staff retention - tri-state camp conference
TRANSCRIPT
Let me tell you the reasonsMakes hiring easier - everyone is returning!
Your camp ends up with higher quality experienced staff
A trusted and happy staff will work more in your favor.
It’s not about salary, it’s about morale.
The staff create the community and culture of your camp
The most important - the kids come back for the staff
We are in the relationship building business
An example of the 4 CsSummer time: having 1 on 1 meetings with supervisors
Components – giving an outline to the supervisors of items to
possibly cover
Characteristics – giving feedback, an avenue for the
employee to bring issues up, validating feeling of the
employee
Challenges – time consuming
Characters – the supervisor and the direct report
At my camp during the
summer time….• Avoiding burnout by staff get together once
a week outside of a work setting
• Feels like a family
• Spontaneous FUN events that happen outside camp life
• Bring staff events to the camp
• Spontaneous events with the campers present
• Sharing your knowledge and having ownership of small tasks
• Balancing responsibilities of life
At my camp during the hiring
season …• Staying connected to your local job fairs
• A private facebook group to see who is coming back
• Integrating international staff
• In the interview “What else do you want to do at camp?”
• Reflecting on their survey from the summer –showing that you read the feedback
• Being intentional about who you invite back
• Winter meeting -> a summit with your staff
• Giving power to the staff to create change
At my camp during the
offseason hype…• Referral bonuses
• A carnival for all families – campers and staff
• Social media – constant updates
• An alumni community to fall back on
• Contests focused around things you want
them to think about
• Sending postcards/holiday cards/birthday
cards
• Search “Thank you plan”
• Entertain the staff with surprises