Tuesday, 20 March 2018

“Is That Fungus On My Lawn?” – How to Recognize and Treat Invasive Fungi

Any homeowner who is passionate about lawn care recognizes the importance of proper watering and fertilization. But what they may not realize is that over-watering or using a fertilizer that contains too much nitrogen can lead to fungal lawn infections. Even something as common as a period of heavy rain can develop invasive fungi in your lawn, which kills grass and leaves it discolored and dried out. With these simple tips, you will be able to easily recognize the signs of invasive fungus and take the necessary steps to treat it.

First, it is essential that you familiarize yourself with your particular type of grass and how it’s supposed to look when healthy. If your grass is supposed to have a dark green color to it but has lately been looking more yellow or brown, then you might have a fungal infection to take care of. Fungus also tends to take hold in circular patterns, so rings of discolored grass are another red flag. Get in the habit of checking your lawn weekly, and take note if any discoloration seems to be spreading.

Another way to check for invasive fungus is to look at individual blades and examine how exactly they’re discolored. Dust-like layers of white, yellow, or gray indicate fungal mold, as do brown and black spots and even threads between blades. Fungus can also infect roots, making excessively soft and moist root systems, so it’s important to check your soil as well.

If you notice that your lawn has been infected by an invasive fungus, it can be treated by applying fungicide to the discolored areas. However, the best option for the overall health of your lawn is to take preventative measures. At Borst Landscape & Design, we work to combat fungus before it has a chance to form by adding phosphite and hydrationA to our organic fertilizer applications in late spring and summer. Contact Borst today and bring the color back to your yard.

The post “Is That Fungus On My Lawn?” – How to Recognize and Treat Invasive Fungi appeared first on Borst Landscape & Design.

from RSSMix.com Mix ID 8230377 http://ift.tt/2GMx2P6

Friday, 16 March 2018

Why Training Means A Lot To Millennials

Why Training Means A Lot To Millennials

When baby boomers took their first “real” jobs upon entering the workforce, their demands and expectations were ridiculously low by today’s standards. On their first day on the job, they got an employee handbook that they took home and scanned while eating dinner or watching TV. Company training, if there was any, was minimal.

For the most part, they accepted the idea that it was normal to feel ignorant and unskilled in the first weeks or months on a new job. They expected to “learn the ropes” by making mistakes.

When it came to promotions, most boomers were equally willing to proceed by trial and error. Nobody told them, “Here is just what you need to do to get ahead in our company.”

Was there feedback? Of course there was. There were quarterly, semiannual or yearly job reviews that usually followed the script, “Here’s what you’ve been doing wrong; here’s where you need to improve.”

In short, many baby boomers were happy to toil away in black boxes, learning jobs and building careers in a loose way that would seem absurd to the members of today’s younger millennial workforce.

Millennials have different expectations and demands

Things have changed. Today, most millennial workers would object strenuously to the same kind of conditions that baby boomers (and members of the generation that preceded them) thought were normal. If today’s millennials start new jobs and discover conditions like those in a new workplace, they are going to start looking for new jobs in a matter of hours.

Ample research documents that millennial attitudes are different. One major study from Gallup, “How Millennials Want to Work and Live,” reports these findings:

  • 60 percent of millennials say that the opportunity to learn and grow on the job is extremely important. In contrast, only 40 percent of baby boomers feel the same way.
  • 50 percent of millennials strongly agree that they plan to remain in their jobs for at least the next year. That might sound like a big percentage, but 60 percent of members of all other groups plan to stay in place for at least a year. Baby boomers and others are planning on sticking around, while millennials are weighing their options.

Training is key to retaining millennials

Findings like these — and you can easily find more — show that millennials are more likely to be engaged and to stay on their jobs if they have opportunities to plan their career paths and learn. Here are the trends:

  • Millennials like to feel capable and confident in their jobs. Millennials do not like to feel like rookies. Many think of themselves as leaders — or as leaders who are waiting to be discovered. They want to look good and thrive on being able to confidently contribute from the first day they arrive on the job. The right kind of training — both for new and current millennial employees — makes that happen.
  • Millennials are usually skilled students. They like to apply the learning skills they built while they were in school. To them, learning feels as natural as eating three meals a day. As the Gallup study found, they are eager to learn. In contrast, getting baby boomers to believe in training can be a harder sell. They tend to view training as a burden, something they have to endure. Millennials say, “Wow, when can I start?”
  • Millennials are tech-friendly. Most of them love to be trained on their mobile phones and tablets, which are the most powerful training options available to many companies today. The result is better knowledge transfer, even to groups of employees who work in multiple or far-flung locations. Baby boomers, in contrast, are more tech-resistant. They are likely to freeze and resist when they hear they are going to be taking company training on their smartphones.

