Mike Andes advises employers to expect regular employee turnover and to plan hiring accordingly for seasonal demand. He recommends staggering start dates (hire earlier than peak demand), offering early part-time training, and overstaffing initially so natural attrition leaves a right-sized workforce as efficiency rises.
Anticipate employee churn. Just expect that if you have 10 team members, one or two of them is going to leave every month or two. So what I recommend is stagger start times when you're hiring your team for the spring rush. If you know that spring rush starts March 1, don't start hiring on March 1. That's when all of your competition and every home service is also hiring laborers start potentially in January, and then offer them a position to start in February, and then train them up maybe part time, and then have a start date that's closer to your actual demand curve starting to take off to make sure you're overstaffed. And then as they get more efficient, there'll be people leaving and it'll just kind of naturally take care of itself.
