The winter time is when you start to plan and develop strategies and events for next season, but many of us have trouble thinking about golf when there are a few inches of snow on the ground.
However, maybe this is the best time to be thinking about the good weather and what we would like to see happen. I mean think about it; it is kind of like planning that dream vacation. With no imminent deadline you have time to let those creative juices flow and think outside the box.
Reality is routine, or consistency is good, but not when it comes to social events. No one really wants the same old thing. Sure, you may have had some great events that people say you need to do again, but think about it – what made them great? Use this to be the basis to develop your outdoor social calendar for the upcoming season.
There is no doubt that outside events can be stressful because they often take you out of your comfort zone, but if you use the components that have brought you success in the past, there is no reason that your new ideas won’t be equally successful.
Another key to success is to remember that you are not the only one out of your comfort zone. Your staff members, who may normally perform like a well oiled machine, have now been placed in an environment that they are unfamiliar with. So, to help with everyone’s stress levels, have a little more staff on hand than you would for an in clubhouse event, and give extra time for set-up as you will more than likely run into some challenges.
Also, remember when planning an outdoor function you may need to have a back-up plan in case of inclement weather. Perhaps the plan for your outdoor event calendar includes the purchase of a tent to avoid this, or looking at renting a tent for the entire season so you can host more outdoor gatherings.
By planning early it may allow you the time to convince your owners to fit this expense, or others, into your budget for the year.
Money Sense
When thinking about our staff and finances I believe many of us strictly think of payroll and benefits, when the reality is our financial investment goes much further. I know for myself I have been frustrated with the hiring process and finding the best candidates for the jobs I post. This is a task I don’t take lightly so I dedicate a lot of time to it – from reviewing resumes to interviewing, and providing job offers and training.
To do this job right, it takes a lot of hours and that costs money. Once an employee is hired and trained many employers feel that they have done their job in setting the candidate up on the road to success. There is obviously the part of coaching and counselling along the way, but many feel once they have laid out their expectations the ship should sail on a very steady course.
On an individual basis this may be true, but does it work for the team and, more importantly, does the team work best for you? I learned many years ago that unfortunately, it doesn’t matter how many great people you hire for your team, if you don’t offer them an environment that they are happy in they are not going to do the best job for you.
Creating a positive work environment that is enjoyable and rewarding is easy to say but harder to do. I’m sure we have all had to deal with staff members who just seem to take advantage of every opportunity and spoil it for everyone else. Like those who feel that they’re owed something, or who do the basics and let others pick up the slack.
I think we would all agree that having to work with an individual like this, day in and day out, would not make us happy. The reality is, we probably would not work that well together and ultimately, the team would not work as efficiently as it could, therefore costing the company more money.
So, how do we avoid this? Create a work culture that comes into effect on Day One and not one that is just written in a handbook somewhere, but one that is lived every day. Make your intentions and expectations clear to everyone and not just what you expect, but what you are going to do to ensure that this culture is upheld.
The reality is most people like structure; they like knowing what is expected of them and what the consequences are if they don’t meet those expectations. Most of all they like knowing that they will be treated fairly.
It will take you a little more time during training to ensure that everyone is clear on how important this culture is to the team and also a little more time and diligence to ensure that everyone is abiding by, and promoting, the culture.
However, in the long run I truly believe you will recoup the investment and ultimately have a happier, more efficient team that will drive dollars to the bottom line.
