Spring 2023 RECRUITING and RETAINING TOP PERFORMERS in the Turfgrass Industry by Enhancing Your Future Workplace Culture
Plus: Member Spotlight on Dr. Beth Guertal
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A GREAT YEAR TO COME
Hello again to all ATA members and Turf Times readers. Since my last President’s Pen, the ATA board had the pleasure of meeting and going over our agenda for the 2023 year. This meeting was very successful. In the recent past, we had a half day meeting followed by the Vendor Appreciation Skeet Shoot. This year, we decided to do things differently, so we went back to conducting our winter meeting as a board retreat. This allowed the Board to have more thoughtful, engaged discussion, with time to debate any of the topics covered. I felt that everyone had an opportunity to express their opinion about the things that were working for ATA and the things that needed some change. One event we decided to alter was the Vendor Appreciation Event. It will now be moved to a different time of the year that is not so close to the fall and winter holidays, so look for this date to be announced. During our board retreat, we also got to meet with our new board members; Lee Fillingim, Glenn Lucas and Blake Thaxton. We appreciate their willingness to serve and look forward to working with them this year and for years to come.
If you haven’t already, please check out our new and improved ATA website, Alabamaturf.org. It is very informative about our organization and gives vital details about upcoming events, a job board, turf industry information and links to our sponsors, ATA news, and digital copies to past issues of Alabama Turf Times. This website is going to be a great resource for you and your company. Thank you, Kayla Cook and Tricia Clem for revitalizing this necessary tool for our members.
I just want to commend all those responsible for once again making the ATA Road Shows a great success. We visited Loxley, Dothan, Montgomery, Birmingham, and Huntsville. On behalf of the board and the entire association, I extend appreciation to all educators, speakers, vendors and attendees that made these events possible. I hope you had an opportunity to learn something new and gain continuing education points toward maintaining your pesticide license. Some of the other ATA events that are scheduled in the coming months are the Poa Annua Golf Tournament on April 17 at Inverness CC, Auburn University Turfgrass Research Field Day (date forthcoming) and the Lawn and Landscape Workshop on August 30 in Gardendale. Please don’t forget to sign up for these events so we can play golf, learn more about turfgrass research, gain some new landscape ideas, and most importantly fellowship together. In this issue, be sure to check out the member spotlight article. We are honoring Beth Guertal, PhD., who has retired from Auburn University's Department of Crop, Soil and Environmental Sciences, where she taught and conducted research in soil fertility and turfgrass management. She will be greatly missed by the turfgrass industry and specifically the ATA membership. The cover story deals with the topic of Labor Recruitment and Retention and is the last article in the four-part series titled “Looking to the Future: Where Will the Turfgrass Industry Be in Ten Years”. This series has been popular and ATA members should know that several of these articles have been reprinted by the Arkansas, Mississippi, North Carolina, Tennessee and Virginia Turfgrass Associations. Also in this issue, the feature article written by Dr. Dave Han, tackles the use of “PGRs For Turfgrass to Reduce Maintenance Cost”, something that many of us may want to consider.
Finally, I wish everyone successful seasons, and God willing, a great year as we share our passion of the outdoors, favorable weather, and that lush green grass.
Ben Williams
2023 ATA President
2023 ATA
ANNUAL SPONSORS
GOLD
• Beard Equipment Company
• Envu, Inc.
• Harrell’s, Inc.
• Jerry Pate Turf & Irrigation
• Simplot, Inc.
SILVER
• BWI Companies
• Corteva Agriscience
• Nufarm, Inc.
• Regal Chemical Company
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• Syngenta
Ben Williams BRONZE
• Aquatrols
• Agromax
• BASF
• GreenPoint Pro
• PBI-Gordon
• Southern States Turf
• Sur-Line Turf
• Walker / Wright Mowers
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2023 INDUSTRY PARTNERSHIP PROGRAM
GOLD – $5,000 – 5 ATA Memberships
Recognition at the following events
• Turfgrass Roadshows
• Sports Turf Field Day / Lawn and Landscape Workshop
• Poa annua
• Annual Meeting
Table / Exhibit at Roadshows
Table / Exhibit at Lawn and Landscape Workshop Or Sports Turf Field Day
Registration at Turfgrass Roadshows for One Representative
Listing in all publications (Alabama Turf Times, Membership Directory, and enewsletters)
Logo and Link on Alabamaturf.org
Tournament Sponsorship
Event Sponsorship – Sports Turf Field Day / Lawn and Landscape Workshop
Foursome at the Poa annua Golf Tournament
SILVER – $3,000 – Four ATA memberships
Recognition at the following events
• Turfgrass Roadshows
• Sports Turf Field Day / Lawn and Landscape Workshop
• Poa annua
• Annual Meeting
Table Display / Exhibit at all Road Show Seminars
Table Display / Exhibit at our Landscape Workshop or Sports Turf Field Day
Registration at Turfgrass Roadshows for One Representative
Listing in all publications (Alabama Turf Times, Membership Directory, and enewsletters)
Logo and Link on Alabamaturf.org
Event Sponsorship – Sports Turf Field Day / Lawn and Landscape Workshop
BRONZE – $1,600 – Three ATA memberships
Recognition at the following events
• Turfgrass Roadshows
• Sports Turf Field Day / Lawn and Landscape Workshop
• Poa annua
• Annual Meeting
Table Display / Exhibit at all Road Show Seminars
Registration for One representative to Roadshow Seminars Listing in all publications (Alabama Turf Times, Membership Directory and enewsletters)
Logo on Alabamaturf.org
MEMBERSHIP RENEWAL – Alabama Turfgrass Association membership dues invoices for 2023 have been e-mailed through the new Star Chapter Membership Platform software. This software will streamline the process of dues and sponsorship renewals, but it has come to our attention that some of the notices are being funneled into the Spam file. If you have not received your dues notice, please check your spam folder. You can also contact Kayla Cook at (904) 673-6454, or e-mail alturfgrass@gmail.com and she will be able to help. Thank you for your patience and continued support of the Alabama Turfgrass Association.
