Staff Retention Can’t Wait till September: Retention Starts NOW!
In the real estate arena, a common acronym is “ABC” (always be closing). What if this idea for staff is adapted in the camp world to be “ABR” (always be retaining)?! So often, retention efforts for next summer gear up in the fall with a plan to get staff to return. What if we flip this model around and think about retention from the beginning of the staff experience instead of the end (and minimize ghosting/quitting)? What if we work to start the summer with a retention mindset and carry this through the season and beyond? What if we are already thinking about summer 2025 as we engage with our staff for summer 2024?
ACA’s Project Real Job team is hosting a Tri-State PreCon Workshop to dive into those very questions and strategize retention throughout the staff life cycle (leading up to camp, during the season, and post-summer). The opening keynote session with Dr. Daniel Shore, a Workplace Consultant with a PhD in Organizational Psychology, will begin at 1:00 pm EST and provide a framework for strategizing about staff retention at the various stages of the staff life cycle. Throughout the afternoon, there will be an opportunity to collaborate and exchange ongoing retention practices with session attendees. Time will also be dedicated to showcasing ACA Project Real Job resources that are available to help with staff recruiting, hiring, and retention efforts. You will leave with renewed energy and a more robust staff retention plan that starts NOW with sights set on 2025 and beyond!
Details and registration link for the Staff Retention TS Pre-Con Workshop can be found HERE. Not registered for the conference yet? You can do so HERE and add the Pre-Con on the proper page. Already registered for #TSCamp2024? Email ACA (info@acanynj.org) for steps on how to add on the Pre-Con.
What does staff retention look like throughout the staff life cycle?
From now until the start of camp, there are action steps that can be taken when onboarding staff to foster engagement and commitment so that they show up at camp on day one with some understanding of the job they are about to begin and the community they are about to join. Gone are the days when staff hear nothing from camp leaders until the final ramp up for the camp season when they receive a packing list, directions to camp, and a copy of the staff handbook. If you ghost them until the summer, they just might ghost you!
Getting on a track to retain staff from the beginning starts with welcoming and integrating all staff into the camp community so there is a connection to the people they will be working with. In other words, once a staff member signs a contract, it is time to shift from the transactional interaction to more relational interactions. Fostering a sense of belonging is intentional and not just a hopeful byproduct of working at camp. It also means looking at how to acclimate staff to the place and the people where they will be working so that they not only connect with the mission, but also feel like they are vital to that mission being carried out even before they arrive at camp and definitely before the campers arrive.
Sharing tips, tricks, and camp previews with them in small doses–about what to expect, who else is in the community, what traditions exist, and even what camp looks like–can ease the mind about the unknown of working at camp and create meaningful connections. This is true for new AND returning staff since every summer is different in a variety of ways. Communication and connection are key to bridging the gap between staff signing their contract, showing up for the summer, and thinking about coming back to camp next summer (which many staff think about early in their current summer!).
Getting staff to camp is a great first step. And, being focused on retention needs to continue once staff are on site! There is a lot of work to be done to continue the process of building camaraderie among staff and helping staff see how they are growing their skills that are necessary to be successful in the camp ecosystem. Once they arrive at camp, a well-orchestrated pre-camp training that focuses on both the social aspects and work aspects of being a camp staff member will leave staff feeling prepared and confident in their ability to work with the campers and be part of the camp staff community. Without a strong foundation, staff can become overwhelmed with doubt in their capabilities of doing the job (which can lead to an early exit).
While there is already time dedicated for training and socializing before the campers arrive, on-going opportunities for training and socializing are crucial to staff retention because of their need to continue growing both skills and friendships for future success and for future summers at camp. Supporting staff in these ways, by gathering and giving feedback accompanied with coaching and mentoring and connection with other staff, gives time and space to celebrate their growth opportunities and help them realize the ways that working at camp benefits them.
Expressing meaningful appreciation to each individual staff member reinforces that their contributions to the community are being noticed and matter to camp’s success. Showing staff that they are supported, appreciated, and valued goes a long way towards their thoughts on prioritizing camp as the #1 option for the following summer. Having a conversation around this possibility of returning to camp next summer can also happen while staff are still at camp!
The momentum from the intention and thought put into staff retention during the onboarding process and the support given throughout the camp season will propel the staff retention cycle into the next season better and stronger than before. This, in turn, makes the official invitation for staff to return the following summer a natural next step. As the transition to the post-camp season gets underway, giving the opportunity for self-reflection and allowing for each person to assess their path for advancement based on their own goals, skills and desires, makes for a highly productive interview during the rehire phase.
Well crafted post-summer retention strategies will kickstart staffing for the following year and continue to build as the ABR (always be retaining) cycle comes around again!
Kim Aycock, MST, has several decades of experience equipping young people with skills robots are unable to do. While blending the talents of a master teacher with the knowledge of a seasoned camp expert, Kim ignites learning for varying levels of camp pros worldwide through her interactive and innovative presentations. Kim speaks at regional and national conferences, contributes regularly to Camping Magazine and ACA blogs, and serves as co-chair of ACA’s Staff Recruitment & Retention Committee and Staffing Summit. She can be contacted at kimdaycock@gmail.com.
Daniel Shore, PhD, is a researcher and consultant across the gamut of human interaction, from government cybersecurity teams to summer camp staff. He combines his expertise in analytics, teamwork dynamics, & employee motivation to transform data into action. In the camp world, Dr. Shore leverages his 10 summers on staff with his research expertise to support camps on improving the staff member experience. He is an ardent believer that to have happy campers, you need happy counselors, too.