Training builds millennial productivity

A lot of training focuses on teaching needed skills. It should. But training can accomplish a lot more than that, if you use it to establish some of the following things that many millennials are looking for:

  • Mentoring relationships with their supervisors. Gallup found that 60 percent of millennials feel the quality of the people who manage them is extremely important. With that in mind, your training for new employees can set up mentoring, not reporting, relationships between them and their managers. Explain how often check-ins and job reviews with their managers will happen, and what they will cover. And schedule frequent check-in rather than “on the calendar” pro-forma reviews that both managers and the people they manage find boring or worse.
  • A sense of belonging on an energized and innovative team. This is a bit of a contradiction, but at the same time millennials think of themselves as individualist entrepreneurs, they also expect to be part of an interesting team. Letting millennials get to know their teammates during training, and fostering a sense of team or group identity, can help convince them that they have joined the right organization.
  • A well-defined career path. Consider creating a personalized career development plan for all new employees (the exception being seasonal or other short-term workers who will probably not remain with your company for long). Another idea? Enroll new employees in management training programs from their first days on the job. In retail, for example, you can enroll them in training that will enable them to manage their own stores in two years, or after another stated period. Millennials like to know their next steps as they build their careers, and training is a fine place to explain them.

Yes, training is important to millennials. They are the most energized, skilled and capable generation ever to enter the workforce. Train them well and they will become your organization’s brightest future.

The post Why Training Means A Lot To Millennials appeared first on Turf.

from RSSMix.com Mix ID 8230377 http://ift.tt/2GzFm4S

Thursday, 15 March 2018

Teaching New Drivers How to Salt

Teaching New Drivers How to Salt

It’s not always easy teaching someone else something that you already know how to do. Something that has become second nature. When hiring new drivers for snow and ice management, what’s your system for teaching them the skills to salt an area correctly? Here’s what some PlowSite.com members had to say.

Jguck25: How do you guys teach new drivers how to salt and how much to salt? I’ve been having a problem with this for a while now. I have two drivers that know how to plow and plow every storm for me, but they have never had to salt because I do all the salting. Short of driving around with them and showing exactly what settings to put the sander on for each place, how do you do it? I just know in my head by looking at what is coming out of the sander how much is needed depending on the snowpack and temps, but how do you guys teach that? The last few years, I have never been able to go on snowmobiling trips in case of the freak salt-only storm (I won’t leave if it’s more than that). How do you tell someone how much salt to apply? Sand is easy because you can see it.

JustJeff: It’s not rocket science. Tell them to salt and sit around for 20 minutes to see how well it worked and what they missed. Can they see the spread from where they sit in the truck?

Iceyman: For the first couple of salt runs, have them complete the route then go back to each place in order to see the progress of their application. They can spot salt from there.

Philbilly2: Funny how what seems so easy to you can be so complex to explain and grasp to others. Let them go and do, as these guys have said. They will figure it out. If nothing else, tell them to over-salt before they under-salt. It may cost you a bit more in salt the first few runs ’til they get it, but that is the life of the business owner.

allagashpm: Have them ride along with you and explain it. Write something up so they can reference it for lots that may require more or less, or specific areas that are higher traffic, etc.

It isn’t rocket science, I agree, but getting them to salt without wasting a ton of product, or increasing your liability by under-salting, will take time. Hand the reins over to them for a couple lots and then go back with them like others have said to see how they did. Experience is the best teacher, and they won’t learn without it.

John_DeereGreen: We’ve got a chart we came up with. Set spinner at X and auger at Y and drive Z mph. It varies based on temperature, snow depth, snow consistency and property. If I were starting from scratch, I would probably figure out a close average. Say auger at 4, spinner at 9 and drive 10 mph or 5 mph. Whatever will give you good results. Salting is something that really takes time in the seat to know how much to apply under given circumstances. We’ve got a couple guys that are good and most of the time will tell the others the settings and speed, and it will be about perfect.

Hysert: Salting is all seat time, watching and knowledge of your sites in my opinion. For example, a site with a lane way that doesn’t get much sun will need to be pounded a lot more than the open areas exposed to sun. And in spots like that, I will pre-wet. Again, all of this is temperature related as well.

rebert: Let them pre-salt a few times and they will be able to see how much material is really coming out on different settings.