PLEASE CUT AND RETURN WITH YOUR REPLY
Enclosed is a check for a : ( ) $5,000 Gold ( ) $3000 Silver ( ) $1600 Bronze
Please charge to Mastercard / Visa #
Expiration Date: Code: Zip Code:
Name:
Company:
Address:
CIty /State / Zip Code: Phone:
Email:
Return Receipt Requested: ______ Yes ______ No
Please Email names for Memberships to Alturfgrass@gmail.com Gold (5) Silver (4) Bronze (3) Kayla Cook • ATA Executive Director P.O. Box 2323 • Auburn, AL 36831 • (904) 673-6454 • E-mail: alturfgrass@gmail.com • Web Site: alabamaturf.org
Beard
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Coosa Valley Turf Farms 9 www.coosavalleyturffarms.com
Crossroads Sod Farm Inside Front Cover www.csfsod.com
Greene County Fertilizer Co. 15 www.greenecountyfert.com
Green Grass Sod Farms 11 www.greengrasssodfarms.com
Greenville Turf & Tractor, Inc 13 www.greenvilleturf.com
Jerry Pate Turf & Irrigation Back Cover www.jerrypate.com
Modern Turf, Inc. 30 www.modernturf.com
North Georgia Turf Company, Inc. 23 www.ngturf.com
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Riebeling Farms, Inc. 33 riebelingfarmsinc@gmail.com
Simplot Partners 3 www.simplotpartners.com
Smith Seed Services 33 www.smithseed.com
Sod Solutions 21 www.sodsolutions.com
Southern Specialty Equipment 33 www.ssequip.net
STEC Equipment 19 www.stecequipment.com
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Sur-Line Turf, Inc. 35 www.surlineturf.com
The Turf Zone
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Weed Man Inside Front Cover, 9 www.weedmanfranchise.com
Winstead Turf 11 www.winsteadturffarms.com
CONGRATULATIONS TO
Abby Floyd and Emily White who have been awarded ATA’s Legacy Scholarship
Abby, the daughter of Paul Floyd, is a student at The Honors College at Middle Tennessee State University. A graduate of Austin High School in Decatur, Abby is majoring in Animation at Middle Tennessee. She is the recipient of multiple Academic Awards in high school and college. She participaed in the Culinary Competition Team and is “Owner / Editor” of The Earl Publication Monthly! Abby plans to use her Animation degree to “provide entertaining animation in the future. I have always loved art and music and I hope I can translate those interests into a career. I hope to work on various animated projects like movies, design work and commercials. Animation has so many avenues to follow, and I hope that I find something that means something to me.”
Abby Floyd with her father, Paul Floyd
Emily White, daughter of Dave White, is a Freshman at Auburn University and is majoring in nursing. She attended Westminster School at Oak Mountain and was a member of the National Honor Society. While in high school, Emily played varsity soccer, and basketball at Westminster, serving as Captain of the basketball team in 12th grade. She also played varsity volleyball as well as varsity track and field, serving as Captain of both those teams during her senior year. She was a Westminster Student Ambassador and Community Athletics House Chair at Westminster School at Oak Mountain during her junior and senior years.
The ATA awards two (2) separate Legacy Scholarships each year to children or grandchildren of current ATA members in the amount of $1,250 each. All applications meeting the criteria of the scholarship guidelines are accepted. The full ATA Board, with input provided by Drs. Dave Han and Jim Jacobi, ATA educational advisors, review all applications and make the final selection of the two students awarded the scholarships.
The Legacy scholarship application is online on our website: https://alabamaturf.org Essays and transcripts should be mailed or e-mailed to the ATA office. All applications are due by November 15th.
Emily White
1. What is Matrix?
• Reinforced product grown at bottom of
• Sprigged field to insure highest percolation rates
• Ready to Play product
2. Where is it used?
• High demand athletic fields: football, soccer, baseball, softball, and rugby.
• High traffic areas: Horsetracks, goalmouths, and tournament crosswalks.
2022 DEEP SOUTH TURF EXPO in Review
By Melanie Bonds
Ina review of the 2022 Deep South Turf Expo, it is difficult to say what forms the cornerstone of this event. It might be found in our educational program. Each presenter offered knowledge and insight into the turfgrass profession, and we were privileged to have Jeff McManus, Director of the Landscape Services Department at The University of Mississippi, to join us as one of the keynote speakers this year. Jeff gave an engaging presentation that explored grooming effective leaders. Labor and training are both hot topics in today’s market, and DSTE attendees benefited from Jeff’s expertise and unique way of viewing these problems and solutions. He has faced many of the challenges faced by all turf managers, including exceptionally low morale and an unacceptable lack of productivity. He shared how to overcome these challenges and turn the game around!
In a poignant reunion, Dr. Pat Cobb was reunited with many of her former students and colleagues at the Deep South this year. Dr. Cobb has herself overcome many challenges with her health in recent years, but this has not dampened her enthusiasm or optimism for the future of our industry. We are so grateful to Dr. Cobb for making the trip to Biloxi, and we hope to see her again at future Deep South Expos!
Among our presenters we were fortunate to have Dr. Joseph Roberts, of Clemson University, presenting on the latest in fungicides, and Dr. Mike Richardson from the University of Arkansas who looked at some innovative, new ideas for managing turfgrass ecosystems, from new turfgrass species to enhancing biodiversity to alternative establishment and cultural practices to robots and drones.
As for our program, we can’t thank our committee enough. Dr. Scott McElroy, chairman, and Drs. Jay McCurdy, Bryan Unruh and Dave Han. Without this team we could not provide great programs each year. They have worked tirelessly for over seven years now to bring the best and brightest before our membership.
The Tailgate brought attendees together for a time of networking and catching up after a busy year.
The Tradeshow floor was packed with vendors and attendees.
All Photos by Eddie Coutras, Leading Edge Communications, unless otherwise noted.
