North Carolina Turfgrass - September / October 2021

September / October 2021

Under Promise and Over Deliver

A Publication of the Turfgrass Council of North Carolina

PL U S

Women in the Green Industry An Emerging Labor Force

31°28’36.5” N x 83°31’33.3” W

Marks the Spot

UGA Tifton, GA

Table of Contents September / October 2021

14 C O V ER

STO RY

U NDER

F EA T U RE AR TICLE

MOR E FE ATUR E S

22 Women in the Green Industry:

Index of Advertisers From the President

An Emerging Labor Force

PROMISE AND OVER DELIVER

G U ES T C OLUMN

30 What’s with Workers These Days?

5 6 TCNC Deluxe Members 8 NC State Turf Team 8 NCCTP Program 10 Welcome, New Members 13 Calendar of Events 13

ON THE COVER: Dell Diamond Stadium – Roundrock, Texas

FIND THIS ISSUE, PODCASTS, EVENTS AND MORE: THETURFZONE.COM

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Index of Advertisers

continued | Green Light on Sod

Beam Clay........................................................... 29 www.BEAMCLAY.com Buy Sod, Inc.......................................................... 5 www.buysod.com Carolina Green Corp........................................... 21 www.cgcfields.com Carolina Turf Farms, Inc..................................... 20 carolinaturffarms.com Divots, Inc........................................................... 21 www.divotssand.com Green Resource....................................Back Cover www.green-resource.com Leading Edge Communications.......................... 31 www.LeadingEdgeCommunications.com Mid-Atlantic STIHL................................................ 3 www.stihldealers.com Modern Turf, Inc................................................... 7 www.modernturf.com

EVERYTHING YOU NEED TO PLAY WITH

Morgan Sand Company...................................... 13 morgansandco.com NC Sod Producers Assn..................................... 19 www.ncsod.org Progressive Turf Equipment Inc......................... 31 www.progressiveturfequip.com Quality Turf, Inc.................................................. 29 www.qualityturfnc.com Sod Solutions...................................................... 27 www.sodsolutions.com Southern Agricultural Insecticides, Inc................. 9 www.southernag.com Southern Seeds, Inc............................................ 29 www.southernseedsinc.com

Neil Jones, Territory Manager – Virginia & Eastern NC njones@buysod.com • 910-975-0002 Mark Harris – Territory Manager – Western NC/SC mharris@buysod.com • 910-992-6519 Come see us in Booth 3117 at The Carolinas Show in Myrtle Beach.

Southern Specialty Equipment........................... 21 www.ssequip.net Super-Sod............................................................ 15 www.supersod.com Triangle Turf and Ornamental............................ 19 www.cardinalturf.com The Turfgrass Group...........Inside Front Cover, 25 www.theturfgrassgroup.com Turf Mountain Sod, Inc....................................... 21 www.turfmountain.com Turf Science........................................................ 17 www.turfscience.net Vandemark Farms................................................. 7 www.vandemarkfarms.com

A P u b l i c a t i o n o f t h e T u r f g r a s s C o u n c i l o f No rth C aro l i n a 5

From the President

North Carolina Turfgrass is the official publication of the Turfgrass Council of North Carolina 110 Horizon Drive Suite 210 Raleigh, NC 27615 919.459.2070 Fax 919.459.2075 www.ncturfgrass.org

The

Turfgrass Council often does things behind the scenes that benefit our members and non-members alike in the turfgrass industry for NC. One of the most recent items was to facilitate funding from the NC Ag Fund in June. Three NC State University researchers were awarded funding.

The Turfgrass Council of North Carolina is a facilitator for the NC Ag Fund. TCNC’s role is to insure funds are used for support in agricultural research, extension, and teaching activities in the College of Agriculture and Life Sciences at NC State. Funding is determined by the importance of proposals to our industry and the ability to actually fund the research.

Project Leaders Dr. Jim Kerns and Matt Martin were awarded funding for Biology and Management of Large Patch in Warm-Season Turfgrasses.

Their objectives are: 1. Investigate genetic differences among large patch isolates collected from centipedegrass, St. Augustinegrass, zoysiagrasses and bermudagrass.

2. Assess fungicide sensitivity of large patch isolates collected from the aforementioned turfgrasses.

3. Evaluate the influence of temperature on infection of the turfgrasses listed above.

4. Determine optimal timing of fungicide application to prevent large patch development.

Project leader Dr. Susana R. Milla-Lewis was awarded funding for Evaluating Bermudagrass Accessions for Shade Tolerance.

Her objective is: 1. To evaluate 24 bermudagrass (Cynodon spp.) accessions collected from South Africa for their ability to persist under shade.

2. To evaluate this accessions for drought tolerance.

Published by: Leading Edge Communications, LLC 206 Bridge Street Franklin, TN 37064 615.790.3718 Fax 615.794.4524 info@leadingedgecommunications.com

TCNC OFFICERS PRESIDENT Kevin Herrmann Fairway Green Inc. Raleigh, NC

VICE PRESIDENT Wilson Sutton Falling Creek Golf Club Kinston, NC

PAST PRESIDENT

Project leader Dr. Travis Gannon was awarded funding for Effect of Application History and Edaphic Factors on Residual Herbicide Persistence and Efficacy.

1. Characterize annual bluegrass and crabgrass emergence time periods in unique locations in North Carolina.

2. Elucidate differences in oxadiazon and prodiamine degradation rates in soils with varying length of continuous use.

3. Investigate the influence of edaphic factors on oxadiazon and prodiamine degradation.

4. Disseminate results through outreach and scientific publication including development of appropriate Best Management Practices to optimize pre-emergent herbicide efficacy in turfgrass systems.

The above list was not in order of importance or dollar amount. TCNC Board of Directors agreed that all research projects and objectives aligned with what is important to our members and non-members in our industry.

Kevin Herrmann 2021 TCNC President

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EXECUTIVE DIRECTOR Marcy Cottle IMI Association Executives info@ncturfgrass.org 919.459.2070

Gene Queen Nature's Select Winston Salem, NC

TREASURER Jonathan Richardson, NCCTP NCCTP Chairman Green Resource Dunn, NC

DIRECTORS Brian Beane Nature's Select Premium Turf Services Winston-Salem, NC Damon Dean Keith Hills Country Club Lillington, NC

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The Turfgrass Council of North Carolina (TCNC) serves its members in the industry through education, promotion and representation. The statements and opinions expressed herein are those of the individual authors and do not necessarily represent the views of the association, its staff, or its board of directors, North Carolina Turfgrass, or its editors.