On a Call: Pre-salting is the way, I agree. Then they see what they missed, hit it and learn how to do it right.

Brian Young: We just do what John_DeereGreen does, a simple overhead drawing of the property that shows even the direction to drive, make loops, etc., and spinner is set on 6 to 7 and drive just under 10 mph and don’t touch the feed gate! I’m sure we all waste salt here and there, and I understand it’s kind of nerve-racking, but just simply go over the lots and check on them after the first few times out.

Ramairfreak99ss: It is tricky; no one spreader is the same, and no truck is the same. Chain VBX vs. auger drives are vastly different, and spinners are vastly different. I’ve found it best to have guys do a ride-along, explain every detail of what you’re doing, and note the sound of the spreader if possible, do you hear salt pinging off things? If not, widen the spread faster or make sure it’s actually coming out. Usually then I’ll get out and do a sidewalk while I let them do the parking lot themselves while I observe the work outside the truck and determine where I should correct them. More salt up here, less over here, double-pass this area just in case, etc.

The post Teaching New Drivers How to Salt appeared first on Turf.

from RSSMix.com Mix ID 8230377 http://ift.tt/2piyd0e

Wednesday, 14 March 2018

Story Of A Landscape: Master-Planned Project, Custom Pool Earn Industry Kudos

Darlington Designs hasn’t always constructed swimming pools. The design/build firm located in Glassboro, New Jersey, only added them to its repertoire a couple years ago, so to receive national recognition for one of its pool projects is extra special for owner/designer Simon Darlington.

Darlington, who says the pool is one of the most-challenging his company has installed to-date, describes the job for which his firm was recognized by Hardscape North America for use of a combination of hardscape products in a residential project of more than 4,000 square feet, as one of complexities.

“The more complexities in a project, the more we enjoy it,” he says.

Not that the job is done yet. The pool was the focus of the second phase of a master-planned project that also includes an outdoor kitchen, dining area and fire pit. A large octagonal cabana — which should complete the job — will likely be done this summer.

Photo: Darlington Designs

Darlington was originally referred to the clients by one of their neighbors who was familiar with the company’s work. He says after interviewing several firms, they felt his firm was a good fit.

“They were looking at a really involved project and that’s where our sweet-spot is: multi-faceted projects,” he says.

Darlington describes the jobsite as approximately two acres in a new subdivision. Although there was nothing in the backyard, it did offer about a three-foot grade change from the home to about 40 feet out.

While the pool is the centerpiece of the project, Darlington adds that the clients desired to work from the house out. That and budget dictated that the first phase involved the outdoor kitchen and other amenities.

Photo: Darlington Designs

“We created different use areas that played into the grade nicely,” he says. “We created a fire pit area with seating walls. We created an outdoor kitchen area that has a raised bar and several amenities, including a grill, refrigeration, storage and a side burner. On another level we created an outdoor dining area. The first phase is probably about 1,500 square feet of patio space.”

Integral to the phasing of the project was the correct selection of hardscape products. Darlington says the clients were looking to create some color to contrast with the white exterior of the home. They ended up focusing on earth tones with some gray.

“We used a really neat product from EP Henry that allowed us to create the raised patios that fade into the grade against the house,” he says. ” It’s called EP Henry Chiseled Stone. One important piece in selecting this product was picking something they’d be able to add to the following season and not be concerned about it matching. The two phases came together seamlessly; it really looks like it was done as one phase.”

Photo: Darlington Designs

In much the same way, he says the transformer for the outdoor lighting — which was installed during the initial phase – was sized to handle subsequent phases.

Darlington describes the centerpiece of phase two as, “A really custom pool. It’s about a thousand square feet with a raised spa and a natural rock waterfall with boulders.”

Among the custom features are rock shelves, laminar jets that shoot arches of water into the pool, bubblers that shoot it onto the sun shelf, and a host of lighting to create different colors but also uniform illumination. The spa includes custom jet packs and custom-contoured benches.

On a more practical note, the pool also includes two filtration systems, four different pumps, an electric heat pump for the pool itself, and a gas heater for the spa. The pool equipment is carefully hidden.

“We used the grade to our advantage and hid it behind the water feature,” Darlington says. “The landscape was specifically chosen to conceal it all as the plantings mature. We even went the extra mile to do all the pool equipment in black, so it’s very minimal in terms of what people see.”

Photo: Darlington Designs

Of course, the lights, jets and heaters are all controlled via smartphone.