The Sports Field Tour visited the University of South Alabama in Mobile, Alabama to view their sports fields and maintenance facilities. Shown here is 'Jaguar Field', their softball facility.
Photo credit: Barry Stewart, Ph. D.
The Deep South Turf Expo is all about education. We all need those points, right? But the education alone, while excellent, does not make the Expo. The many networking opportunities at events and the tradeshow showcasing our exhibitors’ newest products all contribute. The pillars of the Expo are the Education, the Tradeshow, and the activities.
Speaking of activities, the DSTE Golf Scramble on Tuesday, followed by the Tailgate, continues to be the most popular event. We had a great time at the Tailgate and thank our sponsors for preparing some delicious food. The weather was great and in addition to food and music, we got to enjoy a wonderful sunset! Congratulations to the winners of this year’s tournament, Brad Rounsavalle, John Davis, Lee Fillingim and Dan Hamman. For those who like a more competitive round of golf there is the Two – Ball, Four Man Tournament that was played at The Preserve Golf Club on Monday before the Expo. Congratulations to the first place team, Alan Sullivan and Glenn Sansing.
There was some play-off action in the Skeet and Trap Tournament at the Coastal Rifle and Pistol Club. Initially William Smith and Darrell Arnold tied for first place, but with a shootoff first place went to William Smith!
We would like to thank the University of South Alabama for allowing us to tour their sports fields and maintenance facility. This included their new football stadium, the Hancock Whitney Stadium. Thank you to Board Member Mark Irwin for helping to organize this event!
In closing we must thank our Exhibitors and Sponsors, who make this event possible for us each year. We hope you had a great Expo and look forward to seeing you back in 2023. Dates for next year’s Expo are October 16 – 19, 2023.
This article would not be complete without mentioning one of our long time members who was not present this year. We miss Dr. Jeff Higgins who served this industry in so many capacities. Dr. Higgins was awarded the Alabama Turfgrass Association’s Distinguished Service Award posthumously. We are grateful that his widow, Stacy and their children, Halle and Carter Ridgeway, came to accept the award. Dr. Higgins was a force of nature in the turf world and will be sadly missed.
Thanks to everyone who participated and supported the Expo this year. You are making a difference in your industry!
A Who’s Who of Industry Experts
Shared Their Knowledge
The Tradeshow floor was packed with vendors and attendees.
Jeff McManus
Mike Richardson
Pat Cobb
Celebrating Melanie Bonds’ retirement and her years of serving ATA members.
Beth Guertal, Ph.D.
Accepts Job with New Challenges and Opportunities, but Misses her Students and Colleagues at Auburn University
Having worked at Auburn University (AU) for 30 years and nearing retirement, an opportunity was presented to Dr. Beth Guertal to get involved in significant international work. So, she retired from AU in 2022 a little earlier than expected to take advantage of this exciting possibility. She accepted a post with Kansas State University as Program Director for the Center of Excellence on Mitigation, Adaptation, and Resilience to Climate Change in Haiti. Currently, Dr. Guertal is responsible for managing the center's day-to-day operations and serving as a leader in the national education, research and outreach community. While it promises to be challenging and exciting, Dr. Guertal says she certainly misses her Auburn colleagues.
Dr. Guertal has long been a tour de force at Auburn University, as well as in the turfgrass industry in the Southeast. She received Bachelor of Science and Master of Science degrees in Agronomy from THE Ohio State University and went on to earn a PhD from Oklahoma State University. With a PhD in Soil Fertility, Beth was hired in 1993 by Auburn University’s School of Agriculture, Department of Agronomy and Soils (today, Department of Crop, Soil and Environmental Sciences), to do research and teach in that area, with a focus on Vegetable Crop production.
Dr. Guertal stayed in that position until 1998, when AU offered faculty with 25 plus years at the University generous retirement packages. “Pretty much the entire turfgrass team at AU (Drs. Coleman Ward and Ray Dickens) took the retirement offers, leaving AU turfgrass department with no one around (except, of course, the fabulous Dr. Pat Cobb). My department head came down the hall to my office and announced that Dr. Harold Walker would be moving to turfgrass weed control, and that I would take over general turfgrass research, including teaching the courses. I had a LOT to learn, and Dr. Walker really gave me a ton of help.” Beth believes the secret to success is to “show up early to every job and meeting; always give your best; and admit if you have no idea what you are doing. Generally, people love to provide advice and help.” Besides Dr. Walker doing just that, others also helped her to make a success in her new position like her Department Head, Dr. Joe Touchton and fellow professor, Dr. David Teem. “Joe was the best department head, as he was fair to everyone, had an amazing grasp of the financial budgets and knew everybody in the College. More importantly, he knew our stakeholders, and the agricultural power brokers in the state.”
2021, Dr.
Beth with her two sons - Sam (l) and Will (r).
In
Beth Guertal volunteered for the 76th U.S. Women's Open at the Olympic Club, in San Francisco, California.
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Over time, her position within the turf program grew and allowed for significant opportunities for travel and engagement with a wide range of people across the state, nation, and world. “It has helped me so much to grow as a person.” However, the least fulfilling aspect of her job, Beth found to be getting funding for her programs. Funding was always needed to pay for her own salary, as well as the technicians’ salary, costs of running the turfgrass unit, and salaries for graduate students. Over the years, Dr. Guertal proved to be a stalwart researcher and teacher. Her hard work and dedication were rewarded when in 2017, she was named the Auburn University College of Agriculture’s Rowe Endowed Professor. The endowed professorship was established by 1978 Auburn alumni Mike and Leann Rowe to support tenured faculty who have demonstrated strong commitment to students, teaching, research and service.
