Partially retired and willing to work

Fred Couples has recorded the lowest final round on the PGA Champions Tour, doing historic work at the age of 63. With that phenomenal round, he won the SAS Championship on October 16, 2022, shooting a career-low round of 60, 12 strokes below par. Bernhard Langer won the Chubb Classic last month at 65 years, 5 months and 23 days of age. It was his record-tying 45th victory on the Champions Tour and he won by three strokes.

Couples and Langer are both part of the baby boomer generation, born between 1946 and 1964. It’s a generation known for its strong work ethic and being independent and resourceful. At the other end of the spectrum is Gen Z, born between 1996 and 2015. This group is digitally connected, collaborative and socially conscious. Gen Z has made its way into the workforce as the baby boomers are working their way out.

Or are they? And how can everyone work together?

Be it with baby boomers or Gen Z, Minnehaha Country Club superintendent David Swift has noticed that “the employer has to answer to the associate now. The associate dictates when they are available to work and when they are going to take time off. Take it or leave it.” With more than 30 years in the industry, experience working on nine different courses, completing renovations and grow-ins, and hosting many tournaments, Swift has seen plenty.

The older workers want just as much flexibility as the younger ones. “Surprisingly, they’ve been waiting to ride a donkey to the bottom of the Grand Canyon in July for some time I’m told,” Swift jokes. “At some point they will go whether or not we have a tournament that week.” And in September, Swift and Minnehaha Country Club will host the Champions Tour’s Sanford International in Sioux Falls, South Dakota, for the fifth straight season. Watching grandkids, attending soccer and baseball games, and participating in can’t-miss family trips must be accommodated by the schedule.

Chad Lewanski, superintendent at highly regarded Sleepy Hollow Golf Course, a municipal course in Brecksville, Ohio, would agree that flexibility is imperative for meeting labor needs in today’s market. And not only flexibility with scheduling when people can work, but flexibility prioritizing and scheduling when and what work can be accomplished. Gen X was always looking for regular hours, about 40 a week. It’s different now.

“People are happy with 26 to 28 hours,” Lewanski says. “I don’t know the last time someone asked if they could get 40. Find what motivates people. With second assignments, I say, ‘Complete this and that’s it for today.’ I give them a substantial second task, but once they know that’s it, they work harder and faster and they do a good job. The difference is amazing.”

Workers are happy to get some hours, do some work, and move on to the rest of their life. Lewanski has a bumper weekend crew that can pick up slack from the week, noting that crew members are great about covering for each other, which increases Lewanski’s ability to be flexible.

Sleepy Hollow is part of the Cleveland Metroparks system, which has eight courses, and one of the perks of being an employee is free golf at any of them. Lewanski knows retirees have spent their careers working full-time and doesn’t expect them to work a huge number of hours. Part-time staff helps with the seasonal budget. One retiree works six days a week mowing greens, but he is in by 5:30 a.m., out by 9 a.m., and gets to go play. The rest work three or four days a week. They often play together and it’s no surprise that Sleepy Hollow is the reigning champion for the Morris Cup, a friendly, rivalry-filled Metroparks annual employee team scramble.

One member of that championship team is Tony Tomaro, who loves golf and has worked at Sleepy Hollow for several years since he retired from General Electric executing project engineering and project management. Tomaro was in his 50s when he retired. “I wasn’t ready to just sit at home. I was looking for something to do, maybe earn some extra cash,” Tomaro says. “I wanted something to get me out of the house and I wanted to be active.”

Tomaro didn’t plan on working after he retired so he donates most of his paycheck to local charities where he would be volunteering if he wasn’t on the course. He looks forward to getting called back to work every spring. And Tomaro, Lewanski and the crew are proud of Sleepy Hollow’s reputation and the work that they’re doing.

Recruiting, adaptations, culture

A crew works better with as many quality workers as possible, and Swift and Lewanski get top recruits through word of mouth. “Hopefully you find one good guy that fits in and brags to all of his retired friends at the bait shop,” Swift says. His older crew members are usually equipment operators, and Swift strives to provide them with comfortable seats and sun protection, as is their preference.

Lewanski brings on crew members to do specific jobs though everyone is cross trained. Any new recruit is trained at least twice by two different experienced crew members. That makes for a more well-rounded education and gives the trainee time between learning sessions to think about any questions. Lewanski doesn’t put anyone in a position where they are uncomfortable, so people feel confident. The retirees are especially good at sharing knowledge. A big benefit of an intergenerational staff is how the older generation shares a more mature perspective on life, and the younger employees can hear about that and different careers. The older generation sets a good example for punctuality and dedication too.

“It’s nice when everyone jells, from the high school kids to the retirees to everyone between,” Lewanski says. “I see Tony out there and if someone new is on the mower he takes the time to share tips, or says you have to watch this area after it rains, or let me show you how not to get stuck here. They will take the time and get off the mowers and explain the details thoroughly and professionally. It’s great to see that. It’s perfect when they take the extra time.”

Tomaro loves the beautiful sunrises and knowing that he contributes to great playing conditions. “We talk about that,” Tomaro says, “and we have pride in what we’re doing. There is a sense of accomplishment. When you’re done, it looks great and you feel good about that.”

Retirees want their work to be fulfilling. It’s more than a paycheck. It’s social time, structured time, and knowing that they have provided something for others — a beautiful greenspace to enjoy the game of golf and all that it offers. When the retirees are golfers, it means that much more. Many retirees love sports, love to compete and appreciate a game that can continue to be savored. Golf offers so much.

“The seasonal crew is excited to come back and see the changes we have made,” Lewanaski says. “A lot of the retirees are used to getting up early, then they have the rest of the day. There is peace of mind. We have some outstanding sunrises looking over Cuyahoga Valley National Park and the crew are always taking and sharing pictures. It’s getting out there, getting some fresh air and developing friendships. They enjoy learning what we’re doing, too.”

Gen Z also loves to learn and helps keep the retirees current and on their toes. There are ways to promote team bonding through shared meals and celebrating good work, but Lewanski and Swift are also good at communicating. Everyone knows to send a text with schedule changes, or to call, or just to check in about anything. The best way forward for everyone is to focus on the culture.

“We are all on the same team and that is what we discuss,” Swift says. “We are employees of the club and we will do what the club wants us to do. I focus my time on giving the why we do what we do and how we do what we do and who we do things for.”

Workplace culture is not age-dependent and, like Couples and Langer, retirees are capable of doing outstanding work. Be flexible. Have fun. Take pride in the course and cultivate the working environment. And even if there is a tournament going on, hopefully one team member is talking about your operation at the bait shop, at can’t-miss soccer and baseball games, or even while riding a donkey to the bottom of the Grand Canyon.

Lee Carr is a Northeast Ohio-based writer and senior Golf Course Industry contributor.