Knowledge Center

STMA is committed to the continuing education of its members and the public. Resources have been compiled for public audiences to address natural grass benefits, sports field safety and synthetic turf. Technical resources have been developed to help sports turf managers maintain their sports fields and facilities. Professional development and management resources are also available to assist with facility operations and career advancement.

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Featured Education

Professional Development Series

Are You “Interview Ready”?

In today’s changing job climate and transitional workforce, the average employee changes jobs every two to three years. It is estimated the average worker could have as many as 20 different jobs in his or her working lifetime. Some occupations average longer periods than others, but the days of working for the same company until retirement are almost unheard of. With that in mind, how prepared would you be if you had an interview today? The truth is, we should be conducting ourselves as “interview-ready” everyday.

Effective Verbal Communication with Employees

Very often as managers we give instruction to employees only to have the message misinterpreted, which can lead to misunderstandings, frustration, and conflicts. Employees significantly influence the outcome of any work project. If you, as a manager, communicate strategically and with purpose, you are more likely to see employees working with a common purpose towards shared goals. Effective communication helps us connect with others, build trust and respect, and improve teamwork. Communicating may seem easy, but communicating effectively actually takes time and practice. Choosing the right words, actively listening, and getting the message across are skills we all need to improve.

Employee Engagement: Fostering Employee Engagement with New Employees

Keeping employees productive, interested, and invested in their jobs are examples of “employee engagement.” The topic of employee engagement is gaining momentum in business circles as unemployment rates begin to decline, available applicant pools start shrinking, and good employees become harder to find or replace. It is estimated that as few as 1 in 3 employees in today’s workforce describe themselves as “engaged.” Employee engagement, or the lack of it, is often cited as a major reason people leave jobs. In this article, we will explore some ways to encourage employee engagement in the hiring and “onboarding” process. A subsequent article will focus on ways to keep longer term employees engaged and invested in the workplace.

Employee Engagement: Fostering Employee Engagement with Long-Term Employees

In a previous article we talked about the importance of “employee engagement” in relation to how costly employee turnover can be and how frustrating and time-consuming the hiring process is. We looked at some techniques for instilling employee engagement in the hiring/onboarding process. But what about retaining longer term employees? While losing a new employee after investing time, money, and effort into training is hard, losing a longterm, productive, valued employee can have an even more costly, far-reaching impact on your team.