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want: to feel involved, listened to and valued for their good work. In short, employee morale is about feeling and being engaged! The key is to make these morale check-ins simple and consistent. Try asking some open-ended questions to get the conversation started and allowing the employee to take it in any direction. A few questions to consider would be:
• How are you today? How is a specific family member doing? • What was your biggest win this week?
• What is your favourite part of your job right now?
• What would make your job even better?
• Do you have any ideas that would improve anything here at work? Perhaps where we keep doing the same thing and it doesn’t seem to work well?
This last question about employees sharing ideas is very beneficial and confirms they are engaged. If your culture is one of engagement, your staff will feel more comfortable to share their ideas. Try holding team meetings that are about encouraging ideas versus meetings that just move through typical agenda items.
SHIFTING YOUR FOCUS
There is a sustainability challenge in the golf industry human resource area in this country, both in the short term and long term. The quantity of frontline hospitality workers has decreased and moved on to other industries. As mentioned, enrollments are down in the university and college programs that have traditionally been feeder programs for senior managers at golf courses, and retirements are looming at key positions in most clubs in the coming years.
Over the past two golf seasons, understandably, golf course operators have been focused on the short-term immediate concerns – where to find hand sanitizer, do we have the proper COVID signage posted, knowing and enforcing the current face mask regulations – all while handling the pressures and harnessing the opportunities of the increased demand in golf. But there is now a need to shift your focus to staffing, not only the immediate concerns this year, but also planning for the healthy future of your facility.
IT’S TIME TO MAKE LEMONADE!
Over the past two seasons, we have seen an incredible increase in rounds played across the country. Golfers have returned to the game; new golfers have picked it up; families are golfing together; couples are golfing on date night; all because it is fun! These are all new potential hires – or perhaps parents/grandparents of future employees. Tap into this new pool of talent.
You have something to offer that other employers, such as the Tim Hortons or The Keg up the road don’t ... a truly fun place to work where there are happy people doing what they enjoy, wide open greenery, less bureaucracy, more flexibility, reduced or compli- mentary green fees, no late shifts and a variety of jobs. Don’t underestimate that! Be sure to offer unique job perks that only a golf course can offer – perhaps Monday afternoon free golf for staff, discounted golf gear, occasional golf teaching clinics for staff, and perhaps for your turf team, offer free online classes to help them learn more about turf and course maintenance!
The actual environment of your facility is key. It is likely the biggest opportunity for golf courses when hiring. Be sure to make an impression on prospective employees by showing them around the environment that they’ll be working in – a bright beautiful clubhouse, clean and stocked pro shop, fantastic outdoor sunny environment – and then have them meet all the great people that they will be working with. This can be a true differential point to a prospective employee, and it would be a mistake to not capitalize on focusing on the kind of workplace that YOU can offer. In your ads/job postings, be sure to use engaging photos (indoor and outside) that appeal to the eye, as well as images of current staff with testimonials. You need to sell your facility to prospective employees!
Golf Business Canada
References:
“Jobs Added, Unemployment Falls, but Labour Shortage Remains” Blog posted on March 23, 2022 by Tourism HR Canada “4 Tips for Hiring in a Tight Labor Market” Blog posted on November 19, 2021 by Robert Half Talent Solutions
“How to Adapt to the Labour Shortage Situation” Study by Business Development Bank of Canada (BDC), September 2021 “Easing Labour Pains” By Doug McPherson, Golf Business Magazine, Jan / Feb 2022
“Keeping Employees Happy” By Doug McPherson, Golf Business Magazine, Jan / Feb 2022
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Golf Business Canada