Dependable, competent seasonal employees are essential to business success. Any retail human resources department will tell you that qualified, reliable temporary workers who can reinforce peak seasonal needs lead to consistent bottom line growth. And being able to pull from a dedicated stable of personnel year in and year out makes for smooth transitions and fewer problems associated with hiring and training issues. So how does retention work for seasonal positions that are, by definition, temporary? The solution lies in thinking year-round in your treatment of these positions. A long-term strategy of commitment with specific retention goals in mind is a must-have, so that temporary staff are kept in focus not just when they’re employed, but also during the off season. Your retention plan should focus on employee relations, competitive compensation and an open door for issues that arise. You should also focus on the end of their term of employment as well, with a positive exit experience and a plan to keep in communication with valued staff you’d like to see return in the future.