Likewise, the appearance of advertisers, or TCNC members, does not constitute an endorsement of the products or services featured in this, past or subsequent issues of this bimonthly publication. Copyright © 2021 by the Turfgrass Council of North Carolina. North Carolina Turfgrass is published bi-monthly. Subscriptions are complimentary to members of TCNC. Presorted standard postage is paid at Jefferson City, MO. Printed in the U.S.A. Reprints and Submissions: North Carolina Turfgrass allows reprinting of material published here. Permission requests should be directed to TCNC. We are not responsible for unsolicited freelance manuscripts and photographs. Contact the managing editor for contribution information.

Advertising:

For

display

and

classified

advertising rates and insertions, please contact Leading Edge Communications, LLC, 206 Bridge Street, Suite 200, Franklin, TN 37064, 615.790.3718, Fax 615.794.4524.

A P u b l i c a t i o n o f t h e T u r f g r a s s C o u n c i l o f No rth C aro l i n a 7

TCNC Deluxe Members

NC State Turf Team

Companies wishing to support TCNC with multiple members can join as Deluxe Members. Deluxe Memberships can be purchased in one of three tiers: 1–5 employees; 6–10 employees; or 11+ employees.

If you'd like to learn more about the Deluxe Membership, please contact the TCNC office at 919.459.2070 or info@ncturfgrass.org.

Thank You to Our DELUXE MEMBER ORGANIZATIONS The Biltmore Company Barefoot & Associates Inc.

North Carolina A&T State University

Buy Sod Inc

Pennington Seed – ProTurf Division

Carolina Farm Credit Carolina Green Corp.

City of Raleigh Parks & Recreation

Quality Turf Smith Turf & Irrigation

Southern Ag

Fairway Green

Southern Seeds Inc

Givens Estates Green Resource JRM Inc. Keith Hills Country Club Leap Frog Landcare, Inc. McConnell Golf LLC Murray's Landscape Maintenance and Horticultural Services

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Dr. Charles Peacock Professor 919.515.3667 charles_peacock@ncsu.edu

Emily Erickson Lecturer 919.513.2034 emily_erickson@ncsu.edu

Dr. Rob Richardson Associate Professor & Extension Specialist 919.515.5653 rob_richardson@ncsu.edu Dr. Thomas Rufty Jr. Professor 919.515.3660 tom_rufty@ncsu.edu

Matt Martin Extension Associate, Turfgrass 910.675.2314 matthew_martin@ncsu.edu

Dr. Wei Shi Professor 919.513.4641 wei_shi@ncsu.edu

Dr. Susana Milla-Lewis Associate Professor 919.515.3196 susana_milla-lewis@ncsu.edu

Dr. Fred Yelverton Professor & Extension Specialist 919.515.5639 fred_yelverton@ncsu.edu

Dr. Grady Miller Professor & Extension Specialist 919.515.5656 grady_miller@ncsu.edu

Sod Solutions Inc.

Country Boy Landscaping Inc

Fayetteville Technical Community College

Dr. Richard Cooper Professor 919.515.7600 rich_cooper@ncsu.edu

Dr. Travis Gannon Assistant Professor 919.515.2647 travis_gannon@ncsu.edu

Nature's Select Premium Turf Services

The Budd Group

CROP AND SOIL SCIENCES

Town of Cary Public Works Town of Garner Triangle Turf and Ornamentals

ENTOMOLOGY AND PLANT PATHOLOGY Dr. Terri Billeisen Extension Associate 919.515.7464 tlhoctor@ncsu.edu

Lee Butler Extension Coordinator 919.513.3878 elbutler@ncsu.edu

Dr. Rick Brandenburg Wm. Neal Reynolds Professor 919.515.8876 rick_brandenburg@ncsu.edu

Dr. James Kerns Associate Professor 919.513.4820 jpkerns@ncsu.edu

Turf Mountain Sod Inc

HORTICULTURE SCIENCE

Vandemark Farms LLC

Dr. Danesha Seth Carley Director, Southern IPM Center & Associate Professor 919.513.8189 danesha_carley@ncsu.edu

Wake Forest University Weed Man

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Southern Agricultural Insecticides, Inc. is a distributor of pesticides, fertilizers, potting soils, and horticultural supplies with locations in Florida and North Carolina.

MANUFACTURERS OF… Blue Colorant

Soluble 10–30–20

Chelated 5% Iron

Soluble 30–7–14

Chlorpyrifos 2.5% G

Soluble 20–20–20

Chlorpyrifos Mole

Spreader Sticker

Mole Cricket Bait

Surfactant for

Defoamer

Herbicides

Latron B–1956

Tank Cleaner

Methylated Seed Oil

Turf Green

Snail Bait

Tweak

Soil Acidifier

12–0–0–6% iron

Soil Wetting Agent

DISTRIBUTORS FOR… AMVAC Andersons Aquatrols BASF Bayer BioSafe Systems Bioworks Certis Corteva Agriscience FMC Gowan LebanonTurf Milliken Milorganite

Nufarm OHP Old Castle PBI / Gordon Quali-Pro Rightline SePRO Sipcam Agro Solo Sunniland Syngenta UPL Yara

GOLF COURSE SALES STAFF Kieth Utt — West Central Florida . . . . . . . . . . . . . . . . . . . . . (941) 809–1853 Jim Wells — West Central Florida . . . . . . . . . . . . . . . . . . . . (941) 720–2712 Bruce Bach — Southwest Florida ....................... (239) 989–9947 Roger Welker — East Coast Florida . . . . . . . . . . . . . . (772) 260–0282 Kevin Downing — South Florida. . . . . . . . . . . . . . . . . . . . . . . (561) 427–4501 Andrew Wampler — Western Carolinas . . . . . . . . . . . (828) 674–2594 Bo Miller — Central North Carolina. . . . . . . . . . . . . . . . (704) 560–1852

Boone, NC (828) 264-8843 Hendersonville, NC (828) 692-2233 Palmetto, FL (941) 722-3285

Brandon Hicks — Central North Carolina . . . . . . (336) 906-0803

FREE DELIVERY AVAILABLE

www.SOUTHERNAG.com

NCCTP Program

Fast Facts about the NCCTP Enrollment Requirements: old a current TCNC membership. If not currently a H member, go to www.ncturfgrass.org and click ‘JOIN NOW’ to join online or download an application.

Have a minimum of one full year of work experience in the turfgrass industry.

Agree to the Certified Turfgrass Professional Code of Ethics as detailed on the application form.

