Every season, Swedish farms invest time, money, and energy to secure staffing that works in practice, from the start to the end of the season. Yet it is common that some team members leave early, sometimes already during the first week. This is rarely about a lack of willingness to work, but about how conditions, onboarding, and communication function at the beginning of the season. Below, we go through three common reasons for early drop-offs and how they can be prevented so the team stays together for the entire season.
1. A rushed introduction that never has time to settle
When the season starts, everything moves fast. The fields need to get going, the machines need to run, and everyone has to be in place at the same time. The introduction usually happens, but it is often rushed, squeezed in between tasks, or led by someone who is already in the middle of their own work.
The result is that important information never really sinks in. New workers try to do the right thing, but uncertainty about routines, schedules, and expectations creates unnecessary stress. It is not about unwillingness, but about a start that does not get enough time and structure.
🔸 Solution:
Set aside a moment where the focus is entirely on the introduction, without other tasks happening at the same time. Let someone experienced lead it and show both the work steps and the practical routines. A well-planned hour at the beginning not only saves time later on, but also creates security and better collaboration from day one.
2. Unclear communication and leadership in daily work
Once the season is underway, the work moves quickly. Everyone knows what needs to be done, but not always how, when or who is responsible for what. It is easy to assume that the information has already been understood, especially if many have worked with similar tasks before. But different languages, experiences, and ways of working mean that instructions can be interpreted differently, and small misunderstandings can grow into bigger problems.
When communication becomes unclear, it often shows in the atmosphere. Some people start to feel unsure, while others feel that their effort goes unnoticed. This affects both motivation and the teamwork within the group.
🔸 Solution:
Communication does not have to be complicated, but it does need to be regular and intentional. A short gathering at the start of the day goes a long way in creating a shared understanding of what needs to be done and what worked well yesterday. Small words of appreciation, like highlighting a good example, strengthen team spirit and make it easier to address problems when they arise.
3. When reality becomes a surprise
Seasonal work demands a lot, both physically and mentally. The pace is high from the very beginning, the days are long, and the work continues regardless of the weather. For many applicants, it can be hard to fully imagine what it will actually feel like, even if they believe they are prepared.
This is where the gap between expectations and reality often appears. Someone who encounters a completely new way of working, a new language, and a demanding physical pace on the very first day can quickly feel overwhelmed. In these cases, it is not about unwillingness, but about an introduction that did not fully convey what the job truly involves.
🔸 Solution:
Clarity is not only about describing the tasks, but about helping the applicant understand the experience. Show how the work is done in practice, preferably through photos, short videos, or stories from previous seasons. Explain what a typical day looks like, how the pace feels in the beginning, and what people usually find most challenging during the first weeks.
The clearer and more concrete the picture is, the easier it is for applicants to decide whether the job is right for them, and the greater the chance that those who start will also stay.
Building a sustainable team requires more than planning
When you look at why people leave a seasonal job early, it is rarely about the willingness to work. It is about how the start, the communication, and the expectations are handled. A good recruitment process does not end when the contract is signed. It continues in how the team is formed, led, and supported throughout the season. When the work flows, communication is clear, and everyone knows what is expected, everyday life becomes easier for everyone. There are fewer misunderstandings, a more consistent pace, and a team that stays together longer. That is the difference between a season that becomes exhausting and one that becomes sustainable.
About TM Connect
At TM Connect, we work with a clear goal: to create seasonal staffing that works in real life. We support Swedish farms in finding and onboarding workers who feel comfortable with the work and the conditions on site.
Our experience is that success is not about finding as many people as possible, but about how recruitment, onboarding, and communication work together. By understanding both Swedish working conditions and the cultural differences that often exist in international teams, we help our clients build cooperation that lasts throughout the entire season.
Would you like to know more about how we work or exchange experiences?
📩 contact@tmconnect.se
We are happy to tell you more in a short, no-obligation call.
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