Page 20 - GBC Winter 2024 English

Published quarterly and distributed to every golf course operator in Canada, Golf Business Canada is a uniquely targeted and comprehensive look into all the departments of a golf operation. To send your feedback on this edition, please contact the editorial team at ngcoa@ngcoa.ca.
Golf Business Canada
As Canadian golf course owners and operators transition into the off-season, planning for next year’s staffing needs becomes crucial. Retaining employees is a key factor in ensuring operational success. A high turnover rate leads to increased costs related to hiring, training, and onboarding new employees, while also negatively affecting team morale and overall productivity.
As you are aware, for golf courses where many positions are seasonal or specialized, retaining top talent is essential. While competitive wages will play a role in retention, many owner/operators may find themselves constrained by budget limitations, particularly in the current economic environment. However, employees often value other factors, such as workplace culture, growth opportu- nities, and recognition that contribute to their sense of satisfaction and loyalty.
This article will explore a range of strat- egies, both monetary and non-monetary, that you can implement to build an engaged, loyal workforce, and reduce turnover.
MONETARY INCENTIVES: BALANCING COMPENSATION AND BENEFITS Financial compensation will always be a cornerstone of employee retention strat- egies. However, golf course operators need to find a balance between compet- itive wages and cost control. By thinking strategically about the structure of compensation packages, you can motivate employees to stay while avoiding excessive financial strain.
20Golf Business Canada
1. Competitive Compensation
A competitive wage is a primary consid- eration in employee retention. Staying informed about industry trends is crucial, especially in a competitive labour market.
The NGCOA Canada’s Compensation and Benefits Report, released every 3 years, provides a valuable “market base” to plan appropriate compensation packages for 11 key staff positions at your facility. If you don’t have the 2023 edition on your desk, you can order a copy today by contacting the NGCOA Canada head office at ngcoa@ngcoa.ca or 1-866-626-4262.
Regularly adjust wages to stay competitive, especially for entry-level or seasonal positions, where turnover tends to be highest. Also, communicate the full value of your compensation package to employees, including benefits, bonuses, and other financial incentives to ensure employees recognize the total value beyond their hourly rate.
2. Performance-Based Incentives
In addition to regular wages, imple- menting performance-based financial incentives can keep employees engaged and motivated to stay.
Top Strategies to Improve Employee Retention