Submit: • A current and valid NC Pesticide Applicators license •A completed NCCTP application (current TCNC members may apply online).

• NCCTP Program Application: $150 • Self-Study Materials: $50 • Exam Fee: $50

Become a NC Certified Turfgrass Professional!

The

North Carolina Certified Turfgrass Professional (NCCTP) program is a comprehensive program developed to enhance the technical competency of turfgrass professionals, while elevating their professional image, that of your business and of the turfgrass management industry. Administered by the Turfgrass Council of North Carolina, the NCCTP designation confirms your expertise in turfgrass management to prospective customers and your peers.

Curriculum and Exam:

Reasons to Begin Earning Your NCCTP Designation Today The NCCTP program increases and enhances your turfgrass industry knowledge, career, and business development through a course of study of in-depth coverage of the science of turfgrass management.

The NCCTP designation offers immediate confidence and credibility of turfgrass management practices to customers and prospective employers.

Promote and market yourself as a North Carolina Certified Turfgrass Professional.

• Use the NCCTP logo on your business materials.

• Use NCCTP pins, uniform patches, and vehicle decals.

• Your TCNC Member Directory listing is distinguished with the NCCTP logo.

We Are Partnered With The NC State Turfgrass Professional Short Course The NC State Turfgrass Professional Short Course, a comprehensive turfgrass education program, is offered at select NC State Extension offices and at NC State University.

This Short Course offers a full curriculum of the science of turfgrass management as well as Continuing Education Credits for NCDACS Pesticide and NCLCLB Landscape Contractors’ license holders, and it will help you prepare for the NCCTP exam.

This Short Course is recommended but not required to take the NCCTP exam.

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Curriculum covers nine core areas: Turfgrass Characteristics; Establishing Turfgrass; Soils & Nutrient Management; Cultural Practices; Pests & Integrated Pest Management; Pesticides & Plant Growth Regulators; Landscape Safety & Pesticide Use; Calculations & Calibration; Turfgrass Business & Economics.

Candidates have six months from the date of their enrollment acceptance to complete the NCCTP exam.

Candidates have six hours to complete the exam and must score 80% or more on each section to receive the NCCTP designation.

Exams can be taken at the TCNC office in Raleigh during normal business hours, or arrangements can be made at your local NC State Extension location.

Exams will not be graded if any application information is missing or if TCNC membership status cannot be confirmed.

Please allow two to three weeks for exam grading and reports.

Upon successful completion of the exam, candidates will receive communication with their results and either next step options or their graduation packet.

Maintenance Requirements: Maintain a current TCNC membership as a means of demonstrating ongoing support for the industry.

Submit an annual $50 renewal fee, which supports the NCCTP program and related promotional activities.

Designation year is the same as the TCNC membership year, from July 1st to June 30th.

Hold a current NC Pesticide Applicator’s License.

Subscribe to, actively support and uphold the TCNC Certification Code of Ethics.

The NC Certified Turfgrass Professional designation (NCCTP), the NCCTP logo and related programs materials are the trademarked property of the Turfgrass Council of North Carolina and cannot be used without TCNC’s written permission.

For additional information, contact TCNC at (919) 459-2070.

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NCCTP Certification Program

ENROLLMENT APPLICATION Name___________________________________________________________________ Phone_____________________________________________________ Address_____________________________________________________________________________________________________________________________ City_____________________________________________________________________ State____________ Zip_____________________________________ E-Mail_______________________________________________________________________________________________________________________________ TCNC Membership #*____________________________________________________ Pesticide Applicator License #_______________________________

QUALIFICATIONS / REQUIREMENTS Please read the items below and check each one that is true for you.

MEMBERSHIP: I am now, or I am applying here to be, a member in good standing of the Turfgrass Council of North Carolina.

PESTICIDE LICENSE: I hold a current North Carolina Pesticide Ground Applicator License with subclass L, turf, and ornamental (or equivalent from another state).

EXPERIENCE: I have completed a minimum of one full year of turfgrass industry professional work experience.

EXAM: Upon acceptance into the program, I plan to complete my study and take the required exam within six months.

DUTY: I have initialed the following page of this application to show that I strongly support and willingly subscribe to the Certified Turfgrass Professional Code of Ethics, and I pledge to uphold the credibility and integrity of the program.

CONTINUING EDUCATION: I agree to successfully complete additional future curriculum materials or sections that may be required as a result of new technology or regulation.

Company________________________________________________________________ Title______________________________________________________ Supervisor_______________________________________________________________ Supervisor’s Phone_________________________________________ Supervisor’s E-Mail___________________________________________________________________________________________________________________ Company’s Address__________________________________________________________________________________________________________________ City_____________________________________________________________________ State____________ Zip_____________________________________ Work Experience_____________________________________________________________________________________________________________________ Describe your turfgrass industry professional work experience; one full year is required to apply.

NCCTP Application Fee: $150, Study Materials: $50, Exam Fee: $50, TCNC Dues (call for amount, based on date) TOTAL $____________________

Check Number__________________ (payable to TCNC) Credit Card:

AMEX

Visa

MC

Discover

Billing Zip Code____________________

Credit Card #____________________________________________________________ Exp. Date______________________ Sec Code____________ Name on Card___________________________________________________________ Signature______________________________________________ By signing this application, I verify that all the information is true and correct, I acknowledge and assume full responsibility for the charges on this application, and I agree to honor and abide by the terms of this non-refundable payment.

Signature__________________________________________________________________________________ Date____________________________________

A Pu b l i c a t i o n o f t h e T u r f g r a s s C o u n c i l o f No rth C aro l i n a 11

NCCTP Program | continued

CERTIFIED TURFGRASS PROFESSIONAL

CODE OF ETHICS Please read and initial each section below that you support and commit to uphold.

DUTY TO THE PUBLIC Conduct service first and foremost with regards to the safety, health, and welfare of the general public. Provide service, recommendations, and information based upon honest experience, and scientifically accurate and factual knowledge.

I AGREE

DUTY TO THE ENVIRONMENT Operate in such a manner to protect and preserve our environment. Use and monitor all equipment, products, and materials in a manner consistent with the label and safe for the environment.

I AGREE

DUTY TO THE LAWS OF OUR LAND Abide by all laws and regulations affecting the turf industry and support the enforcement of these laws.

I AGREE

DUTY TO OUR FELLOW PROFESSIONALS Refrain from the use of false, misleading, or deceptive marketing and advertising practices. Practice and insist upon sound business management practices. Maintain the highest standard of personal conduct to reflect credit and add stature to the turf industry. Recognize the importance of strong relationships within the industry.

