the vendor to help you to buy more! Give him your shopping list and ask how long they need to put a deal together. You can call back later or have a proposal sent to you. If the dealer has any sense they will send a proposal that is a package with payment plan options. This brings the time
dimension into the deal and you can also offer to be a ‘delighted’ customer in their marketing materials - for another discount of course!
Their proposal will be the basis for further negotiation now or later on. You may not be in a position to buy
everything at once but you can go for price guarantees over a period in return for your loyalty. As a supplier I know that my clients have fixed budgets every year but if I can make a deal now to get some of next year’s budget and the year after I am a happy supplier!
So remember, prepare well, do your research, make a big shopping list and ask for the vendor’s help. Good luck in your dealings with suppliers.
You can catch Frank at BIGGA’s Harrogate Week. He is filling the keynote speaker slot at 11am on Tuesday 23 January 2007 and for those groundsmen and greenkeepers who have not yet had any supervisory or management training, or who think it’s time for a refresher, Frank will be running a ‘Moving into Management’ Workshop at Harrogate Week on 21 - 22 January 2007. If you would like to attend the workshop - contact Sami Collins at BIGGA HQ on 01347 833 800 or via their website:
www.bigga.co.uk
If you
have an urgent question about negotiating you can contact Frank at
Pitchcare.com or via his personal website
www.franknewberry.com
MANAGEMENTCorner Why should I train my staff?
Here’s the next in our mini-s series of management information. By Chris Johnson, Pitchcare Training Coordinator
An Employment Trends survey by the CBI in October 2005 revealed that 98% of employers claim to provide training, which was up from 90% the previous year. The survey also found that apprenticeships were offered by just under half (48%) of businesses. I wonder what the figures might be if a similar survey was carried out just in our industry?
What is the staff training policy at your club or company?
Do you have an established culture of staff development, or do you just do the bare minimum to “keep legal”?
Some employers, particularly in small to medium sized enterprises (SMEs), make no provision for staff training in their annual forecasts and budgets because they don’t feel they can afford it, but this is false economy and the results can be disastrous. Not many months go by without an article in the local or national press about employers who have flouted health and safety rules and guidelines by not adequately training their staff to use machinery or equipment. Less dramatic but equally damaging to organisations, is the time lost through sickness or injury caused or exacerbated by misuse of tools or machinery, through ignorance or inadequate training.
So, at the bare minimum, your staff training must meet legal requirements. But there are
many other tangible benefits of a well-trained workforce, including:
• Attracting and keeping good staff
• Staff Motivation • Better control of costs
• Higher member/customer and client satisfaction
So, given that a staff training budget is essential, the next question is how to spend the allocation in the most effective way; ie how to decide who should receive training and how to source an appropriate training provider.
A first step might be to carry out a staff analysis, comparing what you require each member of staff to do (based upon their job description) against how efficiently they are carrying out their duties (based upon their regular appraisals or, less formally, by discussions with the staff member concerned and their immediate supervisor or manager). This should reveal any gaps in their ability and knowledge and reveal any training needs. Check very carefully that qualifications are current and meet legal requirements with regard to health and safety, for instance for pesticide spraying.
Once training needs have been identified you need to find someone to deliver the training. Personal recommendation is valuable, so talk to your colleagues and associates
within the industry. Search the web and specialist groundstaff/ greenkeeper publications and, of course, talk to us here at Pitchcare!
When considering training providers, do look carefully at costs and make sure you are comparing like with like. What appears to be a relatively cheap rate can actually turn out to be the most expensive once you add in all the extras or “hidden costs”. Once you find a provider who fits the bill, it’s worth building up a relationship with them for all your training needs.
Lastly, don’t forget to keep a record in your staff files of all the training undertaken by each individual, together with copies of certificates. Include induction training and courses or instruction which is carried out by your in-house staff. This record keeping is a requirement of quality systems such as ISO or Investors in People, but it’s good practice even if you do not work within one of these schemes. Don’t forget to make a diary note of when refresher training or qualification updates are due.
For further info, contact Pitchcare 01902 824392 or email
chris@pitchcare.com Date
Course 8/9 January 25/26 January
Pesticides PA1, PA6 Pesticides PA1, PA6
January/February Pesticides PA1, PA6 1 February
6 February 15 February 30 January 22 February
20-22 February
Aboricultural Awareness for Managers (Pitchcare certificate).
Brushcutters (LANTRA) Abrasive Wheels (LANTRA)
Block Paving (Pitchcare certificate)
Remote Control Slopes Mowers (LANTRA Award)
PA1, PA2, PA6 Venue Preston Evesham Hampshire
tbc, possibly mid Wales or Midlands
Barnsley
Stone, Staffordshire tbc, probably Yorkshire
tbc Surrey
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