Seasonal Strategy: A Fresh Approach to Hiring, Onboarding, Training, and Motivating Your Most Successful Team Yet

Right now, across the country, clubs are preparing to staff up for spring and the peak of summer. We all know what’s coming - the rush of seasonal hiring, onboarding, and training. But what if we approached this year differently? What if we used this moment to build not just a seasonal workforce, but a more connected, capable, and motivated team than ever before?

This article is your month-by-month guide to help you think strategically, and intentionally, about building your best team yet. From identifying who you need in March to keeping people energized through September, it’s all connected. And the more thoughtfully we move through each stage, the stronger our teams, and cultures, become.

February–March: Defining What (and Who) You Really Need

Before you post another job listing, take a step back. What does success actually look like this season, and who do you need to make it happen? Hiring isn't just about headcount. It's about capabilities, personalities, and fit.

What roles are critical to service this season? How many people do we actually need, and in what areas? What qualities would help someone thrive in those roles?

You’re not just hiring warm bodies to fill shifts, you’re hiring team members who will contribute to the energy and flow of your club culture. Think beyond skill: attitude, adaptability, communication, and coachability often outweigh years of experience.

It’s also time to clarify who is running point on hiring. Who owns the process? Is it the department head? The HR manager? Do your hiring teams know what “great” looks like, or are we still hiring based on gut feelings?

A few hiring process essentials to tighten up now:

• Clear, updated job descriptions with both technical skills and people skills.
• A short, focused list of interview questions aligned with your values.
• A defined hiring timeline: who screens, who interviews, who decides.
• Internal clarity on how many roles you’re hiring for and what ideal start dates are.

March–May: Onboarding with Intention

Once hiring begins, it’s time to think about onboarding, not just orientation. There’s a big difference. Orientation shows someone where the locker room is. Onboarding is how they feel welcomed, equipped, and connected in their first few weeks.

New team members form early impressions fast - not just about the job, but about whether they belong here. That’s why onboarding needs to be consistent, human, and intentional across every department.

Who’s responsible for onboarding in each area? Are we making time for meaningful connection, or just cramming through paperwork and uniforms?

Consider these:

• A warm, structured first day (not “Here’s your apron, good luck!”).
• A welcome conversation from the department head.
• Pairing new hires with a “buddy” for informal support.
• Time to observe before jumping in, even 30 minutes of shadowing can build confidence.
• Departmental consistency, does each new team member have a similar experience, or is it wildly different depending on who greets them first?

The more thoughtfully we onboard, the more quickly team members feel confident, and the more likely they are to stay.

March–May: Training That Builds Confidence, Not Just Competence

While onboarding creates the welcome, training builds the foundation. And this is where a lot of clubs unintentionally lose momentum. Training can be inconsistent, rushed, or delegated to someone who isn’t prepared to teach… or doesn’t even know they’re supposed to.

Training isn’t just about technical skills. It’s about building clarity, confidence, and connection. It’s about setting expectations before mistakes happen and making people feel set up for success.

Start by asking: do we actually have a clear process for how people are trained?

Are new team members starting in banquets and moving to a la carte? Why? Do we adjust training based on prior experience, or treat everyone the same? Have we communicated to seasoned staff that they’re expected to train, and do they want to? Do they know how to train, or are they just doing their best to pass along what they remember?

We often forget that training is a skill in itself. Just because someone’s great at service doesn’t mean they know how to teach it.

Structure helps:

• A short, simple training checklist for each role.
• Defined expectations: how long training lasts, what’s covered, when someone’s ready to go solo.
• Mid-training check-ins to make sure the team member feels supported.
• A clear sign-off process before someone takes full shifts (especially in high-visibility areas like the patio or wine service).

July–September: Motivation That Lasts Through the Season

By mid-season, it’s not training that keeps people, it’s motivation. It’s feeling seen, supported, and connected to their work and team.

Too often, we assume motivation is one-size-fits-all. But it’s not. Everyone is different, and if we’ve been paying attention during hiring, onboarding, and training, we should know a little about what makes each person tick.

Does Sarah prefer early morning setups so she can be home with her kids in the evening? Great. That might make her incredibly motivated to do every setup flawlessly and feel valued at the same time. 

Does Marcus get energized by recognition in front of the team? Or would he prefer a quiet thank-you and a small gesture of appreciation? We can’t lead teams well if we’re not willing to lead people well, individually and intentionally.

Motivation tips:

• Schedule mini check-ins (not performance reviews!), just “How’s it going? What’s working for you right now?”
• Personalize schedules where possible. Flexibility is retention.
• Acknowledge wins and contributions, publicly or privately, but consistently.
• Keep growing your people. Invite them into small leadership opportunities: training a new hire, running a pre-shift meeting, and giving input on service enhancements.

Motivation starts the day someone joins, but it peaks mid-season. Don’t miss the opportunity to turn a good team into a great one by staying engaged long after the onboarding binder is put away.

Your People Strategy Is Your Service Strategy

Hiring, onboarding, training, and motivation aren’t separate initiatives, they’re connected steps in a larger strategy. And when done well, they build not just a seasonal staff, but a stronger, more loyal, more capable team that will carry your club through the busiest months with consistency and care.

So take a breath, gather your leadership team, and ask: How can we approach this season not just with urgency, but with intention?  Your team will feel the difference, and so will your members.