Abstain from untruthful debasement, or encroachment upon, the professional reputation or practice of another turfgrass professional.

I AGREE

DUTY TO THE ASSOCIATION Participate in association activities and events to help further the profession.

Abstain from any unfair exploitation of my association, industry, or profession.

I AGREE

By signing this Code of Ethics, I agree to follow the duties and intentions outlined above, and I commit to supporting and upholding these ethics with consistency and integrity.

Printed Name________________________________________________________________________________________________________________________

Signature__________________________________________________________________________________ Date____________________________________ Please Return Entire NCCTP Application To TCNC Via: email: info@ncturfgrass.org fax: (919) 459-2075 or mail: TCNC, 110 Horizon Dr. Ste 210, Raleigh, NC 27615 12 North Carolina Turf gr a ss

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WELCOME NEW MEMBERS! Blake Murray Murray's Landscape Maintenance and Horticultural Services, LLC Durham, NC Buckley Brockmann Brook Valley Country Club Greenville, NC Josh Perry Givens Estates Asheville, NC Luke Brackman Pennington Seed – ProTurf Division Madison, GA Cody Caldwell Pennington Seed – ProTurf Division Madison, GA Brooke Swaim Pennington Seed – ProTurf Division Madison, GA Chris Wray Pennington Seed – ProTurf Division Madison, GA

Jonathan Cawley Carolina Organic Lawns Moncure, NC Joey Cristiano CB Greensci Turf Advance, NC Vance Lyndon Lyndon Turf Services LLC Garner , NC Matt Hendrix Weed Man Winston Salem, NC Robert Staten Weed Man Winston Salem, NC Rob McCombs Leap Frog Landcare, Inc. Cary, NC

Eric Mitschele The Budd Group Winston-Salem, NC

Renny Craigs North Carolina A&T State University Greensboro, NC

Holly Rivera The Budd Group Winston-Salem, NC

Deborah Jones North Carolina A&T State University Greensboro, NC

Michael Winstead The Budd Group Winston-Salem, NC

John Diem Southern Ag Hendersonville, NC Ryan Shovlain Kings Grant Golf Course Fayetteville, NC

Tyler Sutton Wayne Community College Kinston, NC

Sheri Carter The Budd Group Winston-Salem, NC

Megan Walker Mosquito Meg Wake Forest, NC

Chris Hinshaw The Budd Group Winston-Salem, NC

Demetrics Adams Leap Frog Landcare, Inc. Cary, NC

To join, visit ncturfgrass.org

C ALE ND A R O F E VE NT S JANUARY 10 – 14, 2022 Green & Growin’ 22 Greensboro, NC

JANUARY 17 – 20, 2022 STMA Conference and Trade Show Savannah, GA www.stma.org

FEBRUARY 9 – 10, 2022 GCSAA Conference San Diego, CA www.gcsaa.org

FEBRUARY 14 – 17, 2022 Turfgrass Producers International Education Conference San Diego, CA

A Pu b l i c a t i o n o f t h e T u r f g r a s s C o u n c i l o f No rth C aro l i n a 13

Cover Story

UNDER PROMISE AND

OVER DELIVER

Royal Sydney Botanical Garden Kephart Home – Perry, Georgia

By Bill Carraway, VP of Sales & Marketing, The Turfgrass Group, Inc.

"U

nder promise and over deliver.” Although I cannot take claim as the originator of this academic discipline, it is absolutely a fundamental imperative by which I operate, when it comes to the introduction of any new product into the marketplace.

It was with this theory as our guiding principle that in early 2015 The Turfgrass Group (TTG) launched the release of TifTuf® Certified Bermudagrass. Little did we know that some six years later, our determination to “Under Promise” would ultimately turn out to be one of the greatest understatements ever spoken in the world of turfgrass.

The University of Georgia (UGA) has long held the deferential honor of being recognized as the world’s leading turfgrass breeding program, and as such is revered as the standard by which all other university and privately owned warm season breeding programs are measured. As Scott Angle, the former Dean of the College of Agriculture and Environmental Sciences put it, “Much of the past success of our sod and turf industry is a direct result of the many varieties of turfgrass generated at UGA.” He continued, “In business, you’re only as good as your ability to keep ahead of your competitors. In Georgia, our sod growers and turf professionals are fortunate to have a world-class turfgrass program to keep them ahead of our friends and competitors in other states.”

For those of us that view the turfgrass industry through the prism of ‘time served,’ we have had the privilege of growing some superior turfgrass varieties that in certain cases have had profound impacts on our careers as well as our individual farms’ growth and financial success. In some cases, these cultivar influences had run their course in a matter of several growing seasons, but those are not the ones I am attempting to focus on. The ones I am referring to are those rare cornerstone varieties, the industry changers, these are the Transformational Grasses. Can you say Tifway 419?

Bayer Headquarters – Raleigh, North Carolina

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Cover Story | continued

In 1960 the University of Georgia in cooperation with the USDA released the new interspecific hybrid bermudagrass Tifway 419. Developed by Dr. Glen W. Burton at Tifton, Georgia, this sterile triploid hybrid, now sixty years later, still reigns as the most recognized, utilized, and produced hybrid bermudagrass in the world. The UGA list of improved bermudagrass cultivar releases is lengthy, well known, and unmatched. It is on this platform that turfgrass breeders Drs. Wayne Hanna and Brian Schwartz continue to build and preserve this legacy.

In May of 1993 Dr. Hanna planted over 27,700 bermudagrass crosses he had made in 1992 at Tifton. As a result of continuous observation and evaluation, in 2001 a single selection being tested as DT-1 (drought tolerant number one) was selected because of its ability to maintain quality and green color longer than the other genotypes when under drought stress. With the arrival of Dr. Schwartz in 2009, he began more rigorous scientific testing to better understand Dr. Hanna’s observations. Additional evaluation plots and real-world test sites were established on turf farms and residential properties across Georgia, Texas, and Florida for the purpose of evaluating the selection in a diversity of microclimates.

As the result of a specialty crops grant known as the Specialty Crop Research Initiative (SCRI) which began in 2010, UGA became a part of a multi-university collaborative that would focus on selecting and testing drought-tolerant warm-season turfgrass cultivars. This team included scientists from UGA, the University of Florida, North Carolina State University, Texas A&M University, and Oklahoma State University. With the team of some 32 scientists exchanging plant material and data across such vast environmental conditions, the entire evaluation process was expedited. According to NC State turfgrass breeder Susana Milla-Lewis, “The collaboration among breeders across such different environments is priceless. It helps us to select better lines with more performance stability because they have been tested against a wide range of weather conditions like drought and cold as well as an array of pests and diseases.”

