Why Staff Retention Matters for Summer Camps
Staff retention at summer camps isn’t just about filling positions year after year; it’s about building a strong, connected team that delivers an exceptional experience for campers. High turnover can disrupt camp culture, increase training costs, and impact the quality of your programming. An experienced summer camp staff makes camp operations smoother, boosts camper satisfaction, and creates a more positive work environment.
We’ll explore proven strategies for summer camp staff retention, ways to invest in professional development, and how to keep engagement high, even in the off-season.
Prioritize Staff Well-Being During the Season
Camps often run on a tight schedule and high energy, which can take it out of a person. When staff feel valued and supported, they’re more likely to return even to a demanding work environment. To support their staff, directors can:
- Provide adequate rest breaks and time off.
- Offer mental health support and regular check-ins during the season.
- Celebrate both big and small achievements with recognition events or shout-outs.
Prioritizing camp staff well-being directly contributes to summer camp staff retention. Simple gestures, like a handwritten thank-you note or a campfire appreciation night, can go a long way in making staff feel noticed and appreciated.
Invest in Professional Development Opportunities
Professional development doesn’t just benefit your staff; it benefits your camp. Staff who learn new skills feel more confident and capable, and they bring added value to your team.
Ways to build in professional growth:
- Host pre-season training workshops on leadership, conflict resolution, and child development.
- Provide opportunities for certifications (lifeguarding, first aid, ropes course facilitation).
- Offer leadership tracks for returning staff to move into senior roles.
Camps that focus on professional development for camp staff are more likely to retain qualified, experienced team members.
Example: A returning counselor could attend a “Leadership in Outdoor Recreation” workshop in the off-season, then step into a program director role the next summer.
Recognize and Reward Staff Contributions
Recognition fosters loyalty. Make it a habit to acknowledge great work during the season and beyond:
- End-of-season awards that highlight specific strengths.
- Social media spotlights to feature returning staff.
- Personalized recommendations or LinkedIn endorsements for those pursuing careers in education, recreation, or related fields.
Keep recognition authentic; general “good job” comments don’t resonate as much as pointing out specific examples of impact.
Create a Strong Staff Culture
A healthy, positive staff culture is one of the most powerful retention tools. Encourage traditions, team rituals, and bonding experiences that keep staff emotionally connected to camp. Fostering staff engagement at summer camp builds a culture that naturally increases staff retention.
Examples include:
- Weekly team dinners. (Just the team! Meals with campers don’t count for this.)
- Camp talent shows or theme nights.
- Shared creative projects (murals, videos, or end-of-season yearbooks).
Looking to improve your camp culture? Read this blog.
Keep Retention Efforts Alive in the Off-Season
The months between camp seasons are just as important for retention as the summer itself. Directors who stay connected to their team in the off-season strengthen relationships and maintain enthusiasm for returning. Off-season staff communication keeps engagement high and boosts summer camp staff retention rates year after year.
Off-Season Retention Strategies:
- Monthly Email Updates: Share news about camp improvements, upcoming events, or fun “Throwback Thursday” photos. Need some email templates? We’ve got some here.
- Virtual Meetups: Host online trivia nights, watch parties, or coffee chats to keep the community alive.
- Career Support: Send job opportunities, internship postings, or skill-building resources relevant to staff interests.
- Exclusive Pre-Hire Invitations: Offer returning staff the first choice of roles before opening applications to the public.
If your staff feels like part of the camp family all year long, they’re much more likely to return when summer rolls around.
Ask for Feedback, Then Act on It
One of the fastest ways to lose staff is to ignore their concerns. Directors should collect and review feedback after each season through surveys or focus groups. Following up with visible changes based on feedback shows staff their voices matter, strengthening trust and loyalty.
Questions to ask:
- What was your favorite part of working at camp?
- What challenges did you face?
- How could we make next summer better?
Have feedback and not sure what to do with all the information? Check out this blog.
Retention is a Year-Round Effort
Retaining great summer camp staff is about creating an environment where people feel valued, supported, and challenged to grow. By focusing on well-being, professional development, recognition, strong culture, and off-season connection, directors can build a returning team that gets stronger every year.
When staff know they are part of something meaningful, and that their growth matters as much as the campers’, retention stops being a challenge and becomes a natural outcome of a thriving camp culture.