At Auburn University Beth says she “loved, loved, loved teaching. Really, any kind of teaching. Students are simply the best, even when they are busily screwing something up. Their enthusiasm, love of new things and general upbeat demeanor made every day different and fun. I really do miss the students, in my new job.” The current Alabama Turfgrass Association President, Ben Williams had the following to say about Dr. Guertal, “Dr. Guertal was my academic advisor and multi-class professor. If you never had the opportunity to meet Dr. Guertal, let me tell you, you missed out on knowing one of the most passionate people in the turfgrass industry. The energy that she brought every day made everyone around her excited about discussing, debating, studying, and learning turfgrass. She encouraged, mentored, and cared for every student that wanted to achieve a career in turfgrass. I will never forget one time when I got a question wrong on one of her tests. I approached her about the question, and we debated. Eighteen years later, I still remember the topic involved best management practices of thatch removal. While she entertained my thoughts, to my disappointment she disagreed with my answer, but did so with a smile. I still remember that encounter after so many years because of the attention and honest reflection she gave my argument. Afterwards, I felt relief, having first thought this debate might have upset her; but to the contrary, I soon learned she encouraged this type of discussion with those in her classes. Thank you, Dr. Guertal, for your dedicated service to our turfgrass industry in the many capacities that you touched over the years while at Auburn University. Thank you for all the research and knowledge you bestowed on turfgrass professionals everywhere, and thank you especially for your guidance and influence that gave your turfgrass students greater passion for the turfgrass industry.”
Beth remains a member of many turfgrass organizations including Alabama Turfgrass Association, Golf Course Superintendents Association of America, Sports Turf Field Association and others, continuing to present and give talks within those groups. Just last year, Beth was awarded the 2022 Crop Science Society of America Presidential Award, which is given to the person that CSSA thinks has most served the Society. “This was a complete surprise, and I was very honored.”
As a member of St. Dunstan’s Episcopal church, Beth contributes to ‘St. Duns Buns’ baking group. “This group takes monthly orders for baked goods, and the proceeds from the monthly sales are donated to charities around town. In 2022, we donated over $15,000 to various groups. I will say that my ‘white chocolate pistachio biscotti’ is a top seller!” In her leisure time, Beth also runs and likes to go mountain biking.
Beth with her family: husband, Brian Anderson and sons, Sam (l) and Will (r).
Her colleagues recognized her talents and commitment as well and had these comments about her:
Dr. Jim Jacobi, Auburn Cooperative Extension Service:
“Beth was an excellent teacher and researcher. We already miss her input and contributions to the ATA and the Alabama turfgrass industry.”
Lee McLemore, CGCS, The Country Club of Birmingham:
“I remember when Beth was hired. It was soon after Dr. Ray Dickens and Dr. Coleman Ward retired. There was some concern about the direction and commitment to the turf program. There was a small group of concerned turfgrass professionals and we were in contact with the university and encouraging them to make a great hire. We soon heard hints that a young lady from Oklahoma State was a strong candidate. I contacted Dr. Jim Baird who was headed to Oklahoma State after finishing his Masters and PhD at Auburn to get his opinion. He, along with everyone I talked to, said that Beth was smart, enthusiastic, and would bring a lot of energy to the turf program. They all were correct!”
Dr. Jay McCurdy, Mississippi State University:
“I met Beth in 2009 when my wife and I moved to Auburn. She proved to be a valued colleague and friend. Beth is plugged in to a lot of professional communities—not just turfgrass. She is captivating when discussing something she’s passionate about. She knows her science. She communicates well, and she’s fun to be around. These qualities have earned her professional acclaim and life-long devotees—I count myself among them. Beth’s door was always open, and she’d take anyone’s phone call. I wish her well in “retirement,” even though she’ll never retire. I know our association and others will miss her presence and collegiality.”
Beth has been married for 27 years to Brian Anderson and they reside in Auburn. They have two sons – Sam Anderson (20 – at AU majoring in Biosystems Engineering) and Will Anderson (22 – an Ensign in the United States Coast Guard currently serving on the USCG Polar Star breaking ice in Antarctica).
“My time at Auburn University was a blast, and a great deal of that enjoyment was due to the ATA. From the annual shows (AU to Birmingham to Mobile to Biloxi, I’ve done them all), to all the driving for the Turfgrass Road Shows it was a great time with great people!”
Plant Growth Regulators for TURFGRASSES
By Dave Han, Ph.D., Auburn University and Alabama Extension
lant growth regulators (PGRs) have been used for decades in all areas of turf management. The primary reason most turf managers use PGRs is to slow down growth to reduce the frequency of mowing. This is still a prime reason for using PGRs in many situations, including roughs and fairways on golf courses; roadsides and other utility turf; and commercial and home lawns. Sports field managers also mix PGRs with paint to increase the time between re-painting lines of fields. However, PGRs can do far more than simply reduce the need for mowing.
An important use of PGRs is to increase the density of the turf. PGRs do this by both increasing tillering and reducing the internode length on rhizomes and stolons. PGRs are also used to suppress seedhead formation; increase root system length and mass; reduce the need for irrigation; and even favor the growth of one turfgrass species over another (i.e., in a mixed-species putting green). In fact, on putting greens the additional effects of PGRs are the main reason for using them, as most golf courses continue to mow daily even when applying PGRs on a regular schedule. The same is true of some high-profile athletic fields.
When growth regulators were first introduced, they were mostly used on lower-profile turfgrass because of fear of damaging the turf. Many of the earliest growth regulators (and many modern ones) are herbicidal at high rates. Many common herbicides have been used as plant growth regulators, including non-selectives. For example, Roundup Pro has bahiagrass seedhead and vegetative growth suppression on the label. The old saying, “the dose makes the poison” is very true when it comes to PGRs.
Starting from the 1980s, and especially in the 1990s, PGRs came into more widespread use on more intensively managed turf. This was due to the commercial release of PGRs that provided reliable regulation with much less injury. Modern PGRs often target a plant’s ability to produce the hormone, gibberellic acid (GA). Gibberellic acid is an umbrella term for several related chemicals that plants use as hormones to stimulate both cell division and cell elongation. Suppressing GA in turfgrass tends to reduce internode length in stolons and rhizomes, leading to denser turf.