Upon concluding the 2010-2015 SCRI research cycle, the fiveuniversity collective determined to release a single bermudagrass cultivar, the University of Georgia’s DT-1. The team’s five-year research initiative had demonstrated a 40% water savings over the leading bermudagrass, without loss of turf quality. It is important to understand that these determinations were based on the removal of all irrigation and or supplemental water inputs. When combining the SCRI results with concurrent ongoing efforts at Tifton, as well as twenty plus years of work done by Drs. Hanna and Schwartz, the university had determined it was time to launch its new release.

Having followed the DT-1 research data for more than a decade, TTG understood that UGA had accumulated a rather lengthy list of suitors, all more than willing to take this grass to market. In addition, based on what research data had continued to corroborate, in terms of drought tolerance and water savings, we were acutely aware that the university had grandiose expectations for this release. Thus, one can only imagine the great sense of adulation felt when it was announced that we had once again been selected to market another UGA release. With the realization that we had just been entrusted with one of those “rare cornerstone varieties,” an “industry changer,” one of those “Transformational Grasses,” it was now time for us to do what we do best, build a production network.

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NCAA South Eastern Conference Baseball Tournament – Hoover, Alabama Tryon International Equestrian Center – Tryon, North Carolina

Money Gram Park – Dallas, Texas

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Cover Story | continued

In February of 2015, UGA’s newest release DT-1 was officially named TifTuf® Certified Bermudagrass. Now that our variety had a name, the work done in preparation for our product launch took shape in short order. With plant material sources established, key talking points memorized, armed with over twenty years of research data, our team introduced the turfgrass industry to this grass that would begin to change the face of the American landscape.

Our initial foray into the marketplace was nothing short of extraordinary. We began by approaching the progressive producers and leaders in our industry, many of which were already part of the TTG production network. This group of producers I referred to as “the low hanging fruit” as it took little effort to license them. These producers, like TTG, had been following the DT-1 research and were aware of the ‘value-added’ characteristics that TifTuf® would bring to the marketplace.

Early in the market expansion process, TTG ownership continued to pursue additional marketing opportunities. In early 2016 TTG partnered with Harmony Outdoor Brands, the nation’s top retail sod provider. Through a vast network of sod producers, Harmony provides farm fresh sod to various markets coast to coast, including Home Depot and Lowe’s stores. With our collective networks expanding across the country, a symbiotic relationship began to develop. Today, TifTuf® is the exclusive bermudagrass marketed through both Home Depot and Lowe’s as a Harmony Premium brand.

By mid-summer we had licensed TifTuf® producers in Georgia, Florida, Alabama, Texas, as well as North and South Carolina, with Georgia and the Carolinas being completely licensed out.

Though licensing producers in six states might not appear terribly impressive, understanding that TTG’s production licensing program is unique in that we limit the number of producers permitted in each state can make licensing a bit more challenging. Additionally, making certain that we have selected the correct producers to meet market demand while also reaching the various consumer demographics within each state. More importantly, by our limiting the number of producers within a specific geography, we are better able to maintain the genetic integrity of our exclusive varieties, while at the same time protecting our producer’s ROI and product price point.

In addition, TTG is the only licensing program in the U.S. that requires state Crop Improvement Certification for each of our turfgrass releases. It is imperative that both we and our licensees maintain the purity, as stated earlier, of our varieties, thereby making certain that the end-user is receiving the intended variety, thus the desired characteristics purchased. It is also important to point out that TTG is the only U.S. licensing program to field a team of professional turfgrass field inspectors.

Above and beyond those inspections conducted by the individual state certification programs, we also inspect every acre of every production field nationwide a minimum of three times each growing season.

Cotton Bowl Stadium – Red River Classic The University of Florida "The Swamp" – Gainesville, Florida

Atlanta Botanical Garden – Atlanta, Georgia

"OUR INITIAL F OR A Y IN T O T H E MARKETPLA C E W A S NOT HIN G SHO RT O F EX T R A OR D IN A R Y. " 18 North Carolina Turf gr a ss

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IT’S TIME FOR EARLY ORDER!

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A Pu b l i c a t i o n o f t h e T u r f g r a s s C o u n c i l o f No rth C aro l i n a 19

Cover Story | continued

"I BELIEV E IT IS S A F E T O S AY , TH E TURF GR A S S GR OU P MAY H AV E 'U NDER PR OMIS ED ,' BU T T I F T UF ® A BSO LU T ELY 'OV ER D ELIVE R E D. ' "

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CAROLINA TURF FARMS PO Box 850, Raeford, NC 28376 910-875-6141 ncsodman@carolinaturffarms.com carolinaturffarms.com

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By requiring Crop Improvement Certification standards, this also meant that TTG must provide the appropriate ‘Application for Variety Certification’ documentation to each state’s certification office where a producer had been licensed.

Although this document exchange and validation process had become quite routine for TTG, a few unanticipated challenges presented themselves.

Until 2015 our experience had been that all certification programs operated from a similar protocol template. What temporarily stymied our progress was the realization that not every certification program even had established certification guidelines and protocols for warm season turfgrass. Thus, there were some brief moments of trepidation due to these enlightenments, but as Winston Churchill once said, “A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty.” The outcome was that these momentary obstructions provided TTG the opportunity to collaborate with our partners at the Georgia Seed Development Commission (GSDC), fashioning language that has now become the official warm-season Certification Standard for several programs, including California.

As mentioned earlier, we entered the marketplace armed with more research data than any other proprietary turfgrass in history. We understood that TifTuf® was rapidly becoming a household name in some regions. However, not everyone was as enthusiastic and certain consumers remained more than a bit dubious. Even knowing TifTuf® checked all the bermudagrass boxes, we still chose to restrain ourselves from pontificating on every verifiable TifTuf attribute. Instead, we forced ourselves to “under promise and over deliver”.

The rationale was that we would spoonfeed the TifTuf® message slowly to those that might believe that TifTuf® was simply ‘Too Good to Be True’, through an expanded industry conference schedule, more targeted digital and print education and most importantly face to face presentations.

Within a year, our production network had grown to over thirty producers nationwide. We had expanded TifTuf® production into Virginia, Tennessee, Arizona, California, and Hawaii. As our network expanded westward, demand for costeffective plant material on the other side

Southern of the U.S. became a necessity. We determined to establish a TifTuf® Foundation and Registered nursery in the Southwest.