“It’s definitely one of the nicer ones we’ve done,” says Darlington of the pool, adding that it’s also his favorite feature on this job. “One of the reasons we’ve transitioned into doing pools is that by providing the entire pool in-house we can control the project timeline and the results.”

Although Darlington Designs did some planting in the first phase to soften the space around the patio, the second phase incorporated more softscape including both deciduous and evergreen trees, and a mix of flowering plants and annuals.

“It wasn’t just to create focal points around the pool to soften it,” Darlington says. “It also creates some buffering from the neighbors.”

While lighting for the first phase of the project was mainly incorporated hardscape lighting such as wall lights, step lights and under-counter lights, the second phase centered on the pool, along with adding more hardscape and landscape lighting.

The natural slope of the backyard might seem to make drainage an afterthought, but Darlington says it was one of the things he really focused on early in the planning process, and he feels attention to it helps differentiate his company as professionals. With more than 3,000 square feet of pavers in the pool area, he notes there was quite a bit of water to be moved.

“This project needed an extensive amount of drainage from pool deck surface drains to graded swales around structures,” he says. “The downspouts on the home were put underground and diverted to lower elevations. With a footprint of this size, we have to do a lot of surface drains and channel drains.”

Ultimately, he says the first phase of the job took six-to-eight weeks, while the second phase ran eight-to-ten weeks, with anywhere from three to six crew members onsite at any given time.

Asked what he’s most proud of with this project, Darlington cites both the swimming pool component and the complexities the job offered.

“We like being able to provide solutions in the real world that will — in the long-term — make this project a success,” he says.

Not that it was always easy. Because the pool was so custom, Darlington says his biggest challenge was simply dealing with township building officials who weren’t necessarily up-to-date on what he wanted to do.

“The drains we used, and some of the other details created a challenging getting the township to accept those,” he says. “They wanted additional engineering specification. When we did something they weren’t accustomed to seeing every day, it created more questions and dialogue and took more time.”

Photo: Darlington Designs

That, in turn, taught him he needs to be prepared to do more education of officials when those scenarios arise.

“We really needed to anticipate the questions and work them through what we were trying to do,” Darlington says. “For instance, we had to explain custom drains and how they meet code. It was a process of educating township officials. We needed to be proactive so as not to hinder the permitting process.”

To date, Darlington estimates the clients have spent between $350,000 and $400,000 on the site so far, and he says, “we’re optimistic” the cabana will be this summer’s project.

“This was a fun project, and we were certainly excited and honored to get an award for it,” Darlington concludes. “It was a cool opportunity and it reaffirms that we’re doing something good here.”

The post Story Of A Landscape: Master-Planned Project, Custom Pool Earn Industry Kudos appeared first on Turf.

from RSSMix.com Mix ID 8230377 http://ift.tt/2tJlR6W

Tuesday, 13 March 2018

Get To Know Dave Fairburn

Dave Fairburn

As the CEO of North Point Outdoors in Windham, New Hampshire, Dave Fairburn says there isn’t a lot of downtime available in his calendar. When he’s not busy managing snow and ice, he’s using winter to work on the “back end of the business.” Fairburn says he uses the landscaping off-season to refine the business by setting goals, creating budgets and finding solutions to issues they experienced during their landscaping season. Despite that, one of the most common questions he gets from friends and family is, “What do you do with your free time?”

“Their perception is that because the hustle and bustle of our landscape crews is stopped that we are on a four-month winter vacation,” he says.

But Fairburn admits he feels busier than ever. The snow business continues to grow, and Fairburn says the fleet is now made up of 22 plow trucks, 12 loaders, eight skid-steers, three SnowRators, five shovel vans and a fleet mechanic. This year, the company will earn approximately $2 million in snow sales over their 15-mile coverage radius from the headquarters. Though Fairburn admits he doesn’t have a ton of opportunities to unwind, we learned how he likes to chill out when he can find the time, as well as why he loves the challenges that the snow business can bring.

To chill out, I try to find a coffee shop in the morning to sit down and have a coffee with my business partner or someone else on the team. It gives us a chance to stay away from the hustle of the office and brainstorm our winter to-do’s as we like to call them.

For fun, I’ll leave early in the afternoon and go snowboarding. Next year, I want to get involved in snowmobiling. Doing a winter sport can help calm the nerves about stress that snow typically brings during the winter. I also try to get out to work on my airplane and take it flying if the weather is really nice.

