19 little things I ALWAYS do when I run camp - you won't love them all

Sept 26th, 2024

This week I took stock of 19 little things I do when I run camp that feel really small but (I hope) make a big difference on the culture.

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These are the things that work for me, and maybe it’s helpful for you too. More than anything, though, I hope you find some value thinking about what your list could be

Below are short explanations for how/why. Want to know more/disagree? Email me I would love to hear from you.

These ideas work for me because of who I am. Send me some of yours.

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1: Only one announcement person during a meal.

How: I give everyone an opportunity to tell the announcer what their announcements are. If things are added after the announcements, they go around and tell each table individually.

Why: I don’t want to take up too much of everyone’s time and interrupt the flow of meals.

2: End every day the same way.

How: At Stomping Ground, we end in a big circle and say, “it’s good to be together” three times. Don’t worry, there are less culty options, too.

Why: It feels consistent for camps and staff, and lets them know that the structured part of the day is over. It’s punctuating the day.

3: Text staff randomly

How: I text them when I see something that reminds me of them through the off-season, or just to ask how they’re doing.

Why: Staying connected shows I care about more than just the employee version of my staff. I care about how they’re doing, I want to know them as whole people. This is going to massively help staff retention. Plus it’s fun

4: I (the leader of camp) do the first big announcement.

How: The first big announcement is often during dinner. I introduce myself, tell people what’s happening now and next, and set the tone.

Why: I want to clarify as much as possible because camp arrival can be stressful and confusing. By doing it myself, I’m also showing that I’m available for further clarification.

5: Have a catch phrase for the summer

How: Get a few people invested in saying it, and then let things run their course. Examples from my past are, “YESH!”, “Are we having too much fun?!”, and calling everything “goodies” (but like goo-dees”).

Why: It’s an inside joke that everyone gets to be in on just by being there. And the stakes are so low that it doesn’t matter if it doesn’t stick.

6: Give kids more choice - more!

How: Kids get to pick their teams during games. They get to make their schedule. They get to opt into or out of essentially any activity. I love to clown around, but I’m always going to ask consent with those I’m clowning with.

Why: I deeply believe in autonomy and most of what I do comes back to that.

7: Say when the meeting is over.

How: Sometimes, “meeting’s over, everyone head to x location for the next thing,” or, “GO TEAM ON THREE! 1, 2, 3!”

Why: It’s a point of clarification and helps people know what mode to be in. We’re illuminating the hidden curriculum!

8: Sit with kids doing “nothing” for 30 minutes/day.

How: I find kids I don’t know that well during a laid back activity that won’t be interrupted by me being there or after an announcement just sit in the milling area.

Why: I call this “being the mayor.” I get to be a less scary and administrative figure, and show up and see in real time what kind of support is needed. This is also when kids just talk and I can connect with them in a real way.

9: Have someone else be the emails-with-parents-for-logistics person.

How: I hire an office manager, and have a director whose job includes family communication. I get this isn’t possible for everyone. This is just my list.

Why: This is a huge task and it’s distracting if I want to be present as a leader at camp. Lots of great 22 year olds can write professional logistics emails, just get me when it gets complicated. They do a better job because they are consistent.

10: If I’m not running the meeting announcement, I sit with the participants not in the front.

How: I sit with people and chat until the meeting starts so it’s not awkward or looking like I’m just there to keep them quiet.

Why: It puts less pressure on the person running the meeting, it keeps people a little more attentive, and it shows that I’m not always trying to be important or in charge.

11: Know all the staff’s names.

How: I have everyone wear name tags every day at the beginning of camp. I have a staff board with everyone’s picture and name before staff get there. When I forget someone’s name, I ask them.

Why: Knowing people’s names is a sign of respect and I’d be pretty pissed and I wouldn’t want to do my best work for a boss who didn't know mine.

12: Thank people constantly.

How: In small moments, during activities, via text, via note, in the groupchat. I try to be as specific as I can.

Why: Being at camp is hard for everyone, and also really rewarding, but nothing sucks the life out of you like feeling that it’s thankless. It's not coddling, I am actually grateful.

13: Write hand written notes.

How: In beautiful calligraphy. Jk, it's chicken scratch but I’ll sit down for a couple of hours in the middle of the summer and write a note to each staff member and put it in their mailbox.

Why: Hand-writing notes is an undeniable show of effort. It’ll feel genuine and it’s something that your staff members can physically keep nearby and look at without it getting lost in a sea of texts.

14: Be the best audience member.

How: I open-mouth laugh at anything funny, stand and cheer, and give high fives and hugs when people do whatever they do on stage.

Why: Being on stage is scary and hard, and I, as the director, likely have a good amount of social capital which I can use to make people feel good about themselves.

15: (Hot take alert!) Put staff with their friends.

How: I normally do this more and more as we near the end of the summer, but I put friends on activities together and in cabins together.

Why: We said camp would be fun. Friends can do amazing work together and probably have pretty solid communication already. If staff are proving to me that they can’t focus on their jobs when they’re with friends, or that they can’t branch out and be inclusive to other staff, we have a bigger issue and we can take it from there.

16: Greet everyone as they’re coming in for meals and families upon arrival.

How: I get to meals ten minutes before everyone else and stand at the handwashing station. I try to greet every person by name as they walk up, and ask them their names if I don’t know. During camper arrival, I stand and greet every camper by name (or ask), then their families, then I introduce myself.

Why: I’m showing that I care and that I am invested in the campers, not just in the business of camp.

17: Oversell how hard camp is during interviews

How: During interviews with new staff members, I tell them, “It’s like climbing a mountain, going to a music festival, and baby sitting all the time - hopefully with your best friends.” I specifically ask people if they’re ready to do that kind of work.

Why: I’d rather have people be prepared to work their asses off and be exhausted and then show up and it’s a little easier than they thought than the other way around. And sometimes it does feel that hard, so I like to get informed consent.

18: Hire 1 photographer/videographer per 50-75 campers

How: I try to limit photographers’ other responsibilities. I recruit them from art schools with solid photography programs and pay them a decent wage.

Why: My staff need new Tinder photos! Jk. Sorta. Your photos are for your camper families, but they’re also your marketing. If you have solid photos and your staff and campers repost them, that’s marketing. Our product happens for just the summer and we sell it all year. It's like a wedding, get the photos

19: If we say it more than twice, make a sign

How: Hella white boards and butcher paper.

Why: Listening is hard and I get tired of hearing my own voice, but really write it down and make it easy for people to keep up with your big brain.

20: Hire an outside trainer

How: Budget for it. Pick some one awesome. Schedule it. Let them cook. Email me for more.

Why: Running Stomping Ground, we always brought in Sylvia van Meerten. She doesn't do camp stuff any more, but the goal was she would reinforce what our team was saying, be a cool outsider, and give our director team credibility. Plus staff remember outsiders more.

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