This was accomplished by TTG engaging one of our oldest producer partners Evergreen Turf of Chandler, Arizona and by once again calling on the GSDC. Leveraging their relationship with both the Georgia and California Departments of Agriculture, the GSDC provided the prowess to complete the governmental part of this equation. Through this assemblage of both government and private sector professionals, we established TifTuf® Foundation and Registered fields at Evergreens American Sod Farm facility located in Escondido, California. This marked the first time in UGA and GSDC history that a Foundation plant source field had been permitted and established outside of the state of Georgia.

By 2019, production exceeded 4,000 acres with new fields being planted at a record pace. Demand was exceeding availability in certain markets, while both commercial and residential developments were beginning to specify TifTuf®. As more sports venues continued to jump on the bandwagon, requests to sponsor Sports Turf Managers Association (STMA) became more prevalent. By the end of that calendar year, TTG had turned down over thirty farms nationwide that had requested TifTuf® licenses that were either too close to an existing producer or were in a state that had already been licensed out.

Today over 750,000,000 square feet of TifTuf® has been installed on professional and collegiate sports fields, golf courses, and commercial and residential landscapes across the United States. As a result, in just the past five years, millions of America’s precious water resources have been saved.

To date, TifTuf® production acreage has already surpassed anything that has ever been accomplished with any other licensed proprietary turfgrass in history.

Our production network now stands at sixty-five farms strong, producing over 11,000 acres of Certified TifTuf® on over 100 production locations across Georgia, Florida, Alabama, Texas, North Carolina, South Carolina, Tennessee, Virginia, Mississippi, Arkansas, Oklahoma, New Mexico, Arizona, Nevada, California, and Hawaii.

I believe it is safe to say, The Turfgrass Group may have “Under Promised,” but TifTuf® absolutely “Over Delivered.”

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A Pu b l i c a t i o n o f t h e T u r f g r a s s C o u n c i l o f No rth C aro l i n a 21

FEATURE

Women IN THE

Green Industry: AN EMERGING LABOR FORCE

By Devon Carroll, Plant, Soil, and Environmental Science Ph.D. candidate, The University of Tennessee and Dr. Carrie Stephens, Professor of Leadership in the Department of Agricultural Leadership, Education and Communications, The University of Tennessee

WOMEN’S WORK A look at most grounds crews at athletic facilities, golf courses, or landscape operations rarely reveals a woman working to maintain green spaces. Despite women comprising 51% of the U.S. population and 47% of the labor force, women represent far less than half of the labor force in the turfgrass or landscape industries. Given that turfgrass and landscape industries are estimated to support about 1.4 million jobs nation-wide, this labor group represents novel employment opportunities. Although female groundskeepers and landscape professionals have recently gained attention in media, their numbers are few. National turfgrass associations report only 2 to 4% of members who are female (Figure 1). Similarly, the United States Bureau of Labor Statistics reported that as of 2019, women comprised only 6.5% of all landscaping and groundskeeping workers.

The low percentage of women working in the turfgrass or landscaping industry classifies such work as a non-traditional job. Non-traditional jobs are classified by the United States Department of Labor as an occupation that is comprised of 25% or less female employment. Other non-traditional labor sectors with similar percentages of female employment to turfgrass and landscaping include welding, construction, plumbing, and electricians (2.2 to 5.3% women). The low engagement of women in the green industry is a problem as labor is of growing concern.

In recent years, a decline in the U.S. unemployment rate and immigrant and blue-collar worker availability has affected hiring across many professions. In the past eighteen months, the labor issue has been exacerbated by the compounding effects of COVID-19. As the industry struggles to fill positions, recognizing the under-utilization of women could be a solution. Can increased recruitment of women to the green industry help close the labor gap?

Imagine if the percentage of women working in landscape related professions rose from 6.5% to 10%. Based on current estimations by the United States Bureau of Labor Statistics, this relatively small increase would result in an additional 50,000 women seeking employment in the green industry. Now imagine if the percentage changed to 20 or 30% women.

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FIGURE 1. Estimated female membership in national turfgrass associations provided through personal communication in February 2020.

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IMAGE 1. Otter Creek Golf Course in Columbus, IN, has found that female high school students like Kaitlyn Dougherty (pictured) are extremely capable grounds crew employees and actively seeks to recruit other women to the team. Photo by Brent Downs

IMAGE 2. Growing up on a farm in Alabama helped prepare Tisa Blackhurst for her current role as assistant sports turf manager for the Myrtle Beach Pelicans (S.C.) minor league baseball team. Photo by J.C. Blackhurst

IMAGE 3. Tisa Blackhurst exemplifies women who are vibrant leaders in the turf industry. As assistant sports turf manager for the Myrtle Beach Pelicans, Tisa prepares the field ahead of a baseball game. Photo by J.C. Blackhurst

A Pu b l i c a t i o n o f t h e T u r f g r a s s C o u n c i l o f No rth C aro l i n a 23

Feature | continued

In recent years, the green industry has worked to create space for women by developing programs such as the Women in Landscape Network, Ladies Leading Turf sponsored by Syngenta, Women in Golf sponsored by Bayer Environmental Science, and “Women in Turf” events held at industry association meetings.

Continuing these efforts and refining recruitment methods to attract women to the industry could ease labor concerns and result in a more diverse workforce. Barriers faced uniquely by women may be limiting the number of women entering and remaining in the industry. In other agricultural fields, research has identified challenges and opportunities for women as a means of increasing their recruitment. This information is of value to the turfgrass and landscape industries as a resource for improving recruitment and retention strategies for women and to ease labor concerns.

FEMALE EXPERIENCES IN TURFGRASS Researchers at the University of Tennessee in the Department of Agricultural Leadership, Education and Communications took a scientific approach to determine barriers and opportunities for women in the turfgrass industry by interviewing female leaders to explore their lived experiences. Thirteen female leaders participated in the study and represented diverse backgrounds of 6 to 30+ years of experience working in turfgrass; geographic locations in three countries and comprised of nine U.S. states and three Canadian provinces; and job titles including athletic field manager, assistant athletic field manager, graduate student, golf course superintendent, and assistant golf course superintendent. Five of the women work in sports turf and eight in golf turf. Female leaders participated in 30-to-90-minute interviews conducted remotely via Zoom. Interviews were semi-structured and posed the central research question, “What lived experiences have shaped your career in the turfgrass industry?” Transcriptions of interviews were used to develop themes intended to encompass the experiences and views of all thirteen participating women.