I like the snow business because it’s a challenge. The amount of preplanning, organization, logistics of both equipment and labor and redundancy planning keeps us on our toes. It takes years of experience to understand the ins and outs of what makes and breaks you during a storm. We go off that mantra that proper planning prevents poor performance. We drill into every little detail to ensure the crews, equipment and staff have the tools they need to succeed in any storm condition.

But the challenges can be big. The biggest challenge with the snow business is the unpredictability. From a business finance, schedule and resource perspective, unpredictability is a word that no one likes. Our seasonal average is 65 inches, but over the past few years we’ve seen 35 inches to 120 inches. That is a serious swing when it comes to budgets, equipment and labor. To hedge ourselves we’ve found ways to write contracts where we are protected on all sides.

Keeping the fleet 100 percent operational is another challenge we must overcome. I have a snow operations manager, six area managers, crew leaders and snow fighters, as we like to call them. They handle the pre-storm prep, plowing operations and post-storm cleanups. It’s a lot of people to have ready to go. Between fixing and preparing equipment, to always be ready they have their hands full before, during and after storms.

Read more: I Am A Landscaper: Dave Fairburn

The post Get To Know Dave Fairburn appeared first on Turf.

from RSSMix.com Mix ID 8230377 http://ift.tt/2ImkYEL

Friday, 9 March 2018

Project EverGreen Names Winner Of “Our Winning Green Spaces” Contest: This Week’s Industry News

Want to keep up with the latest news in lawn care and landscaping? Check back every Thursday for a quick recap of recent happenings in the green industry.

Project EverGreen Names Winner Of “Our Winning Green Spaces” Contest
Project EverGreen in partnership with Exmark Manufacturing and the Sports Turf Managers Association, has announced the winner of the “Our Winning Green Spaces” contest. The Parks & Recreation Department of Clinton, North Carolina, was named the winner and received a top-of-the-line Exmark Lazer Z X-Series mower package — valued at $15,000. Additionally, the city will earn a much-needed park facelift. In their contest entry, Jonathan Allen, director of parks and recreation for Clinton, said budget cuts in maintenance combined with an aging park infrastructure and increased park usage by local youth baseball, softball, soccer and football teams have put a strain on the department to keep up with maintenance activities. The new mowers will assist Allen’s department better maintain the fields and provide a safer playing surface for young athletes, and more aesthetically pleasing for visitors and residents to interact with one another.

Massey Services Promotes Bill Cohn
Tony Massey, President of Massey Services, has announced the promotion of Bill Cohn to Irrigation Technical & Training Director. In his new role, Cohn will be responsible for all training, research and development of the company’s Irrigation Services program. Most recently, Cohn served as a field training manager in the company’s GreenUP Lawn Care division and worked closely with Service Managers and Landscape Specialists. He has been heavily involved in testing the company’s smart irrigation program, which tailors watering schedules and run times automatically to meet specific landscape needs. Cohn has been part of the Massey Services family since 1998, starting as a Lawn Specialist and working his way up to Service Manager.

OPEAA Announces 2018-2019 Officers and Directors
OPEAA has announced its 2018-2019 Officers and Board of Directors during its 32nd Annual Meeting held at Loews Portofino Bay Hotel, Orlando, Florida, on February 10-12, 2018. The OPEAA Officers for 2018-2019 are:

  • President:                    Sue Chaney, K-C Sales Co.
  • Vice President:            John Bauersfeld, Stens Corporation
  • Secretary/Treasurer:   Britton Harold, Husqvarna

Members of the OPEAA Board of Directors are: Brett Beddow, Blount International; Mark Errick, D E Errick, Inc.; Donny Desjarlais, RBI Corporation; Kurt Hayes, MTD Products; Walter Rieck, Prime Line; and Chris Roessler, Rotary Corporation.

Ruppert Landscape Promotes Damien Barber and Mike Fleming
Ruppert Landscape has announced the promotion of Damien Barber to region manager in the company’s landscape management division and the promotion of Mike Fleming to branch manager in the Baltimore, Maryland landscape management branch. As region manager, Barber will oversee operations at four of the company’s landscape management branches: Baltimore and White Marsh (Maryland) and Toughkenamon and King of Prussia (Pennsylvania). Barber has over 20 years of green industry experience, is a landscape industry certified technician and holds a bachelor’s degree in landscape management from the State University of New York at Cobleskill. Fleming will fill the role of Baltimore branch manager. He holds a bachelor’s degree in horticulture and turf management from Williamson College of the Trades and is a landscape industry certified technician (CLT). He has been with the company for 11 years and has worked in multiple branches during this time. As branch manager, he will be responsible for the overall welfare of the branch, including the safety and development of his team, strategic planning and budgeting, training, and day-to-day operations.

