If you’ve been in community recreation for more than a minute, you already know staff turnover is one of your biggest challenges. From part-time lifeguards to full-time program directors, it seems like someone is always on their way in or out. But what if the goal wasn’t just to fill positions, but to grow people? What if we thought about how to help people become better as a whole through mentoring community recreation staff?
What if we raised the level of professionals across our industry?
That’s where mentoring comes in. I’m not talking about checking in during performance reviews or sending your staff to a workshop once a year. I’m talking about intentionally developing the people around you so whether they stay for two years or 20, they leave better than they arrived, and your organization gets better every day they’re with you.
Below are three actionable ways to mentor your staff for long-term success. This is far beyond just in your facility, but in their careers and lives as well.
1. Make Mentorship Part of the Culture, Not an Extra Task
Too often, mentoring becomes something leaders say they value but never make time for. It’s treated like an “extra credit task” or something to get to if you’re not slammed with scheduling, safety audits and that weekend tournament nobody told you was on the calendar. But if you want long-term success, mentorship must be woven into your daily operations.
How to Make it Happen
Schedule mentorship touchpoints. Block out 15 to 20 minutes weekly with each direct report. Use these check-ins not for task updates, but to ask questions like:
“What’s one thing you’ve learned this week?”
“What’s one thing you’d like to improve on?”
“Where do you see yourself growing in this role?”
Model transparency. Share your own growth journey. Let staff know where you’ve struggled and what you’re learning as a leader. This gives permission for them to do the same.
Celebrate growth, not just results. It’s easy to reward hitting membership goals or running a clean event. Go a step further and recognize skill growth. This includes a youth program coordinator who improved their conflict resolution skills, or a front-desk associate who handled a customer issue on their own for the first time.
- Pro tip: Build mentorship into your onboarding process. From day one, new hires should know they’ll get regular growth conversations, not just training shifts.
When mentorship is part of the culture, it’s no longer “extra work.” It’s simply how things are done.
2. Focus on Skills That Outlast the Job
Mentoring community recreation staff isn’t just about teaching your staff to run your programs better — it’s about helping them develop skills they can carry into any future role. This not only improves your operation, but also positions you as an employer of choice in your community. People talk about places where they grew and growth-minded organizations attract growth-minded people.
Which Skills are People Looking to Grow Most?
Leadership and ownership. Teach staff to see problems and own solutions. Example: Instead of you handling every scheduling conflict, mentor a lead lifeguard on how to resolve it. Walk them through questions to ask, options to consider and how to communicate the solution.
Communication and people skills. Recreation is people-heavy: members, parents, volunteers and vendors included. Show staff how to listen, deliver clear instructions and handle conflicts without escalation.
Critical thinking. Instead of giving answers every time someone has a question, respond with, “What do you think would work here?” Over time, they’ll build confidence in decision-making.
How to Teach These Skills
Job shadowing with purpose. Pair new staff with a senior team member during a program or event. Debrief after and ask, “What did you notice? What would you have done differently?”
Mini projects. Give staff “safe” leadership opportunities. Example: have a summer camp counselor design and lead a one-day activity, with you coaching them through planning and execution.
Feedback loops. Offer feedback in real time. When you see someone handle a situation well, point it out immediately. When they miss the mark, turn it into a teaching moment instead of a reprimand.
- Pro tip: Keep a simple skills checklist for each staff member. Track progress and make it visible. People love seeing their growth in black and white.
When staff leave your organization, they’ll remember how you helped them grow as people, not just as employees. In the meantime, you benefit from a team that’s better equipped to handle challenges today.
3. Create a Clear Pathway Forward
One of the biggest reasons people leave recreation roles isn’t pay. It’s uncertainty. They don’t see a future, so they assume there isn’t one. Mentoring means helping staff see what’s possible and supporting them in pursuing it, whether inside your organization or beyond.
What This Looks Like
Individual growth plans. During quarterly or semi-annual reviews, spend at least half the conversation on where they want to go, not just how they’re doing now.
Ask: “Where do you see yourself in one year? Three years?”
Then map backward: “What skills and experiences would help you get there?”
Education and certifications. Encourage staff to pursue certifications or classes. Even if that lifeguard wants to become a physical therapist or teacher one day, you can help them get CPR instructor certified or attend a youth development workshop now.
Promote from within. If your part-time staff never see anyone like them get promoted, they’ll assume it’s impossible. Highlight examples and share success stories: like the front desk associate who is now your program director.
Keep it realistic. This doesn’t mean promising everyone they’ll be an executive director in two years. It means being honest.Even if the opportunity isn’t within your organization, you’re helping them grow toward their goals. That creates loyalty and better performance while they’re with you.
- Pro tip: Track these growth plans the same way you track member engagement. Use a simple spreadsheet or HR tool to log their career goals and progress.
When staff see you care about their future, they stay engaged in the present. They often become your best advocates, referring friends and speaking highly of your organization.
Final Thought: Mentoring is a Mindset, Not a Meeting
If you want long-term success, you can’t just manage people, you need to mentor them. That means:
1. Making mentorship part of your culture.
2. Focusing on skills that outlast the job.
3. Creating clear pathways forward.
The best leaders understand this: you’re not just hiring staff to work for you; you’re investing in people who’ll eventually work beyond you. Some will stay and become your future directors. Others will move on and take the skills you gave them into the world. Both outcomes are wins when mentoring community recreation staff well.
So, block off that first mentorship meeting. Write down one skill you can teach someone this week. Start one conversation about their future. And watch as your people, and your organization grow stronger every day.