Responses from female leaders established themes of leadership styles, mentorship opportunities, and challenges.

IMAGE 4. A vibrant leader in the turfgrass industry, Leah Withrow works as head groundskeeper for the Reno Aces baseball team and prepares the field before a game. Leah is the only female head groundskeeper in all of Triple-A baseball. Photo courtesy of Leah Withrow IMAGE 5. Sun Roesslein, stadium manager at the North Area Athletic Complex near Golden, CO, operates a tractor equipped with aeration equipment to maintain surrounding property. Photo courtesy of Sun Roesslein

LEADERSHIP, MENTORSHIP, & CHALLENGES Despite their diverse backgrounds, women interviewed in this study had similar childhood upbringings and influences on their career choices. Women described their childhoods as involving time spent outdoors through farming, playing sports, and engaging in other outdoor activities such as hiking, hunting, or fishing.

These activities were noted to stimulate choices to work in an outdoor, hands-on environment later in life. Additionally, all of the women placed emphasis on the importance of education in their journeys to leadership. Twelve of the participants hold degrees in turfgrass or closely related fields. These women believed that their education was essential to their ability to garner respect and grow within the industry.

Women also expressed that their leadership styles were key components to successful professional development. The most

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common self-identified leadership style among participants was open leadership, which empowers employees to find their own way. Open leadership encompasses hands-on leading with an emphasis on communication, relationship building, and teaching.

Women engaging in this leadership approach believe that this leadership style provides an opportunity for employees to understand why tasks are completed and permits employees to learn from failure. One participant stated, “[I try to] let everybody see what [the job is] really like, because they’re eventually, hopefully, going to take over my position one day.”

S e p t e m b e r / Oc t o b e r 2 0 2 1

EXTRAORDINARY DESIGN DESERVES

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Feature | continued

Women using the open leadership style described the importance of working alongside their crews in order to prove themselves and build connections. Participants in this study believed their leadership styles differed from those common to male counterparts primarily due to their focus on communication and the emotional aspects of leadership such as keeping staff happy. Female leaders engaging in open leadership experienced positive responses from employees and felt this leadership style aided in their leadership success.

Interviewed women also commented on the significance of mentorship in their own journeys to leadership, as well as their desire to mentor others: “If you invest in people, they will start to invest in you.” When asked what makes a mentor relationship good, respondents indicated that successful mentorship takes time to foster. One contributor commented, “I think a good mentor is just somebody that’s there to understand you and to make you the best [version of] you, not make you the best [version of] them.” Similarly, another shared, “I think successful mentorship looks like somebody giving somebody else a chance no matter what.” This desire to build relationships aligns with tenets of open leadership common to women in the industry.

Although women in leadership roles in turfgrass were generally positive about their professional experiences, study participants also reflected on challenges that they perceived to be unique to women. Most of the issues described involved sexism, difficulty building a family, and inappropriate peer conduct. Women in the turfgrass industry described their frustration about being mistaken on the job as someone’s significant other or a waitress, instead of being recognized as a turfgrass manager at conferences and at work. “I struggled a lot because I was so tired of being mistaken for somebody’s wife. Being asked whose wife I was or whose fiancée I was, girlfriend I was, was a punch to the gut every single time. I’m not here with a man. I’m here because I work here,” said one of the women who volunteered for the study. Women also expressed their discomfort in being pursued romantically at conferences, work, and on social media. Many participants felt women had to work harder on the job to prove themselves: “The second golf course superintendent I worked for sat me down one day, and he said, ‘If you want to get into turf, there are some things that I think you need to accept and not necessarily like going into this field. You’re going to have to do it better, be smarter, be more savvy and be thicker-skinned just to get the same respect that the guys get just walking in the door.’”

Interviewees were hopeful sharing these experiences would provide comfort to other women in similar situations and bring light to the need for change in the current industry culture.

IMAGE 6. Near Golden CO, stadium manager Sun Roesslein paints yard line numbers in preparation for a football game.

Photo courtesy of Sun Roesslein

IMAGE 7. Cassie Reed is now a turfgrass specialist at The Scotts Co. and participates in a company video shoot in which she discusses shade research she carried out for her master’s degree at Ohio State University. Photo by Matthew Koch

OPPORTUNITIES FOR GROWTH Understanding the journeys to leadership of women currently working in turfgrass can inform recruitment efforts seeking to involve women who may have a predisposition to find work in turfgrass interesting and rewarding. Additionally, open and honest discussion about the challenges faced by women in the turfgrass industry has helped to highlight opportunities for growth and identify the need for industry action toward change.

Study participants indicated that females working in turfgrass and the industry itself can take steps to improve the experiences of current and future women workers.

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Women can build space for themselves in the industry both personally and professionally. Emphasis was placed on the need for women in turfgrass to build comradery with other women to overcome challenges. One woman expressed her desire for support: “I need some kind of camaraderie from my fellow females in this industry. Tell me, how do you move on from challenges? They can’t answer that question for me, but it’d be nice to know, ‘Hey, I was there too before. This happened to me, so you’re not alone.’ Just that feeling.”

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Feature | continued

IMAGE 8. Graduate student Deniz Subasi is focusing on zoysiagrass breeding for her master’s degree at Akdeniz University in Antalya, Turkey. Photo courtesy of Deniz Subasi IMAGE 9. Now a student in biomedical engineering at Purdue University, Kaitlyn Dougherty was one of three high school seniors who proved their capabilities as members of the grounds crew at Otter Creek Golf Course in Columbus, Ind. Photo by Brent Downs

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Many women noted other women in the industry they met through Women in Turf events serve as their support in tough times: “Right now, because of the women-in-turf events, I’ve had the absolute privilege of meeting a group of amazing women who support each other and are always there to ask questions or bounce ideas off!

Between Twitter, texting and WhatsApp, we’ve been able to stay pretty connected!” Similarly, another woman commented, “It’s definitely given us a platform — not saying that we’re special, but sometimes the women just need to talk to other women.” Such relationshipbuilding and networking with other women can foster a stronger community of belonging.

Women were also encouraged to work on maintaining a positive mindset, recognizing and improving strengths and weaknesses, and pursuing opportunities. For example, women can enhance their visibility and leadership skills by serving on local or national association boards. Additionally, attendance at educational and Women in Turf events can offer women networking, mentorship, and professional development experiences.