New Book From Ed Laflamme Now Available
New from Ed Laflamme, CLP, and the Harvest Group is the 2nd Edition of Green Side Up: Straight Talk on Growing & Operating a Profitable Landscape Business. This resource for owners and managers includes short straightforward chapters and easy to implement action items that can be applied to any size landscape and lawn care operation. The book is available on Amazon. Laflamme draws on more than 40 years of hands-on landscape industry business knowledge to offer helpful lessons in how to:

  • Correctly price jobs
  • Work with banks
  • Understand that profit is not a dirty word
  • Develop a chart of accounts
  • Train customers to pay on time
  • Take advantage of social media to fuel growth

Robbin Womack Honored As Top Ditch Witch Salesperson Worldwide
Ditch Witch has recognized Robbin Womack of Ditch Witch of Houston with the 2017 Lowell Highfill Award – the organization’s most prestigious award for salespeople worldwide. This award is presented annually to the top individual salesperson in the global Ditch Witch organization for his/her superior product knowledge and performance in promoting and marketing Ditch Witch products, jobsite solutions and services. Robbin began his career with the Ditch Witch of Houston dealership as a service manager in 1977. In his role, Robbin demonstrated a keen aptitude for direct customer interaction, which later expanded his talents into the parts department. After mastering almost every role one can play in a dealership, Robbin shifted into a sales position, and found he truly is a salesman at heart.

3rd Walker Family Reunion To Be Held In July
Walker Manufacturing Company has announced their third milestone production celebration, the Walker Family Reunion, will take place July 13-15, 2018 in Fort Collins, Colorado. The event will celebrate the production of Walker Mower #150,000 and will mark 40 years since the creation of the first Walker Mower. The Walker Family Reunion will consist of a number of events including the Walker World Championship Obstacle Course, The Walker Advantage Driving Experience and Skills Challenge, factory tours, workshops, a family area, various bands and two nights of entertainment headlined by Josh Wilson and Doc Walker.

The post Project EverGreen Names Winner Of “Our Winning Green Spaces” Contest: This Week’s Industry News appeared first on Turf.

from RSSMix.com Mix ID 8230377 http://ift.tt/2tx7Mte

Like A Boss: Motivating Employees With Fun

Getting employees motivated to do an excellent job isn’t always a simple feat. A lot of landscape business owners report that their employees are disengaged or simply don’t “care.” Jason Musch, owner and president of Dutch Valley Landscape Contractors, a Chicago-area landscape maintenance company, was faced with the same concerns. He needed a way to get his employees more engaged in working hard and doing a good job. The solution came to him in the most unlikely of places.

“Like so many other landscape companies, we were experiencing issues with our employees being motivated and keeping them engaged,” Musch shares. “I was paying my bill at a restaurant one day and as I was leaving the tip, it hit me. The waitress was motivated to do a great job because her tip relied on it. I took the concept back to my office and with my office manager, began to work on a rewards system.”

Musch says he wanted the program to be simple — just like giving a tip. In other words, “if you do a great job, you get a great tip,” Musch says. He didn’t want something complicated or that seemed difficult to earn.

To reward employees, he implemented a monthly rewards system based on a simple point scale. At the beginning of the month, all employees are given four points. Employees can lose single points for mistakes such as failing to wear their uniform, damaging equipment, or being late to work.  They stand to lose as much as three points for a larger mistake such as being a “no call/no show.” Then, on the first Friday of the following month, each point can be turned in for a bean bag. Employees then have the chance to toss bean bags for monetary rewards in the classic bean bag toss game.

“I wanted to make sure that I kept the core purpose of the program being to motivate — not de-motivate employees,” Musch says. “That is why, even if you make a mistake, you are eligible to play with the rest of your bean bags.”

Musch says the rewards system has worked well — purpose even better than he’d hoped — and he has grown it into more of an event.

“We have enlarged the program by making it a team-building event,” Musch explains. “We’ve also added light snacks such as pizza or ice cream to help lengthen the event and make it more of a team experience.”

Our Like a Boss series highlights some common business challenges landscape professionals face and how they conquer them.

The post Like A Boss: Motivating Employees With Fun appeared first on Turf.

from RSSMix.com Mix ID 8230377 http://ift.tt/2p2VhQR