Creating a competitive crew Cancel The title field is required!

1. Dustin Riley

   

   8 posts
   
   1/10/2014 12:01 PM

   When I was coming up through the ranks, the best staff I was ever part of was very competitive. My mentor was very demanding. He was fair and he appreciated our hard work. But, I was always amazed at the crews ability to challenge each other for the straightest stripes or fastest times etc.
   
   Each winter, I like to do a self eval of my management of my department and make adjustments to improve production and quality. I'd like create that same competitive attitude that I trained under. I am brainstorming a new idea to promote and increase competition throughout the crew in regards to individual performance. What I'm envisioning is creating "Challenges" throughout the week or month or season. These challenges would be daily task based. For example: Greens Mowing - 3 staff compete for efficiency and quality to be judged by others. Same thing could be applied to fwy mowing or bunker maintenance etc.
   
   I plan on throwing myself into the mix also as there would be an added incentive to 'beat' the boss. Or the fear of being beaten by the boss. But, I see these challenges (secretly) establishing my high standards with the least amount of wasted time (efficiency).
   I know promotion or wage increases should be a persons motivation. But, I'm trying to create something that'll be infectious and put some FUN back into the everyday maintenance tasks. Besides bragging rights, I'd like to come up with a series of rewards to consider for the winners of 'said' challenge. And am looking for ideas. I'd like to see the reward still benefit our purpose of maintaining the course rather than a gift card, but I'm open to all ideas, experiences and recommendations for or against.
   
   So far I'm considering offering the winners:
   1. Choice of 2nd Job or tomorrow mornings 1st Job (given that they're trained)
   2. Collect wins to earn a paid day off
   
   I look forward to all replies. Thanks in advance.
   
   Dustin

   
   
   
   
2. Matt Dutkiewicz

   

   0 posts
   
   1/10/2014 6:01 PM

   I am considering doin the same thing, but not include myself in the mix, they already know that I work just as hard as they do. I was thinking that the winner would be voted on by everyone and include any documented golfer compliments as well as part of the criteria to determine a winner. But I have struggled to come up with realistic/desirable rewards. Plus my course is subject to numerous policies/laws/regulations so I have to be careful. Thinking of having the weekly reward be: A free lunch, my treat, at any fast food/burger joint. The cumulative, Monthly reward be a paid half-day off. Can't wait to hear some other ideas

   
   
   
   
3. Stephen Ravenkamp

   

   1 posts
   
   1/10/2014 6:01 PM

   The last thing I want to do is create a "competition" among my crew. You are setting yourself up for morale problems when you do that. My goal is to create a team atmosphere where the overall improvement is the goal and the reward is shared by all. That way peer pressure is exerted to bring everybody up to the higher standard rather that rewarding one at the expense of the other. What you are proposing is a zero sum game where there are winners and losers. There is no incentive to help the other guy or train him because then he might just beat you. The team concept makes a whole crew of winners and provides incentive to help others correct their deficiencies because it gets the whole crew closer to the reward. It also creates pride and ownership in the crew whereas the competition model only creates animosity. And when the crew "owns" the project you get synergistic results.

   
   
   
   
4. Andy Jorgensen

   

   1 posts
   
   1/10/2014 7:01 PM

   I kind of feel the same as Steve. You are rewarding the crew for meeting the expectation, not going above and beyond it. The reward for meeting the expectation should be keeping your job. The reward for not meeting expectation is losing it. Carefully and fully explain your expectations, then reward those that continually go above and beyond. For instance, the expectation is working every scheduled shift. Going above and beyond is volunteering to cover for someone who is out.
   
   There are other ways to make a job fun. Give someone the freedom to decide how to complete a task. Explain the final expectation, but leave it up to them to decide how to complete it. They'll take ownership of the task and perform the best they can. That makes it fun. Another idea is a "free day". Ask the crew what THEY think needs to be done, and let them do it.

   
   
   
   
5. Trevor Monreal

   

   5 posts
   
   1/12/2014 9:01 AM

   Those days are over...remember, it is offensive to be better or, worse yet, to be the best.
   It's about equality and fairness. Imagine how it fells to mow the crookedest line on the staff or to be the last guy in to wash off his/her mower. I think that person would end up being bullied and now look at the can of worms you help open...
   Like the other guys said, a team atmosphere works better than a competitive one.
   Once a year...sure. Have an event and give away some of the goodies you get from the vendor that lines your pockets (shoot, sorry. I forget not to mention that here).

   
   
   
   
6. Andy Jorgensen

   

   1 posts
   
   1/12/2014 9:01 AM

   Trevor Monreal said: Have an event and give away some of the goodies you get from the vendor that lines your pockets.

   
   
   
   That's exactly what we do. I collect all the swag (I.e. Hats, cups, mugs, gift cards, bags, coolers, etc...) given to me and will use them as door prizes at our next cookout. Door prizes so everyone has a fair chance of winning.

   
   
   
   
7. Larry Allan

   

   0 posts
   
   1/13/2014 9:01 AM

   Yep, I have to agree with the anti competitive faction on this one. My GM approached me before Christmas and said he had secured 1500.00 for the Greens Dept. I was to put forward 2 or 3 names of staff and recommend what portion of the total was to go to each. I was to present it to them at the Party in appreciation for going above and beyond in front of all. After thinking it over (for about 30 seconds) I told him I would not take part in it as it would be completely demeaning to all of the rest of my staff. I convinced him to divide it up amongst my full timers equally and that it not be handed out publicly. The best way to incentivise good staff is to get rid of bad staff.