The biochemical pathway plants use to make GA is long, with a number of intermediate steps and chemical reactions. The PGRs that inhibit the plant’s ability to make GA are divided into classes based on whether they inhibit early stages or late stages in the GA-making pathway. Class A PGRs inhibit late in the GA biosynthesis pathway, while Class B PGRs inhibit early. This makes a difference in how they effect plants. Class B PGRs tend to have more universal and longer-lasting effects, as they shut down the entire pathway. Class A PGRs can have more subtle effects, not lasting as long as Class B in most cases. Class A PGRs are also primarily absorbed by the foliage, whereas Class B PGRs are root absorbed.
The primarily foliar absorption of Class A PGRs such as Primo MAXX and its generic equivalents (trinexapac-ethyl) and Aneuw (prohexadione calcium) means that they typically do not produce any regulation of root or rhizome growth. This makes them very useful in situations where only vertical leaf growth suppression is desired. Indeed, often the plant redirects resources to root and rhizome growth when the foliar growth is suppressed by a Class A PGR, leading to increased root mass over non-treated grass. This is a major advantage of the Class A PGRs.
A major disadvantage of Class A PGRs stems from the fact that they inhibit so late in the pathway for making GA. They wear off quickly and tend to have a pronounced “rebound effect,” where growth is faster after the regulation wears off compared to untreated grass. To prevent this from happening, Class A PGRs need to be re-applied at relatively short intervals of typically 2 – 3 weeks.
Much recent research has been done to determine the precise timing needed for Class A PGR applications, and the current best practice seems to be using growing degree days (GDD) to determine when to re-apply. In fact, label intervals tend to correspond roughly to applying every 300 – 400 GDD (based on 32 degrees F), depending on the rate and the species of turfgrass.
Since Class B PGRs inhibit GA synthesis early in the pathway, they tend to have longer lasting effects and less rebound. They are sometimes mixed with Class A PGRs in order to lengthen reapplication intervals and smooth out rebounds. A popular mixture is flurprimadol (Cutless, Class B) with trinexepac-ethyl (Primo MAXX, Class A). The downside to mixing Class A with Class B PGRs is that Class B PGRs are absorbed by roots, so some root regulation will occur. However, for areas where this is not so critical, like roughs or lawns or utility turf, Class B PGRs or mixtures of Class A and B products are very popular for their long-lasting regulation.
Another advantage of Class B PGRs is that they tend to have different levels of regulation on different grasses, and this can be used to favor the growth of one species of turfgrass over another. The classic example of this is the use of Trimmit (paclobutrazol) to regulate Poa annua more than bentgrass in a putting green. For many years, before there were herbicides selective enough to take Poa out of bent without unacceptable damage to the bentgrass, this was a favorite method of trying to contain Poa in bent greens. It is still being used today.
Class C PGRs are cell division inhibitors. Embark T&O (mefluidide), which is not currently being sold, though existing stocks can be used, is the only current example for turfgrass. Class C PGRs historically were used to suppress Poa seedheads, but the results were inconsistent and the potential for phytotoxicity much higher than other PGRs.
Class D PGRs include the herbicides that have regulator effects at low rates. These tend to be used only on less highprofile turf, as they are known to have the potential to kill turfgrass. They still can be useful in certain situations, especially for seedhead suppression.
Class E PGRs are actual plant hormones. In turf, Proxy (ethephon) is a good example. It releases the plant hormone ethylene, which suppresses seedhead formation in Poa and other grasses. There are also products, many of them organic, which actually contain GA and other plant growth promoting hormones. Sometimes these are used deliberately to counteract the effects of a Class A or B PGR. Occasionally, these Class E PGR’s are in organic fertilizers or supplements. If a superintendent is not aware, they can unintentionally counteract the other PGRs being used. Be sure to review the ingredient list of all organic supplements or soil conditioners used on PGR treated turf!
PGRs are valuable additions to most any turfgrass management program, and research will continue to refine how best to use them, while developing new uses. They give a measure of control over turfgrass growth that cannot be achieved otherwise and future research promises to bring the turfgrass industry even better PGRs than we have now.
Using paclobutrazol (Trimmit) to suppress Poa annua more than creeping bentgrass in a putting green in Kentucky in the early 1990s. Slide given to the author by the late Dr. A. J. Powell, University of Kentucky, from a presentation to the Central Ohio Golf Course Superintendents Association in 1998.
The area near the fenceposts was treated with trinexepac-ethyl in summer 2022 to reduce the need for mowing – also note the increased density and better fall color retention as well. Photo taken in October 2022 by the author.
Ideal sites for PGR use include roughs or out of bounds areas near hazards, where frequent mowing is both inconvenient and could send clippings into nearby water. Photo by author.
A SUCCESSFUL SERIES!
This is the last article in the enlightening series of Cover Stories entitled “Looking to The Future – Where will the Turfgrass Industry be in Ten Years?”. This successful series looked at what the future might hold for our Alabama Turfgrass Association members as they go about their day-to-day operations. Here’s a recap of these articles presented in Alabama Turf Times over the last year:
Spring 2022
Pesticides of the Future by Eric Reasor, Ph.D., PBI-Gordon Corporation
Summer 2022
Equipment and Technology of the Future (Part 1) Collaborative effort
Fall 2022
Equipment and Technology of the Future (Part 2) Collaborative effort
Winter 2023
The Future of Turfgrass Breeding by Dave Han, Ph.D., Auburn University
Spring 2023
Labor: Recruiting and Retaining Top Performers in the Turfgrass Industry by Enhancing Your Future Workplace Culture by Pete Blank, MHR, CSP, CFT
Special thanks to Chase Straw, Ph.D., Texas A&M University and David McCall, Ph. D., Virginia Tech for sharing their vast knowledge and ideas for both Part 1 & 2 of Equipment and Technology of the Future. These two articles would not have been possible without their help and assistance. In addition, we want to thank all the ATA members interviewed and those that provided technical information for both the Equipment and Technology articles.
