Druid Hills Golf ClubEmployee Survey

2008

Why do a survey?

• To give employees a voice

• To identify “low hanging fruit”

• To find information to help reduce employee turnover rate

• To assist in the training and development of line employees and their leaders

• Improving our employees is the most critical factor in improving member service

Why do a survey now?• Time of change at the club. Most significant

change for employees in many years• New leaders, new goals, new expectations• Risk involved is that our work has just

begun. Can we deliver on employee expectations?

• A starting point, a benchmark for our future progress

• Where will we be in the summer of 2009?

Tenure at Druid Hills

Less

than

1 y

ear

1 to

2 y

ears

3 to

5 y

ears

6 to

10

year

s

Ove

r 11

year

s

No an

swer

give

n

Area of WorkGolf Operations 12 8%

Golf Course Maintenance 20 13%

Dining Room, Banquet 35 23%

Culinary Staff 21 14%

Locker Rooms, Laundry and Housekeeping

15 10%

Tennis, Security and Kids’ Counselors 5 3%

Executive, Administrative and Maintenance, Pool Snack Bar

30 19%

No Answer 16 10%

Direction and Objectives

6%

1%

1%

6%

15%

4%

5%

9%

78%

94%

94%

84%

1. DHGC has a clear sense of direction. We knowwhere we are going and how we are going to get

there.

2. I know what my goals and objectives are in mywork.

3. I understand what constitutes success in myjob.

4. I have well-defined standards of performancefor my job.

Present Work

Present Work

Leadership – Immediate Supervisor

Leadership – Immediate Supervisor

Performance, Compensation, and Benefits

Performance, Compensation, and Benefits

If I have my way, in 12 Months I will...

Wor

king

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urre

nt

assig

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uest

ano

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area

Leav

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ent

Undec

ided

No an

swer

give

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Executive Summary

• Employees have a good understanding of where we are going and what is success

• Despite low scores in several areas nearly 80% of employees are satisfied and would recommend Druid Hills as a place of employment to a friend

• We have made progress in bringing some employees up to market wages. But we still have areas where we are below market

• To find information to help improve employee turnover rate

• To assist in the training and development of line employees and their leaders

• Improving our employees is the most critical factor in improving member service

Executive Summary

• Area that needs the most attention is training our managers

• Employees are saying– Listen to me

– Involve me

– Train me

– Praise me

• Low hanging fruit – employee meals, break room and restrooms

• To find information to help improve employee turnover rate

• To assist in the training and development of line employees and their leaders

• Improving our employees is the most critical factor in improving member service

Executive Summary

• More detailed analysis available

• Departmental differences

• Written comments indicate the strength of employee feelings and perceptions

• Many areas have already begun to improve just because we have undertaken the survey and brought attention to the needs of our employees

Special Thanks Jim Webb and the Human Resources and Legal

CommitteeEmployee Survey

2008