Employer Tips: Building Long-Term Relationships with Travelling Staff
For many regional and remote businesses across Australia, travelling staff aren’t just a short-term fix, they’re a vital part of keeping operations running smoothly.
But all too often, employers treat travelling workers as “temporary help” instead of potential long-term contributors. The result? High turnover, repeated recruitment costs, and lost productivity.
If you want reliable, returning workers who recommend your business to others, you need to think beyond filling the next vacancy. Here’s how to build long-term relationships with travelling staff… and why it pays off.
1. Start with Clear, Honest Communication
Travelling workers value transparency. Before they arrive, make sure they know:
- The exact duties involved
- Expected hours and roster
- Accommodation details (including photos where possible)
- Pay rates and timelines
- Local conditions (heat, isolation, transport, phone coverage)
Nothing damages trust faster than a mismatch between expectations and reality. Clear communication upfront sets the tone for a professional relationship.
If there are challenges (remote location, physically demanding work, early starts etc) be honest. The right worker will appreciate it.
2. Treat Them Like Team Members, Not “Temps”
Travelling staff notice quickly whether they’re considered part of the team or just extra hands.
Simple actions make a big difference:
- Introduce them properly on day one
- Provide a structured induction
- Assign a go-to supervisor or buddy
- Include them in team meetings where appropriate
A worker who feels included is far more likely to stay longer, work harder, and return next season.
3. Provide Quality Accommodation
For travelling workers, accommodation is part of the job package, not an afterthought.
If you are providing accommodation, clean, safe and comfortable housing shows respect. At minimum:
- Clean facilities before arrival
- Reliable hot water and cooking access
- Clear house rules
- Functional internet or phone access where possible
If you have a space for them to park their van or motorhome, make sure it’s a spot you’d be happy to stay yourself.
If accommodation options fall short, word spreads quickly. On the other hand, positive experiences build your reputation and make future recruitment easier.
4. Offer Consistency and Fairness
Travelling staff are quick to compare notes. If pay, hours or treatment seem inconsistent, morale drops fast.
Make sure:
- Pay is processed on time
- Hours match what was agreed (or changes are communicated early)
- Performance feedback is constructive and fair
Professionalism builds loyalty.
5. Show Appreciation… It Costs Nothing
Many employers underestimate how far simple appreciation goes.
A thank-you at the end of a busy week.
A small team BBQ.
A positive reference or testimonial.
Travelling workers talk… in online forums, Facebook groups, and among fellow grey nomads and seasonal workers. If they feel valued, they become ambassadors for your business.
6. Plan for Repeat Engagement
Here’s where many employers miss an opportunity.
If a worker performs well:
- Let them know you’d welcome them back next season
- Ask about their future travel plans
- Stay in touch via email or other platforms
- Offer early access to future roles
Returning workers require less training, adapt faster, and strengthen team culture. They are far more valuable than starting from scratch each year.
7. Understand the Travelling Workforce Mindset
Many travelling workers aren’t just looking for income. They’re seeking:
- Flexibility
- Meaningful experiences
- Community
- A chance to contribute
If you recognise and support that mindset, you’ll attract people who are motivated and engaged, not just filling time.
Why Long-Term Relationships Matter
Recruitment can be expensive. Inductions take time. Mistakes cost productivity.
But when you build long-term relationships with travelling staff, you gain:
- Reduced hiring costs
- Higher productivity
- Better workplace culture
- Stronger regional reputation
In today’s competitive labour market, reputation travels fast, especially within Australia’s travelling workforce community.
Employers who prioritise respect, clarity and professionalism don’t just fill positions.
They build a workforce that comes back.
If your business regularly employs travelling or seasonal workers, investing in relationships isn’t just good practice, it’s a smart long-term strategy.
And the employers who understand that are the ones who thrive.
For more information about Workabout Australia’s Employer Listing Service (and how we can help you attract… and retain… quality staff), click here.