Interviewed women described that the industry can support women by continuing to fund these events and through encouraging female counterparts to participate. Study participants described such events as essential to fostering a spirit of community and initiating change. Women also discussed change can occur if men in the industry provide and increase support through acceptance, mentorship, and advocacy. Many women relied on male friends and mentors on their journeys to leadership. Women were hopeful more men would fill these roles by speaking out when misconduct is observed, encouraging women to pursue growth, and believing in their abilities.

CHANGING LABOR DYNAMICS Results of this study revealed women in turfgrass are successful leaders. The experiences communicated by interviewed women can be used to shape future female recruitment. Although these findings and recommendations are specific to women working in golf and sports turf, women working across the green industry in roles such as landscaping, sod farming, and nursery production likely face similar challenges and would benefit from changes to workplace dynamics and women-centric recruiting.

While twelve women in this study had turfgrass degrees, ten of the twelve started in careers other than turf. This finding indicates few women are entering the industry immediately after high school. In order to increase recruitment, women need to be informed of opportunities in the turfgrass industry in middle and early high school to promote turfgrass as an immediate career.

Given that all thirteen women in this study described their upbringing as one involving outdoor activities, focusing recruiting efforts on students who play sports or are involved in agriculture will likely yield greater interest in turfgrass. Increasing female visibility on grounds crews and through social media may also foster interest by showing young females that career opportunities in the green industry are possible and rewarding for women.

In order to retain women currently working in turfgrass, the industry should continue to create space for women. Mentorship provided individually or through formal mentoring programs is needed and was found to promote professional development and leadership growth. The development of mentor

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programs for high school students may increase interest in green industry jobs for young women while offering a form of personal fulfillment for women already in the industry.

All 13 of the women interviewed for this project were passionate about their profession and enthusiastic about encouraging others to take on the challenge.

Some women suggested that newcomers considering a career in turf should “expect the challenges” and “be strong, confident and yourself.” When asked to give a piece of advice to other women already in or contemplating entering the industry, the women echoed sentiments similar to “Just do it.” One woman said, “Any woman entering this industry at this time is going to be a trendsetter, right? You are blazing a trail for young women to follow you. And part of the challenge of being a trailblazer is that there are uncomfortable situations. And you have to learn how to navigate those with integrity and dignity.” Women interviewed in this study were hopeful sharing their experiences would provide insight on improving recruitment strategies and industry culture for women. Recruiting a diverse work force with more women will likely lead to innovation and may ease employment concerns as the labor force grows.

AUTHOR INFORMATION Devon Carroll (dcarro17@vols.utk.edu; Twitter @turfgirl24) is a Ph.D. candidate in Plant, Soil, and Environmental Science concentrated in turfgrass weed science at the University of Tennessee.

Carrie Stephens, Ph.D. (cfritz@utk.edu; Twitter @Carebearsvoice) is a Professor of Leadership in the Department of Agricultural Leadership, Education and Communications in the Herbert College of Agriculture at the University of Tennessee.

*This article was modified from stories written by the same authors and previously published in SportsField Management and Golf Course Management.

This article is reprinted with permission from Tennessee GreenTimes, Fall 2021.

A Pu b l i c a t i o n o f t h e T u r f g r a s s C o u n c i l o f No rth C aro l i n a 29

Guest Column

WHAT’S

WITH

WORKERS

THESE DAYS?

By Neal Glatt, CSP, ASM

M

ore and more managers are questioning why it seems the labor force is so different than it used to be. While some want

to blame generational shifts in thinking, the reality is far more a product of our current economy.

Here’s why workers today are more demanding and what they really want in a job.

Neal Glatt is the Managing Partner of GrowTheBench, an online training platform for the green industry. You can learn more about him and his solutions at www.NealGlatt.com.

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To start, workers can afford to be much more selective in where they choose to work. As of August 2021, there are 10.1 million open jobs and only 8.7 million people on unemployment in the United States. With more jobs than people, there is very little risk with choosing to look elsewhere for a job if workers don’t feel valued or don’t see a future with an organization. Quite simply, the days of workers gratefully working for a paycheck to meet their needs are long gone when competition for employees is so dire.

Workers also are seeking more money because it has become increasingly expensive to live. Since 2015, there has been a cumulative price increase of over 15% in consumer goods, and it’s on the rise. And a livable wage, that is the wage required to cover all basic necessities like housing, food, healthcare, and other essentials, is often two to three times the minimum wage in a given county, depending on the number of dependents supported. If employees are supposed to be grateful for a paycheck, then that paycheck needs to be enough to provide for them to live comfortably.

But paying enough money for employees to afford to live is not a competitive advantage. Whereas previous generations found meaning in their communities and families, today’s workforce is seeking purpose in their jobs. They want to feel like they are contributing positively and making a difference through the work they do every day. And yet, only 34% of employees have even heard a story about how their company impacted a customer to improve their business or life.

When I used to hire hundreds of seasonal workers to shovel snow in New England, I found success not by offering more pay or benefits than competitors but by inspiring my people with purpose. We shoveled snow at utility providers to ensure that our entire community had heat and electricity despite the worst winters on record. We cleared supermarkets and pharmacies so that the people in our communities could get the groceries and medication they needed to survive. We knew that successfully doing our job meant saving lives and enabling society to function no matter what Mother Nature had in store.

In addition, we focused on growth and development opportunities because it’s currently the number one factor when choosing a job for employees today. The best recruiters are those who had risen through the ranks of the organization themselves.

Their story became an inspiration for employees who wanted to achieve their own dreams. Whatever their purpose – buying a home, having a family they could provide for, finding respect of their colleagues, or achieving mastery of their craft – they could achieve through the opportunities provided.

Yet the most critical desire of workers today is a manager who makes them feel valued. More than just a seat on the bus, employees want to have their ideas heard and considered. The best organizations provide opportunities for employees to voice opinions and then honestly consider, refine, and utilize them. It should be no surprise that at least 70% of a worker’s engagement is directly based on their manager.

If you’re trying to hire and retain staff, it’s time to consider having more conversations with your employees about why your organization exists, how they can play a role in success, what their future could look like, and how it can be achieved as a team. I prefer to have weekly coaching conversations with the people I manage and set formal goals with them quarterly. It’s a collaborative, and time-consuming, process, but it’s also the top reason people want to continue to work for me. In fact, my employees often tell me that our coaching conversations are their favorite part of the job. And I know you can do it too.

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A Pu b l i c a t i o n o f t h e T u r f g r a s s C o u n c i l o f No rth C aro l i n a 31

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