   
   
   
   
8. Dustin Riley

   

   8 posts
   
   1/14/2014 9:01 AM

   Thank you for all your input so far. And I understand and respect the points that indicate the potential negative impacts of a system like this. Many of these concerns have crossed my mind prior to enlisting opinions and recommendation. I could see a negative impact if these challenges were implemented on a daily basis. Anti-team attitudes could develop. But I envision these challenges to be sporadic and timed to re-energize the staff as the season wears on.
   
   I am proud of my 'team' oriented crew, especially with the number of high school/college aged employee. But, my goal is to develop an idea that'll put some fun and extra pride back into the everyday chores. It's not work it you like it! Wages and pay increases should go to those who go above and beyond. I don't want rewards to be gift cards or trophies or "employee of the week" recognition. I will be careful to reward the winner(s), not punish the non-winners. This program should be personable and put smiles on faces.
   
   Rewards like: Winning the opportunity to picking a 2nd job or select a mowing route isn't going to cause decention among my staff. Or collecting wins could earn paid time off or maybe even determining a menu for summer crew picnic.
   
   Please keep the opinions and recommendations coming.

   
   
   
   
9. Tyler Broderick

   

   2 posts
   
   1/15/2014 7:01 AM

   Im with Dustin. I am all for a freindly competition. Why is it so bad to have a guy that is the best walkmower or bunker raker? If I got a guy that gets his panties in a wad becasue he isn't being rewarded for doing mediocre work than I don't want that guy. I do want to reward my guys for being the best, I want them to be proud and work hard to be the best. If I have a guy that doesnt want to be better I don't want him.
   
   Matter of fact, the crew already knows who the effin best is. They don't need for me to point out that X is the best walkmower and Y is the best raker. I better recognize and show appreciation for my best guys or I am going to lose them. They busted their butts, they deserve props.
   
   And I am part of a company that has four golf courses and four superintendents, if the big boss calls out one of my peers and says he has done the best job, I gotta up my game. I shouldn't and wouldn't be offended that someone else got praise.

   
   
   
   
10. Matt Dutkiewicz

    

    0 posts
    
    1/15/2014 9:01 PM

    I work for a municipal course, we are by-the-book in every sense of the phrase. Our policy book got too big for a 6-inch binder years ago. I would venture a guess that no organization, anywhere, cares more about protecting themselves than ours. With hat all being true, we are also extremely competitive, there is competition in all facets of the organization, they understand that competition breeds success. Treating everyone the same creates parity, and a "if you don't care,they don't care" workplace. While my plans do not include daily or always-on competition, I do not believe that providing incentives and rewarding those that rise to the task is harmful if it is done correctly, and fairly. I do understand where the guys who don't agree with this are coming from, and if it's not done properly it can definitely get away from you and cause problems. However when it goes right it brings everyone up and creates a little "pride in ownership" and that's a good thing.

    
    
    
    
11. Trevor Monreal

    

    5 posts
    
    1/16/2014 1:01 PM

    WHOA!
    I'm glad my crew and I are content to hang out on the bottom rung of mediocrity.
    Here is out Mission Banner that hangs over the job board:
    
    [img">https://dl.dropboxusercontent.com/u/30950781/Mission_S.jpg[/img">
    Pretty much says it all...

    
    
    
    
12. Stephen Ravenkamp

    

    1 posts
    
    1/16/2014 3:01 PM

    Just to add one more thought to my post...I am of the opinion that establishing a competitive culture among the crew is not a good management tactic, you all could have figured that out from my post. I also don't believe it is necessary. IMO, leadership's role is to create an atmosphere where everyone excels. Rather than trying to do that through competition I'd prefer to do it through accountability. Establishing standards, not waivering those standards, and holding the team accountable for those standards, I believe, creates long-term change. Competition among the crew, again IMO, only provides change as long as people think they can get personal gain. They don't care whether other team members gain BECAUSE THEY DON'T HAVE TO. At best, they focus only upon their own responsiblities and are ambivalent to others. By holding the team accountable they tend to try and help each other. Everyone has to get with the program or it becomes rapidly evident who doesn't "get it."
    
    Jack Welch, Executive Chairman of the Jack Welch Management Institute at Strayer University, lists as one of his "Six Deadly Sins of Leadership" the lack of "Guts to Differentiate." What he means is that rather than deliver candid, rigorous performance reviews many managers give every employee the same kind of bland, mushy, "nice job" sign-off. Then, when rewards are doled out, they give their star performers a little bit more than the laggards. They may call this an egalitarian approach - or fair - but its really just a weakness in leadership.
    
    I believe my role as a leader is to get everyone to the top and that I do that by setting standards and doing whatever is necessary to help each individual attain those standards. Top performers are always going to shine whether or not I single them out from the group. Top performers are not the key to success, however. The key is to bring up the level of performance in the remainder of the group.
    
    Steve Ravenkamp, CGCS
    Apache Stronghold Golf Course
    San Carlos, AZ