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PRESIDENT’S LETTER


ASKING THE RIGHT QUESTIONS LEADS TO EFFECTIVE WORKFORCE DEVELOPMENT


Just as you must talk to customers to find out why they chose to do business with you or to go elsewhere, you must also survey your employees, candidates who declined job offers and employees who are leaving the company.


Jeff Buhler, President, NALP R


ecruiting and developing great team members has always been critical to any


company’s success in the landscape industry. However, today’s low unemployment rates means that we need to be even better tomor- row than we were yesterday. I suggest that you think about workforce


concerns the same way that you think about your customer relationships. The three key questions that owners and managers must ask themselves when evaluating their businesses and planning for the future are:


1. Why do customers buy my services?


2. Why do potential customers choose not to buy from my company?


3. Why do some customers cancel services and move their business to another company?


Answers to these questions help business leaders plan for the future with changes that might include enhanced services, adjustments to business processes or new customer re- tention strategies. These business insights are critical to grow your business. This same approach applies to your work-


force—recruiting, retaining and developing your team. The questions you should ask yourself are:


1. Why do candidates join your company?


2. Why do other candidates not join your company?


3. Why do team members leave your company?


Just as you must talk to customers to find out why they chose to do business with you or to go elsewhere, you must also survey your employees, candidates who declined job offers and employees who are leaving the company. This requires time and an open mind. It’s not easy to hear that some people don’t want to work at your company, but their feedback will help you make your company a “destination” for talented individuals who want a career in the landscape industry. Once you obtain feedback from all three groups, assess the ideas and develop a plan to address the areas that may be hampering your efforts to recruit and retain. Whether this is enhanced training and development opportu- nities, revamped benefits, revised scheduling or a more robust employee engagement program, input from the people who chose you as well as those who didn’t, ensures that you stay focused on the most effective improvements. When you think about growing your busi-


ness, be sure to prioritize workforce devel- opment. It is a critical component that must be strengthened before new services or new customers are added to the mix.


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THE LANDSCAPE PROFESSIONAL > JANUARY/FEBRUARY 2019


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