The vision of these articles was appreciated by more than Alabama Turfgrass Association members, some of these articles have been reprinted in the Arkansas, Mississippi, North Carolina, Tennessee and Virginia Turfgrass Magazines. ATA members should be proud.
The Editorial Staff of Alabama Turf Times, Melanie Bonds, Dr. Dave Han, Dr. Jim Jacobi and James Horton wish to thank each contributor for imparting with us their expertise and prognostic insight into what the future may hold. And perhaps ten years from now, we’ll all “Look Back to the Future” to see how the predictions fared.
LOOKING TO THE FUTURE
Where Will the Turfgrass Industry Be in Ten Years?
RECRUITING AND RETAINING TOP PERFORMERS
in the Turfgrass Industry by Enhancing Your Future Workplace Culture
By Pete Blank, MHR, CSP, CFT
How to recruit, train, and retain workers remains the highest priority of every industry, and the Turfgrass Industry is no exception The post-pandemic era has unfortunately provided one of the most challenging times for employers when it comes to recruiting, training, and retaining workers. There is an ever-growing shortage of employees at both the entry-level and skilled positions. The workforce appears to be shrinking, and yet the amount of work continues to grow. During the last several years, due to pandemic restrictions, the Federal government’s multiple aid packages (known as the Coronavirus stimulus checks), and expanded unemployment coverage, many businesses experienced difficulty hiring, especially the aforementioned entry level and skilled positions. The turfgrass industry was not immune to these hiring shortages. Alabama Turfgrass Association members reported experiencing difficulty in filling positions beginning in 2020. Randy Spruiell of Mighty Green Lawn Care reported seeing a shortage of people applying for positions in 2021. He said, “Finding people to fill skilled positions has been my most difficult hiring problem.” And he’s not alone. Many ATA member companies have had to ramp up their benefit packages to include an ever-growing list of the following: higher starting wages than competitors; guaranteed 40-hour work week; salary level wages for some positions; incentive pay tied to years of service, production levels, training, or licenses attained; quarterly or yearly bonuses; medical/dental/vision insurance; retirement plans; set holidays and vacation pay.
While recruitment and hiring of new employees is extremely important, keeping the staff that you have on board is an even higher priority. The following statement should be the mantra for every organization within the Alabama Turfgrass Association in the upcoming year:
Retention is your best talent acquisition strategy.
What does that mean?
Recruiting new hires is important. Filling open vacancies is important. However, if you do not keep the good employees that you currently have, you will be running your organization like a hamster on a wheel…constantly running and running and never getting anywhere.
Pete Blank, author of this article, is a professional speaker, trainer, and author dealing with employee engagement and leadership development, states "While recruitment and hiring of new employees is extremely important, keeping the staff that you have on board is an even higher priority." Photo credit: Pete Blank, www.peteblank.com
Retention is your best talent acquisition strategy, according to Pete Blank. Therefore, consider sending your high-performing employees to the ATA Road Show seminars or a conference like the Deep South Turf Expo (shown here) or some similar event. This may be just the spark they need to feel appreciated and decide to stay with your company. Photo credit: Eddie Coutras, Leading Edge Communications
Yes, be sure to invest in recruiting strategies. Take your company’s recruitment campaign to local high schools, vocational/technical schools and college career days, as well as community job fairs. Place those ads on social media sites, your company vehicles, supply house bulletin boards, commercial signage, radio/tv, and in industry magazines. Consider placing ads in church bulletins or hiring a job recruiter. Do all the things that you normally do to recruit and fill vacancies.
But… always keep in mind that your current and future workplace culture is 100% more important than any of those recruiting efforts. Word-of-mouth about your work culture from those who are in the trenches, day-in and day-out, has more impact than any marketing materials you provide. Therefore, all ATA member organizations should make 2023 the year of retention through improving their company work culture.
So how do you do this?
First, let’s begin by looking at the current data on the industry. According to the U.S. Bureau of Labor Statistics, the overall employment of grounds maintenance workers is projected to grow 5% from 2021 to 2031, which is about as fast as the average for all occupations. About 179,600 openings for grounds maintenance workers are projected each year, on average, over the decade. Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force.
The 2021 median pay for grounds maintenance workers was $35,460 per year. For first-line supervisors of landscaping, lawn service, and groundskeeping workers, the median annual wage was $53,270. While these are good salaries, they will NOT keep a worker engaged and motivated in your company. That type of commitment only comes when the organizational work culture is supportive, enjoyable, and engaging.
In addition, the COVID-19 pandemic had a tremendous impact on the business world, and because of this, virtually everything has been disrupted. According to an article titled “Employee Work Passion Drops Dramatically in the COVID-19 Era” published on July 18, 2022 by Training Magazine, employees in every industry are feeling more stress, lower engagement, and lack of passion for their work.
With all this knowledge, it is imperative that workplace culture is a priority for all organizations within the turfgrass industry in the future, in order to improve retention of employees. The main areas to help improve future workplace culture are as follows:
• Providing clear expectations for all employees
• Mandating that all supervisors / managers properly lead their teams
• Allowing career development opportunities for employees at all levels
Money alone will not keep employees engaged and motivated; that type of commitment only comes when the organizational work culture is supportive, enjoyable, and engaging. There are many ways to do this, such as celebrating promotions, finishing a huge project or getting through a season. Some companies will sponsor a sporting event for employees to enjoy, such as a round of golf at the DSTE.
Photo credit: Eddie Coutras, Leading Edge Communications
1. Provide Clear Expectations for all Employees
A study from the Gallup Organization found that only around half of all employees know what is expected of them at work. Therein lies a huge problem with retaining top employees. How do you keep and retain your high performers if they do not even know what is expected of them? All supervisors should schedule time to sit down with their direct reports and discuss expectations with them. There are three different levels of expectations that all supervisors should discuss with their employees: organizational expectations, managerial expectations, and job-specific expectations.
The first is the organizational expectations. These should be top-down culture drivers that need to be shared with all employees. Organizations should have a mission, vision, and values that are shared with every employee at every level. This helps shape the company expectations for employees, and allows the employee to understand the importance of these values and decide if their personal values match up with the company values.
