporary-and-contract-staffing-turnover-rate/
- Hirsch, Arlene. “Don’t Underestimate the Importance of Good Onboarding.” SHRM, 10 Aug. 2017, https://www.shrm.org/topics-tools/news/talent-acquisition/dont-underestimate-importance-good-onboarding
- Coykendall, John et al. “2025 Manufacturing Industry Outlook.” Deloitte, 20 Nov. 2024, https://www.deloitte.com/us/en/insights/industry/manufacturing-industrial-products/manufacturing-industry-outlook.html
