Understanding Your Neighborhood in a Post-2020 World (of Golf) – for Employees
With the “humpty-bump” of 2020 and 2021 in the game and business of golf (thanks to a pandemic), the life and times of golf professionals, club managers and course superintendents is likely never to be the same. Before this tectonic shift, the meaning of “the neighborhood” was different. Comparing one neighborhood to another was generally focused on the actual location, the zip code and the demographics.
I’m not going to say these factors don’t matter anymore, as they still do, but the term “neighborhood” has become much more complicated, specifically in the world and business of golf. Instead of just location, demographics and the cost of living, there are new mega-trend factors that need to be understood, including:
- Actual cost of living in the “micro-zip code” (as talent is less likely to commute a long way than before)
- The cost of “suitable living” (as defined by the cost of housing, the inventory of suitable housing in both the equity and rental lines)
- The political environment of the state, county and “village” (e.g. how limited or unlimited are the “freedoms” in this area)
- Actual and perceived “entry level wage”
- Resort area (vs metro area)
For our golf industry, some industry trends are now factors that define the “neighborhood” and the quality of the opportunity as well. These include (but are not limited to):
- Type of facility (these distinctions matter):
- Private: Is it a “community” club in a metro area or private “mountain” club?
- Public: Is it a municipal course or similar? Is it a daily fee privately owned? Is it a resort course or a daily fee in a resort area?
- Customer/member experience expectations (these distinctions matter):
- Based on the fee structure of the facility/club, do the expectations of the members or customers match up?
- Does the facility annually commit enough resources (financial and human) to get the job done at the level “asked for” in the customers’ expectations?
- Work/life balance
- Flex time in work week when “the grind isn’t required”
- Openness of the employer, Club leaders or owner(s) to consider adjusting shop hours, requirements of team for “counter time” vs first tee, range and other member engagement activities
- Professional development
- Are the opportunities for growth, to enhance events, and for golf professionals to push themselves?
- Does the employer, Club or facility actively invest in the “mental and professional development” of their team (not just managers)?
With all this said, I am finding success educating golf professionals, club managers, employers and club boards on the value of “understanding the neighborhood” you’re in. To make the biggest impact, I need your help. Complete the “Compensation Profile” (and update it whenever you have a comp change or even benefits change).
Let me know if I can help you with finding a deeper and more meaningful understanding of “your neighborhood” and the “position you have in that neighborhood” in the next few months. Now is the time to make your case and I’m here to help you make it.
Monte Koch, PGA Certified Professional/Player Development | Career Consultant
PGA Career Services | PGA of America
Serving PGA professionals, employers in the Pacific NW & Rocky Mountain PGA Sections
Email: Mkoch@pgahq.com Cell: 206/335-5260
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