For the pool and spa industry, spring, summer, and fall represent the make-or-break seasons. Customer demand surges as families and backyard entertainers turn to their pools and hot tubs to make the most of their leisure time at home. Whether operating a retail store, managing a service department, or running a busy pool facility, staff members are the face of the business, especially during these peak months.

The challenge? Many summer employees are seasonal hires, in some cases, younger and less experienced. Without strong leadership and an engaging work environment, turnover and burnout can quickly disrupt operations during the busiest months of the year. By intentionally creating a strong culture that strikes a balance between productivity and fun, managers can boost morale, reduce stress, and ultimately deliver better service to customers.

Here are a few key ways to keep summer staff motivated, engaged, and performing at their best.

Set the foundation with purpose and expectations

A motivated team begins with clarity. Seasonal employees need to understand not only what to do, but why it matters. The season should start with a structured orientation that goes beyond paperwork and basic introductory training. Leadership should share the company’s mission, customer service philosophy, and the role each employee plays in creating a positive customer experience. Including all employees in key parts of the orientation process reinforces that expectations are company-wide, not just for new hires. This approach allows new team members to see best practices in action and learn directly from experienced colleagues.

For example, when a staff member understands that water testing is not just “another chore,” but the key to keeping families safe and pools sparkling clean, the task becomes more meaningful. Tie everyday duties back to the customer experience, and staff will work with greater pride.

Create a positive workplace culture

The physical demands of summer work—long days, heat, and repetitive tasks—can wear down even the most enthusiastic team. Proactively cultivate positivity by:

• Providing comfort: Hydration stations, anti-fatigue mats or chairs, shaded break areas, and breathable uniforms demonstrate care for employee well-being.
• Encouraging positivity—Managers who offer quick, genuine recognition, such as a simple “Great job handling that customer!” set a positive tone for the entire team. Encouraging staff to support and recognize one another further helps foster a collaborative and upbeat work environment.
• Maintaining energy—Small gestures can make a big difference. Background music in the store, a brief morning huddle, or a rotating snack station can help maintain high morale and consistent energy throughout the day.

A supportive and fun environment helps employees push through tough days with greater resilience.

Encourage team cohesion

In many businesses, summer staff includes a mix of students and part-time workers. Building cohesion among such a diverse group is essential. Consider the following approaches:

• Team-building activities—After-hours social events such as mini-golf outings, axe-throwing, picnics, or even work-hour short icebreaker games during meetings help break down barriers.
• Shared goals—Set team challenges, such as fastest pool cleaning times, best customer satisfaction rate, highest sales for water-care products, etc., so staff work toward and are rewarded for their collective achievements.
• Celebrations—Recognize milestones like “100^th water test of the week” or “largest spa sale of the season” with group treats or fun prizes. Simply recognizing someone’s birthday with a shout-out or a small gift, such as a cake, goes a long way.

When employees feel part of a team, they naturally look out for one another and provide better customer service.

Keep tasks engaging through training and rotation

Repetition can drain motivation quickly. To keep work fresh and engaging, rotate tasks whenever possible. For example, a staff member might spend one shift on cleaning, the next on water testing, and another on sales support. While this approach requires additional training, it keeps employees motivated, builds versatility, and develops well-rounded team members who bring greater value to the business.

Offer short but structured and informative training sessions to build confidence. If possible, maintain consistency throughout the season. Teach retail associates the basics of water chemistry, or show service assistants how to handle customer questions. Not only does this improve operations by allowing customers to work with multiple employees if needed, but it also gives staff a sense of growth and investment in their future careers.

Recognize, reward, and retain

Recognition is one of the most powerful and underutilized motivators. A simple “thank you” after a busy Saturday rush or individual recognition during the morning’s meeting can mean as much as a gift card or cash bonus. Still, structured reward programs can help maintain high morale during extended periods of peak season. Structured rewards programs do more than boost morale during the peak season; they demonstrate that the organization values hard work and recognizes achievement. In a competitive seasonal industry, these programs can make a critical difference in attracting top talent and keeping employees motivated through the busiest months.

• “Employee of the Week” boards highlight achievements and set examples for others.
• Bonuses for going above and beyond for the employer show immediate appreciation.
• Team rewards (such as a pizza lunch after a big sales weekend) strengthen camaraderie.

Remember, recognition does not have to be expensive; it just needs to be consistent and genuine.

Lead by example

Leadership is contagious. When managers show up energized, organized, and willing to pitch in, employees are far more likely to follow suit. Great leaders lead by example. By stepping into the hard, messy work, they prove that leadership is about service, not status. A manager who grabs a skimmer during a rush or helps explain a complex spa system to a customer demonstrates respect for the team and commitment to the customer.

Good leaders also communicate openly and effectively, sharing weekly goals, listening to concerns, and celebrating and recognizing wins. Employees are motivated when they believe in their leaders and the organization’s direction. Transparent leadership fosters this belief by creating trust. By openly sharing successes as well as setbacks, leaders demonstrate authenticity and accountability. This openness inspires motivation, reinforces a sense of shared responsibility, and encourages employees to go beyond simply completing tasks and truly invest in outcomes.

Make work fun without sacrificing professionalism

Customers can always sense when staff genuinely enjoy their work. Infusing fun into the day not only boosts morale but also enhances the overall customer experience. Simple initiatives, such as themed dress-down days, lighthearted contests, or small seasonal celebrations, help boost energy levels and alleviate workplace stress.

Even the anticipation and buildup to these events add excitement and foster a sense of team spirit. To maximize impact, approach these activities with a marketing mindset by promoting them in advance, creating buzz both internally and externally. The key is to strike the right balance: maintaining professionalism while showcasing a cheerful, welcoming atmosphere ensures that customers benefit from both enthusiasm and excellent service.

The business impact of a motivated team

Motivating summer staff is not only about creating a positive workplace; it is also a strategic business decision. Engaged employees lead to:

• Stronger customer satisfaction through friendlier, more attentive service, which goes above and beyond what the customer is expecting.
• Improved efficiency as staff stay focused and are collaborative.
• Retaining seasonal employees saves both the time and expense associated with constant rehiring. It also increases the likelihood that experienced staff will return in future seasons, reducing the need for retraining and ongoing recruitment efforts.

In a seasonal, customer-driven industry such as pools and spas, the quality of the staff directly impacts both reputation and profitability.

Final thoughts

Summer may only last a few months, but the impression a business leaves on its customers can last for years. By investing strategically in the motivation and engagement of seasonal staff, businesses are also investing in smoother operations, stronger sales, and lasting customer loyalty. Creating an environment that is both enjoyable and productive ensures that seasonal employees not only meet expectations but often exceed them.

Author

Lisa Kennedy, vice-president of dealer channel sales at Core Covers, brings 20-plus years of pool and spa industry experience, specializing in leadership of sales and customer service, strategic business growth, and human resources development