Treat them as owners – Golf Inc Magazine

One of the many suggestions we hear over and over on how to help build kinship with team members is to move them to act as owners. That sounds great, right? It even feels great. I suggest, however, that something is missing from this concept. That missing piece is to also pay them as owners! If they can be more productive, acting and executing like ownership, why not take this as the next step for 2024? OK, let’s first get real: I am not recommending that every member of the full-time staff be paid a hefty salary, with added perks and benefits. The idea is about a bonus, paid on production, on real vibrant meaningful results. The opportunity is about creating a win-win. The concept: carve out profits to share with every manager and full-time staff member, the people who have skin in the game. If this works, especially over consecutive years, production and loyalty may each move to new levels. At a time when passion and enthusiasm for work are scarce, providing significant bonus dollars based on business results and contribution is a very real way to build a championship team for years to come.

The last three years have been a genuine roller coaster ride. The game experienced unprecedented growth, while at the same time, employees wanted to avoid any human contact, wanting desperately to remain at home. That meant people were coming to play while staffing was scarce, scheduling erratic. All the while, the traditional hours stretched out during this most frantic period.  Every operator had to do more — a lot more with less. Now that the economy is slowing, affecting even golf rounds, it’s time to rethink the model. Time to plan beyond the bloated numbers of the pandemic and set a path based on the changes — with the added uptick of several million more golfers joining the tee sheets all across the landscape. There is also a very different attitude in the workplace. The feeling that people would much rather work from home while saving money and time without the daily commute. With up to 15% or more of the workforce performing from home at least part of the week, leadership concerns are valid. This is where a new plan, with a money kicker, will speak loud and clear. In this In My Opinion post, I  offer three reasons to consider this change. The idea of sharing success. It is about building production and loyalty. Here are my three thoughts:

People will have skin in the game: When people see a real opportunity to earn serious, real dollars by…