Page 22 - GBC Winter 2024 English

Create a structured bonus program that rewards staff for achieving specific business outcomes, like sales targets or customer satisfaction scores. Ensure that these bonuses are clearly defined, with specific criteria, so employees understand exactly what is required to earn them. In addition, consider offering retention bonuses at key points during the season to incentivize staff to complete the entire season.
3. Meaningful Benefits
Benefits such as healthcare, retirement savings plans, and insurance can influence retention decisions. While smaller golf courses may find it challenging to offer comprehensive packages, providing any form of support in this area can make a difference.
Healthcare benefits can significantly impact retention. Even if a full health plan is not feasible, offering partial coverage, access to telehealth services, or wellness stipends for gym memberships can add value.
In October 2024, the NGCOA Canada launched a new Employee Benefits program exclusive to only NGCOA Canada members. Not only does this program have enhanced owner and executive class coverages, but it is also unique in that it offers seasonal workers coverage as well. For more information on this NGCOA Canada program, see page 42 or contact Marc Lajoie at marc.lajoie@nfp.ca.
Also, consider implementing a retirement savings plan with employer matching. Employees who feel financially secure about their future are more likely to stay with the organization long-term.
4. Profit-Sharing and Stock Options
For privately owned golf courses, consider offering profit-sharing plans or employee stock ownership plans (ESOPs) which can foster a sense of ownership among employees, leading to higher retention.
Profit-sharing programs distribute a percentage of the golf course’s profits among employees. This aligns employee goals with the overall success of the business, making them more invested in the company’s future. ESOPs can be a compelling long-term retention tool, offering employees the opportunity to become stakeholders in the organization.
NON-MONETARY INCENTIVES: STRENGTHENING WORKPLACE CULTURE & ENGAGEMENT
While monetary compensation is essential, it isn’t always the deter- mining factor for employee retention. Studies have shown that non-monetary incentives often have a more significant impact on employee engagement and satisfaction. By creating a positive and inclusive work environment, providing opportunities for growth, and recognizing contributions, golf course operators can foster loyalty and reduce turnover.
1. Comprehensive Onboarding and Orientation
The onboarding process sets the tone for the employee’s experience with the company. A well-structured onboarding program is crucial to employee retention.
Develop a comprehensive orientation program that introduces new hires to your golf course’s culture, values, and expectations
through detailed job-specific training, mentoring opportunities, and integration into the team.
Assign mentors or “buddies” to new employees to help them navigate the organization’s culture and their specific roles. These relationships often lead to greater satisfaction and quicker acclimation at your operation.
2. Fostering a Positive Company Culture
A strong workplace culture is one of the most effective non- monetary strategies for retaining employees. Golf courses with a supportive, respectful, and colla- borative environment see higher retention rates.
Build a culture that values diversity, inclusion, and team- work. Regular team-building exercises, such as staff golf tourna- ments, team lunches, or off-site events (pickleball, bowling, karaoke night, etc.), create a sense of camaraderie and belonging.
Create an open-door policy that encourages your employees to voice concerns or suggestions to the owner/operator, various department heads, and their direct supervisors. When employees feel heard and valued, they are more likely to stay with the company.
22 Golf Business Canada