For example, Southern Grown Turf based in Roanoke, AL, lists on their website that they are an organization of
“Skilled and Courteous Professionals.” That needs to be shared with every member of the company as an expectation. An employee may ask “How do we define ‘Courteous’?” There needs to be a standard answer that can be shared with all employees so they know what it means to be “skilled and courteous,” and why that is an expectation of Southern Grown Turf.
South Dallas Turf, based in Selma, AL, states that they provide “exceptional customer service,” and their website states “We know that you have many options when choosing a supplier for your turf, so we strive to ensure our customers are 100% satisfied with their experience working with us.” Does this mean that any employee is empowered to do whatever it takes to make the customer satisfied? If so, what are the parameters? Employees need to know what they can do to create that 100% satisfaction.
Sunbelt Farms in Harpersville has a webpage that states “we consider our employees to be like family.” They also highlight their partnership with non-profits and the importance of giving back. Is this information shared with potential new hires and current employees? An employee who wants to be treated as family and has a servant’s heart may be more engaged at work when they know that their personal expectations align with that of the organization.
Tres' Wilkinson, South DallasTurf, reviews his company’s mission and vision statements for the future, along with the values that he and his dad, Stan Wilkinson, hold true. Their company slogan 'Leading the Field With Quality' is not just about the turfgrass they grow, but in the people they hire to reach their vision.
Tres' Wilkinson, South Dallas Turf
Ben Anderson inspects the mowing at Arrowhead Country Club daily with employees and discusses quality of cut expectations. Photo credit: Ben Anderson, Arrowhead Country Club
Photo credit:
The second type of expectations that need to be shared are managerial expectations. Different managers/crew leaders have different expectations of their staff, and it is important that the employee knows the expectations of their direct supervisor. A successful leader/supervisor will sit down with their employees and discuss the following expectations:
• What the employee must do if they are running late or need to request a sick or vacation day
• How should the employee best communicate with their supervisor (text, email, phone call, in-person)
• How to handle an angry customer
• How empowered are employees to make individual decisions without checking with their supervisor first
• How and where should employees spend their lunch and break times (if applicable)
• The pet peeves of their supervisor (share what the employee might do that would cause friction with the supervisor)
These are just examples, and not an all-encompassing list. But they give the successful leader an idea of the types of expectations that need to be shared with employees. Discussing supervisor’s expectations with their direct reports will not only minimize future conflict, but will also create a sense of openness and transparency that is needed in today’s leader.
One final thought on supervisor expectations: the supervisor should consider asking the employee “What do you expect from me as your leader?” The employee may share something that reveals their maturity level and understanding of working in the real world. This could be very valuable information that improves future collaboration and creates a work culture that maintains engagement and retention.
The final type of expectations are technical or job-specific expectations. These are simply how you, as their supervisor expect the employee to get the daily tasks accomplished, and how you prefer the work be completed in the most efficient and effective ways. Examples of technical expectations are: how to properly maintain and use tools and equipment, how to clean and store tools and equipment; when to do preventative maintenance on a tool or piece of equipment, and so on.
Most turfgrass related organizations start the day with a crew meeting, sales team huddle, morning conference, etc., where supervisors list the work or tasks to be performed that day. Take this opportunity to discuss company rules and expectations and give positive feedback and recognition to those deserving employees. Photo credit: Ben Anderson, Arrowhead Country Club
These are a few examples of simple expectations that should be discussed with each employee for using just tools and equipment. Similar technical expectations should be discussed for every major task category such as: how to properly mow, fertilize, apply pesticides, irrigate; and measure and document existing property conditions of new accounts, etc. These practices would help the employee in performing the best possible job every day in the manner that is expected. If technical expectations are never shared, and the supervisor just “assumes” the employee should know them, it may lead to conflict, confusion, and disengagement, which may lead to an employee looking for another job. Be sure to share these expectations early on during their first few weeks of training and orientation, and train all employees on the basics of their jobs.
2.Mandate that all managers / supervisors properly lead their teams
You can continue to recruit the best and the brightest employees for your turfgrass organization, but if your managers / supervisors do not know the basics of leading people, then all your recruiting efforts were for naught.
There are literally hundreds of supervisory skills that are needed to be a successful manager: coaching others; listening skills; handling conflict; communication skills; delegating skills; leading meetings; holding employees accountable; providing fair discipline and dismissals; looking within the company first when hiring new or open positions; celebrating with those being promoted, retiring or when reaching certain company milestones like finishing a huge project or getting through a season; change management; critical thinking; and more. While I cannot cover all of these, I do feel that the most essential leadership skills that will help you retain your top employees in the upcoming year is providing both constructive and positive feedback.
Technical Expectations are simply the procedures of how supervisors expect the employee to accomplish any daily task in the most efficient and effective way possible. An example would be how to properly maintain, use and store, tools and equipment. Photo credit: Ben Anderson, Arrowhead Country Club
According to the Training Magazine article referenced on page 26, feedback is one of the top four relationship dimensions that can influence an employee’s perception of their relationship with their manager / supervisor. Employees work better when they perceive an environment where they receive timely, relevant, and specific information regarding their performance. The study shows that managers sharing feedback has dropped significantly over the past 10 years. Sharing feedback with employees has a significant impact on organizational commitment, job satisfaction, and perhaps most importantly…intent to remain. Many supervisors do not want to share constructive feedback with employees, or if they do, they deliver it in a manner that does not meet the employee’s expectations. Here are some helpful tips to help all managers / supervisors deliver feedback:
• Give constructive feedback in a timely manner. Do not wait until the end of the week, or the end of the year, to share constructive feedback. This is like a parent collecting a list of things that a child does wrong, and then telling them all the bad things at one time. Instead, provide what is called “on-the-spot” feedback. After all, you want the employee to change their unacceptable behavior or actions, and they can’t do that if they don’t know what they are doing wrong.
