The Harvest Group is focused on helping landscape companies “harvest their potential.”  One key driver of that potential is the human resources plan that companies have in place to make them more successful.

Head Harvester Steve Cesare is our point person to help companies improve their human resources programs.  If you have any human resources questions for Steve send him an email or call him on his cell phone at 760-685-3800.

Harvester Steve’s HR series, “The Top 10 Most Serious Human Resources Mistakes That Companies Make” appeared in Lawn & Landscape magazine. The series now appears in podcast form for the on-the-go landscape contractor.

Click Podcast #28 in the orange side bar to the right — >
as you follow the outline below

A few handy notes appear below to assist in the process.

The Employee Handbook is a critical tool in communicating policies to employees, specifying benefits programs, and outlining key procedures to ensure legal compliance.

• First, generic Employee Handbooks are not usually current on all of the local, state, and federal laws that may affect a company’s operation.
• Second, generic Employee Handbooks presume “one size fits all.” That is like saying that the Valley Crest Employee Handbook is the best fit for Ed’s Landscaping Company with 15 employees. While we certainly know that is not the case; we also know that could severely increase the company’s liability.
• Third, generic Employee Handbooks don’t maximize the employer’s need for flexibility.  While certain laws are very straightforward, a good Employee Handbook provides an employer with some discretion that can support the company’s best interests.

Best practices from across the landscape industry that will help landscaper contractors improve the quality of their Employee Handbooks.

• First, all Employee Handbooks should be reviewed by a qualified human resources professional or employment lawyer each year.
• Second, a company’s Employee Handbook should be revised every year, distributed to every company employee every year, while receiving a signed Handbook Acknowledgment Statement from every employee.
• Third, independent contractors and employees from temporary staffing agencies must not receive an Employee Handbook.
• Fourth, Best in Class organizations actually ensure their business practices conform to the content found within their Employee Handbook.
• Lastly, Best in Class companies review the Employee Handbook thoroughly as part of their New Employee Orientation program to make sure those employees are clear about the company’s expectations.

The 10 Fundamentals for Growing Forward Leadership

In this e-newsletter, the Harvesters present the 10th and final fundamental for

“Growing Forward Leaders” to model and implement with their team during challenging times.

Remember you leaders out there: “It all starts and ends with you, the leader.”

Our last fundamental focuses on a fun part of our role as a leader and one that needs to be embraced by “Growing Forward Leaders” and “Best in Class” companies: Celebrate! Yes, CELEBRATE!

Fundamental 10:  Celebrate!

Here are some ways that leaders and organizations can CELEBRATE!

Make Time to CELEBRATE:

• Celebrate both Great and Small Victories!
  Find simple things to celebrate and be positive about. Hey we are, persistently performing and persevering and we are still moving  forward in a positive ways with: ________(fill in the blank) our growth, our client retention, our safety record.
• Be Thankful and Grateful for What you do Have
  Don’t wallow in woulda’, coulda’, shoulda’. Think about what you do have and just be thankful, OK?
• Adopt an Attitude of Gratitude
  We have the opportunity to choose our attitude every day. What attitude do you choose? As the leader of your organization you need to set the tone each day. Ask your people what your tone is. This will give you perspective on what attitude you are projecting.

“Growing Forward Leaders” please ask yourselves:

When was the last time you and your organization CELEBRATED something? If you answered I can’t remember then remember this: we all need to stand back and put things into perspective and take a little time out to CELEBRATE. It doesn’t have to be elaborate or cost anything, but it does take a little time and thought. Being the leader, you can create such a positive influence by having a little fun and celebration.

How to CELEBRATE:

Now I know I don’t have to tell the majority of you out there how to celebrate because I’ve celebrated with several of you personally, but here a few tips for those who have forgotten or are just too darn busy to recognize the importance of this fundamental.

• Spontaneous or Planned
  Throw a pizza feed, a barbecue or go bowling and celebrate! Have a section in your staff meeting to celebrate. Have a board in your shop or office to post victories. Maybe a “Wall of Fame” with letters and e-mails from happy customers. Heck, I can remember we used to celebrate our first rain day of the season with a taco feed for our supervisors to celebrate the end of summer! We used to have code words “planning meeting tonight” for pizza and libations at the local brewery. Many great ideas were actually written on napkins during these sessions that were later successfully implemented, honest!
• Meals and Gatherings
  Usually there is nothing quite like a bite to eat to go along with your celebration. One of our Harvest Group members recently took all of their middle mangers and their spouses to a fancy restaurant at a Disney Resort to CELBRATE their outstanding safety record and lower worker comp mod rate! Try to incorporate some eats or treats with your celebrations.
• Rewards and Recognition
  Sure money is a nice way to help with celebrations but it doesn’t have to be a monetary reward. Verbal acknowledgment in front of the group is a simple as it gets, and often goes a long way. Maybe it’s some time off, a coveted parking space, an upgraded vehicle, a gift card, a dinner for the family or spouse and employee, a family portrait, a weekend getaway, or a trip to the PLANET GIC. Keep it simple, be specific with what it’s for and keep them coming. Positive reinforcement goes a long, long way.

“Growing Forward Leaders” recognize the importance to make the time to celebrate. Leaders use this fundamental to help build their team “esprit de corps” or “team spirit” and foster a truly positive culture.

So there you have the 10 Fundamentals for “Growing Forward Leadership.” We suggest that you keep these in mind when you are thinking about ways to lead your team through challenging times like we experiencing in today’s turbulent environment.

If you would like to learn more about becoming a Growing Forward Leader please contact us

- Harvester Bill