Tackling rising labor costs and workforce shortages requires more than short-term fixes — it demands a deliberate, structured approach that blends operational planning with people-focused strategies.
Plan for the worst-case, not the average. One of the key principles in terms of organizational structuring and capacity planning is to staff for peak demand rather than historical averages. In snow operations, that means building schedules and backup coverage for the largest storm you could face in a season. This approach ensures that when demand spikes, you’re not scrambling to fill critical roles.
Cross-train to build redundancy. Cross-training is one of the simplest ways to add flexibility to your team. When multiple crew members can handle multiple roles, you gain built-in redundancy; and that’s critical when absenteeism, illness or turnover hit mid-season. Cross-training also increases engagement by adding skill variety and career development opportunities.
Retention through culture and wellness. Recruitment is a sprint, but retention is a marathon. Recognition programs, clear growth opportunities, structured training and wellness initiatives (which could range from warm-up breaks to mental health support) can dramatically reduce turnover. Show your team that this is more than just seasonal work, it’s an entry point into a dynamic, growing industry. Introduce them to organizations like SIMA so they can connect with the broader professional community and recognize that this is a viable, respected career path.
Remove waste and document everything. Applying lean operations principles means identifying and eliminating non-value-added tasks, so crews spend more time on actual service and less on inefficiencies. Document the process from site prep to post-event reporting. Then consistently train teams on those processes to reduce onboarding time for new hires and ensure service consistency even when staff changes. You need to own the process as a leader; you cannot say, well, just this time we will [fill in the blank]. You must hold the line in terms of how your company or team operates.
Collaborate with peers. In regions with overlapping service providers, resource-sharing agreements can help cover staffing gaps during peak events. While these arrangements require trust and clear boundaries, they can be a powerful safety net when labor is tight.
Jenny Girard, ASM, is client success implementation specialist for The Integra Group. Contact her at Jenny.Girard@TheIntegraGroup.com.