The busy season is approaching, and while increased customer demand is good news for your bottom line, it also means gearing up with additional hands on deck. Successful scaling isn’t just about hiring more people – it’s about building a cohesive team, consistent under pressure. Here’s a practical roadmap to get your house in order as you get set for expanding your team up.

Balancing growth with financial reality

We know that many of you are running very lean operations as we grapple with the uncertain economic environment, so the prospect of scaling up will bring both excitement and anxiety. You’ve likely been operating with skeleton crews out of necessity, and while increased demand is welcome, the fear of overstaffing in a still uncertain market is very real.

Building a workforce that flexes with demand is critical. Cross-training plays a central role here: when your barista can step onto the floor, or your bar staff are trained to support the pass during busy service, you’re covering gaps but also building resilience. It takes more effort upfront to train people across multiple roles, but that investment pays off as insurance against staff shortages and sudden drops in demand.

Strategic recruitment planning

Think beyond the obvious staffing gaps. While you’ll naturally identify where you need more hands, consider the less obvious pressure points that emerge when scaling. It’s not always about more kitchen staff /foh of house – it’s also about who’s managing the increased admin load, who’s handling the extra cleaning, or who’s got time to properly support the new hires (and hopefully the strategy isn’t that it all falls on you). Map out the ripple effects of increased volume on all aspects of your operation.

The golden rule of hospitality recruitment applies doubly during scaling periods: start earlier than you think you need to. Start your seasonal recruitment early when possible. Ideally, you’d start this process 6-8 weeks before you need additional staff. This gives you time to be more selective, train properly, and build that flexible workforce structure.

That said, we know it’s not always possible to plan perfectly. Sometimes demand picks up faster than expected, or you lose key staff at short notice. Don’t let the inability to start early become paralysis – focus on what you can control and adapt your approach accordingly. If you’re starting recruitment later, focus on what will give you the biggest immediate impact. Prioritise hiring for your most critical pressure points first, and where you can bring back previous seasonal workers who already know your systems. It’s not ideal, but it’s manageable with the right approach.

It’s a new season, give your advertising messaging a once-over. You know the importance of good job ads, but it’s worth reviewing what you’re actually communicating in the current market. With skilled labour shortages continuing, candidates have options – what are you offering that your competitors aren’t? Consider whether your standard job description still reflects what today’s workers are looking for, particularly around flexibility and workplace culture.

Building your induction framework

The challenge every operator faces during scaling is that you need thorough induction more than ever, but you have less time and mental space to deliver it properly. The temptation to throw new staff straight into service is strong, especially when you’re already stretched thin.

It’s still important to create dedicated training time. This might mean accepting slightly higher labour costs in the short term, but it’s essential for long-term success. If you can, schedule your new staff to start before it gets busy, even if it means carrying extra labour costs for a week or two. If they are starting when you are already in the thick of things roster experienced staff specifically for training duties during these periods – it costs more upfront, but it will help to ensure the new team member gets up to speed faster.

The busier you get, the more critical proper induction becomes. A rushed induction creates problems that multiply under pressure. Staff who don’t understand your systems will slow service down. Team members who haven’t absorbed your culture will make decisions that damage customer relationships. The cost of proper training is always less than the cost of fixing problems later.

Pair each new team member with a seasoned employee. This mentor system serves multiple purposes: it gives your new hire a go-to person for questions, provides your experienced staff with leadership development opportunities, and ensures knowledge transfer happens consistently. Choose mentors who are genuinely enthusiastic about teaching others.

Don’t overwhelm new hires by teaching them everything on day one. Break training into logical modules – basic safety and hygiene, customer service fundamentals, specific role requirements, and advanced skills. This allows people to build confidence progressively and helps you identify any learning gaps early.

Managing the Integration Process

As we’ve said, where possible, have new staff start during quieter periods so they can learn without the pressure of peak service. However, ensure they experience some busy shifts during their training period – you want to identify how they handle pressure before you’re completely dependent on them.

Schedule regular check-ins with new team members during their first month. Ask specific questions about their training, workload, and any concerns they might have. Early intervention can prevent minor issues from becoming major problems later.

Scaling your team successfully requires more than just posting job ads and hoping for the best. Recruit strategically, and invest in comprehensive training, as that will prepare you not only for the busy season. Every team member you hire is an investment in your business. Take the time to get it right, and you’ll not only survive the busy season but thrive during it, while building a stronger team for the future.