Blades Down – Atta Boy

As a manager during my professional years, it took me longer than it should have to recognize that many of my colleagues came to work each and every day, laden with burdens that impacted their ability to perform at optimum levels.  As I gradually began to understand the dynamics, I was personally embarrassed; having never really given it much thought, assuming everyone’s life was just as fabulous as mine!  Better late than never, I am hopeful I became more sensitive and empathetic to those burdens.

In addition to my naiveté on the above referenced matter, very early on, I also assumed that compensation was the most significant reason a prospective employee chose an organization and/or an employee stayed and was motivated by an organization.  Once again, better late than never, I learned that factors such as a friendly work environment (i.e. culture), feeling appreciated and professional leadership were/are at least, and possibly more meaningful than compensation.

I currently work as a laborer on the Grounds Crew at a Top 100 (Public) golf property with forty or so of my colleagues.  The Grounds Crew is divided into four categories including three Golf Courses and a Maintenance Department.  Each Grounds Crew employee is assigned to one of the four categories, each with a supervisor, all reporting to the Director of Golf Course Maintenance.

My colleagues are a mix of full-time employees that range from their mid-twenties to early-eighties.  In addition, there are a handful of part-time retired employees, like myself, that range from their mid-sixties to their mid-late-seventies.  For our full-time employees, free golf and range privileges at a Top 100 (Public) golf property are far less of a priority than for our part-time retired employees.

My modus operandi is to report to work on time, to secure my assignment, to keep my head down, to get out the door as soon as possible, to perform my daily assignments in good humor and to the best of my abilities and then, to hop in my car and head to our comfortable home!  However, after a few months of relative anonymity, I became fascinated with observing the behavior, attitude and engagement of my colleagues.

As I observe behaviors, attitudes and the engagement of my colleagues, who work 8 ½ hours a day in oppressive heat for five to six months out of the year, I am painfully aware of their plight, which includes, but is not limited to modest compensation and available, yet, most likely, financially unrealistic medical/dental insurance coverage.  Factoring in living expenses, vehicle expenses (if applicable), food and an occasional case of beer, there leaves little to the imagination. 

Regardless of the obvious financial obstacles and personal burdens, due in part to the economics, my incredibly talented and extremely prideful colleagues stand tall each and every day, performing a variety of tasks and assignments, delivering a truly unique experience for our discriminating patrons. 

The question begs to be asked…with the obvious challenges, how is it possible for my full-time colleagues to embrace our organizations culture and how is it possible for our organization to retain its core nucleus of employees and perpetuate a productive work environment?  

Here are a few observations:

• Management treats my colleagues civilly and with respect.
• There is frequent laughter and some good natured needling between Management and Staff. My colleagues seem receptive to the engagement of their supervisors.
• Most of my colleagues work independently. Management makes a point to check-in with their direct reports throughout the day.
• Management’s style is matter of fact without being the least bit heavy handed.
• There are few, if any, meetings, other than our early morning assignments.
• Although informal at best, there is a standard of performance that permeates through the ranks, as there is a “right” way to perform assignments as well as a “right” way to treat equipment, all with a genuine sense of pride.
• Management is readily available to provide guidance relative to the operation of equipment, problems with the performance of equipment and specific tasks.

What I have learned from my unscientific research is that regardless of the setting, industry and/or product, there are meaningful ways to compensate for the lack of meaningful compensation.  At the age of 65, performing such tasks as filing divots, rough mowing and collecting debris, I am truly appreciative of the periodic engagement of my supervisor(s).  At the age of 65, I am equally or more appreciative of an “atta boy” from my supervisor(s)!   

Somehow it all seems so simple!

I recognize that few, if any of our subscribers tune into our blog for anything remotely serious or to receive commentary on culture / management style.  We are sincerely grateful for your tolerance and your patience.  More nonsense next week!

If you are enjoying our weekly posts, we’d be eternally grateful if you’d spread the word.  Thank you for following Bad Golf Guy and be sure to check us out on Instagram!

The back nine can only get better!