Over the past few weeks, GNN has been talking about employee relations at golf facilities, whether it be through bloggers Mike Schurman, Kevin Thistle or Kyle German.
I would recommend, if you haven’t read their recent contributions, to go to our blogs section in the upper bar to see what each has to say.
In this era of tight budgets, it is easy to focus on a number, as in cost to the operation, when assessing the value of an employee.
When considering an alternative, there may be somebody out there who’s cheaper, but is that person better at the job? Perhaps, the incumbent has established a rapport with your members/public golfers that doesn’t show in the books.
Front line staff members are the day-to-day representatives of the operation with the people who will ultimately make a golf facility a success or failure, so a cheerful, efficient and charismatic worker in the trenches has considerable value.
In an era of tight budgets, money is tight, but a living wage is also an important factor in how employees approach their jobs. Beyond that, how they’re treated plays into it, as does the possibility of career advancement if they choose to make golf/hospitality a commitment.
If they see the possibility of advancement either at the facility where they’re currently employed, or at another operation, they are motivated, and one of the ways to advance is through continuing education through seminars and workshops.
If they are done well, these seminars can offer new insights, different ways of doing things and dealing with problems and illustrate what has worked at other operations. Doing your homework before committing to such seminars is obviously important.
If the focus is strictly within the confines of where they work, employees and the facilities where they work spin their wheels. Year to year, it can be more of the same when hearing other perspectives can offer a fresh approach.
Certainly, employees can take whatever knowledge they pick up on to other facilities if they get another job, but in most cases, they’ll be around long enough for the operation that sent them in the first place to benefit from that continuing education.
That brings us to the topic of this week’s GNN Poll.
Does the operation where you work encourage/subsidize continuing education for its employees?
- NO (57%)
- YES (43%)
If you care to offer your thoughts on this subject, please feel free in the Comments section below.