• Allow them to ask questions about the feedback. For example, if you tell an employee that they are “not doing it right,” they may not know what that means. Perhaps you are using jargon or words they do not understand. Perhaps there is a language barrier. After you have given the employee your “on-the-spot” feedback, it might be good to ask them to explain what they are going to do differently next time, and/or explain to you in their own words, what they heard you say. The only thing worse than not sharing constructive feedback is sharing it and then having the employee walk away with no idea what it means or what to do next.
• Be sure to give positive feedback as well. Do your best to “observe” your employees doing something right. If all you do is share the negative, it’s no wonder you are having a hard time retaining your employees. When they do something right, or something well, be sure to give them the recognition they deserve. For some, that may be in public, and for others, it may need to be private or in a one-on-one setting. But be clear about this! Managers who do not ever recognize or thank their employees are setting up a culture of low performance.
3. Allow career development opportunities for employees at all levels
According to the Training Magazine article referenced earlier, the top four dimensions that have the most influence on an individual’s intent to remain with their organization are meaningful work, growth, autonomy, and distributive fairness. While all of these are important, the one dimension I hear talked about the most in regard to employee retention is career growth.
be sure it meets their standard of 'Leading the Field with Quality'. Opportunities such as this are a perfect time to give the employee 'on-the-spot' feedback regarding quality of work and meeting expectations per
Tres' Wilkinson, South Dallas Turf, inspects the quality of sod being cut during the harvesting process to
Pete Blank. Photo credit: Tres' Wilkinson, South Dallas Turf
Career growth in its simplest form, means an employee feels like they are working for an organization with opportunities to learn and grow in their current role, as well as the possibility of having a long-term career path. Many front-line supervisors are so thankful to have workers that they don’t take the time to provide growth opportunities. Yes, the work has to be done, but if an employee senses no future with the organization, they may start looking elsewhere for a better work environment. Here are a few ways that leaders can provide those growth opportunities.
• Provide stretch assignments that allow them to try new areas. If they are a landscaper, can they learn something in lawn care? If they are primarily a groundskeeper, are they capable of learning and preforming tree pruning and removals? If they operate large mowers each day, could they be trained to operate specialized remotely operated mowers or oversee the operation of completely autonomous mowers? Do any employees wish to take English/Spanish classes to promote better communication among the crews? Growth opportunities don’t always have to be vertical (promotions). Sometimes, the best growth opportunities are horizontal and allow for employees to be more well-rounded.
• Allow for technical learning and upgrading skill levels. While you may not have the funding to allow all employees to attend national conferences, there are plenty of regional and local events (such as the educational seminars offered by ATA including the annual Road Shows and the biennial Sports Turf Field Day and Lawn & Landscape Workshop along with the yearly Auburn University Turfgrass Research Field Day) where they can go to learn about the latest information on weed, insect and disease identification and control, fertilizers, pesticide safety, application techniques, new equipment, etc. In fact, just taking the initiative to send a high-performing employee to a conference like the Deep South Turf Expo may be just the spark they need to feel appreciated and decide to stay with your company.
• With smaller companies, there are only so many promotional jobs available. For instance, there may be several crew supervisors reporting to one manager. If that manager is not going anywhere, there is no room for career growth. It may be better to have that conversation with those crew supervisors and discuss their career expectations (which we discussed earlier). While some employees may be happy in their current role, others may have a propensity for growth, and if that is not available, their passion and engagement may be diminished.
• Some companies are purchasing the latest, most efficient, labor-saving equipment and offering to train their employees to operate this equipment. In other instances, companies are giving instruction to those employees willing to learn how to calibrate equipment and apply the latest in slow-release pesticides, time released fertilizers, plant growth regulators, etc. Many employees appreciate the new career development and added responsibility, along with the fact that their supervisors are looking out for their wellbeing, by buying equipment and chemicals that perform the same jobs more effectively, efficiently and safely with less time and labor.
No one can predict the future of the workforce in the turfgrass industry, but great companies and strong leaders can create a strategy to keep their high performers. It is all about designing a strong, positive and engaging workplace culture. Great leaders can do this in 2023 by focusing on communicating expectations, showcasing management skills, and providing growth opportunities. Doing these three things will create an organizational culture that will improve retention of your current staff and position yourself as an employer of choice, now and into the future.
Pete Blank is a professional speaker, trainer and author who is passionate about employee engagement and leadership development. To learn more and book him to speak at your next conference, visit his website at www.peteblank.com
Another way companies can provide supportive, enjoyable, and engaging work cultures is by giving employees a chance to grow and stretch their skills. Let them try performing new tasks or operate new equipment, such as remote control or autonomous mowers or sprayers. Growth opportunities don't always have to be vertical as with promotions but can be horizontal, producing more well-rounded, satisfied employees.
Photo credit: James Horton
Alabama
P.O. Box 70
Auburn, Alabama 36831
Tel: (334) 821-3000
Fax: (334) 821-3800
Email: mailbox@alaturfgrass.org www.alaturfgrass.org
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Tel: (615) 790-3718
Fax: (615) 794-4524
Email: info@leadingedge communications.com
Executive
EXECUTIVE COMMITTEE
President
Vice
Secretary
Past
BOARD OF DIRECTORS
Industry
Institution
Darrell
Jonathan Gruber
Sod
Jennifer
Travis
Mark
EX OFFICIO / EDUCATION ADVISORS
David Han, Ph.D.
Auburn University (334) 844-3980 handavi@auburn.edu
Jim Jacobi, Ph.D.
Alabama Cooperative Extension System (205) 879-6964, Ext. 19 jacobjc@auburn.edu
Jerry Pate Turf & Irrigation
The precise grading of the Field Pro® 6040 with the midmounted MultiTool™ Box Grader makes it easy for courses to renovate or build new tee boxes with a smooth surface before seeding or sodding.
Compared to traditional grading equipment, the Field Pro 6040 is lighter, more maneuverable and operator-friendly, so crews can grade tight tee boxes or repair cart paths with high accuracy without inadvertently causing peripheral damage to the course.
