How can an employee turn a part-time, seasonal job into a full-time, permanent manufacturing career?

Start fixing problems nobody asked you to fix. When we had downtime between orders, I’d spend it figuring out why certain welds kept failing or how to cut material waste, then I’d show the supervisor what I found. That’s how you prove you’re not just filling a seasonal slot. Management notices when someone treats the business like it’s theirs, because most people clock in, do the task, and leave.

Peter Grossmann, Founder, Rocker Ski Rack

Turning a part-time seasonal job into a full-time manufacturing career begins by becoming a master of it, and possessing RESPECT FOR THE PROCESS. In the manufacturing industry, every step is crucial, from taking accurate measurements and pre-finishing to installation and quality control. When steps are missed or rushed, it can result in rework, waste or returns from customers – problems that can add as much as 20% to the tab for materials and labor.

This is why a standout employee knows that efficiency is a product of diligence, not speed. Understand the “why” for each process, ask the other seasoned employees to coach you through their routines, and then map out how they accomplish quality & accurate work. Being fast is great, but you should NEVER cut corners or take shortcuts.

Wes True, General Manager & Operations, Pella Omaha

A lot of aspiring managers think that a part-time job is just about excelling at one task. But that’s a huge mistake. A leader’s job isn’t to be a master of a single function. Their job is to be a master of the entire business.

The one piece of advice I’d give is to demonstrate Cross-Functional Operational Mastery. This teaches the employee to learn the language of operations. They stop thinking like a frontline worker and start thinking like a system integrator.

The specific tip is to Audit the Waste Stream of the Production Line. They must show management (Operations) how a minor process change can reduce material waste, and then translate that into a higher profit margin (Marketing). This proves they see the entire system, from raw input to final sale.

The action elevates the employee from a temporary worker to a strategic problem-solver. I learned that the best employee is one who can deliver on the promise of the full business. The best way to be a leader is to understand every part of the business.

My advice is to stop thinking of a part-time job as a separate feature. You have to see it as a part of a larger, more complex system. The best leaders are the ones who can speak the language of operations and who can understand the entire business. That’s a career that is positioned for success.

Illustrious Espiritu, Marketing Director, Autostar Heavy Duty

To turn a part-time or seasonal role into a full-time manufacturing career, make reliability your superpower. Show up consistently, take initiative, and demonstrate that you can be trusted with responsibility — reliability speaks louder than ambition alone. Every effort to go above and beyond in your responsibilities sends a clear message to employers that you’re ready for a permanent role, and mastering each process demonstrates commitment and attention to detail that’s essential for a career in manufacturing.

Eva Chan, Certified Professional Resume Writer (CPRW) and Senior Content Specialist, Resume Genius

The best way to turn a seasonal job into a full-time role is to make yourself part of the process improvement. In our production network, we’ve seen temporary workers become core team members by spotting small inefficiencies and fixing them. When someone improves setup times or reduces waste, managers notice fast.

My advice is to learn the systems around your task and suggest one concrete change that saves time or material. Document it and share the result. Reliability and problem solving matter more than seniority in manufacturing. If you consistently help the line run better, you’ll be asked to stay. Initiative is the bridge between a seasonal job and a permanent role.

Hans Scheffer, Chief Executive Officer, HelloPrint

Many workers believe that showing high production numbers is the best way to stand out, but leaders often value efficiency more than raw speed. Start tracking where time gets lost, such as machine stoppages, material shortages, or slow changeovers. Keep simple notes in a notebook or spreadsheet and look for patterns that keep repeating.

When you share those insights with your supervisor and offer small ideas for improvement, it shows that you are thinking beyond your station. That mindset separates a seasonal worker from someone ready for a long-term role, because you are helping the entire operation run better, not just your own shift.

Kellon Ambrose, Managing Director, Electric Wheelchairs USA

Treat a seasonal role like an extended interview. Don’t just do what’s in the job description. Show initiative in areas that matter to the business. Learn the company’s policies, help teammates hit deadlines, and look for ways to make the customer experience better. Small actions stand out when leaders are deciding who they can trust long term.

When I co-founded Kitchen Cabinet Kings, I learned early which employees we wanted to invest in. It wasn’t just the ones who hit their numbers. It was the people who leaned in beyond their roles. They asked questions, connected the dots between departments, and cared about outcomes that went beyond their own job. Those were the employees we promoted and kept around.

Insurance isn’t any different. Managers notice the people who treat a short-term role as a career step, not a placeholder. Reliability, curiosity, and thoughtful questions about the industry show you’re already thinking like a professional. If you consistently connect your daily tasks to the bigger mission of the company, you’ll stand out. When it comes time to convert seasonal hires to full-time, managers remember who showed that level of commitment.

Andrew Saladino, Co-Founder, Kitchen Cabinet Kings

Ask if you can shadow someone in a different role during slower shifts—maintenance, quality control, whatever gets you exposure beyond your assigned station. When I started in this trade, I volunteered for every weird side job nobody wanted, and that’s how I learned the systems that mattered. Managers remember the people who lean in when it’s optional, and that memory counts when they’re filling full-time positions.

Lara Woodham, Director, Rowlen Boiler Services