I don’t see absenteeism as being a big problem in the golf industry.
I will say that in my early days at Angus Glen in Markham, Ont., we did run into it because we were hiring young people who weren’t interested in the golf business.
When you’re hiring people who just want a job and they’re not really interested in the golf business, they’d rather go out with friends or go up to the cottage on a weekend.
These days, we get a lot of our staff members from the golf management programs.
The wonderful thing about that is that these young people want to be in the golf industry and they want it to be a career. If people from one of those programs say they’re too tired to work, they won’t go very far in any industry, whether it’s golf or hospitality or any other.
I think the key is hiring staff who are actually interested and looking for a career.
At this time of year, the kids have gone back to school and about every golf course has gone through hiring some very short-term seasonal employees. A lot of the young people who are back in school can work weekends or nights, but you need nine to five, weekday people too.
Those new hires might be eyeing a full-time job and you can’t blame them for that because we can’t commit to them for more than three or four months, but if it works out well, those are the people you hire back the next year, so that can be motivation in the fall months.
The best way to avoid absenteeism is to have employees who buy in to the position and see it turning into something in the future.