The Growing Concern February 2023

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STEPHANIE GRAY BrightView Landscape

I WANT A RAISE!

During my term as President, I would like to share advice and lessons I have learned throughout the 20+ years I’ve spent working in this amazing industry. Much of this will correlate with the idea of embracing change. While it may sound cliché, change truly is the only constant we have in life – like it, or not – and adapting to modern technologies and ideas will be the key to many of our companies’ survival.

This month, I’d like to tackle the topic of “What to do when one of your employees approaches you and says, ‘I want a raise.’”

With inflation creeping up monthly, the dollars our staff earn do not go as far as they used to, and a raise will be on their minds. In this regard, the beginning of the year is a wonderful time to look back and conduct performance reviews with each member of your team in effort to determine if one is merited, either now or in the future. It helps if there is a set form for them to fill out that matches your company’s mission or vision statement, goals and/or strategic plan. This form should allow for written feedback from the employee and manager.

Typically, the employee will fill out the form first and deliver it to their manager. Once the manager reviews it and gathers any relevant information, they should complete it and set a review date with that employee. (Note: I realize everyone might not be comfortable with giving or hearing constructive criticism, but as hard as it may seem, it’s incredibly valuable for you and your employees to grow and learn as a team.)

Once the review is conducted, mutually agreed upon goals should be recorded and reaching these goals can be tied to merit increases or performance incentives. This takes “well, I guess I could give them this much” out of the equation and levels the playing field for all. Sounds simple enough, right?

During the winter months, many our businesses’ focus shifts to performing snow (or not performing snow) and preparing for the spring season (repairing equipment, taking down holiday décor or winter pruning). While finding the time to set aside for reviews during this time should be a little easier, that’s not necessarily always the case, as many of us

continued on page 6

FEATURES

PRESIDENT’S COLUMN

I Want a Raise!

WELCOME NEW MEMBERS

PERENNIAL FOCUS

Perennial Garden Design: More Changes in Design Style

FISCAL FITNESS

Contribute to 401(k) or Roth IRA?

FOR SAFETY SAKE

Increasing Profits Through Landscaper Safety Training Courses

PLANT OF THE MONTH

Do You Know This Arborvitae?

FEATURE ARTICLE

6 Steps to Successfully Onboard New Employees

DIRECTIONS

Public Outreach

ADVERTISING INDEX

OHIO’S PROFESSIONAL GREEN INDUSTRY ASSOCIATION

OHIO LANDSCAPE ASSOCIATION

9240 Broadview Road

Broadview Heights, Ohio 44147

Phone: 440.717.0002

Toll Free: 1.800.335.6521

Web: www.ohiolandscapers.org and www.myohiolandscape.com

DESIGNER / EDITOR

Rick Doll, Jr.

REGULAR WRITERS

Michael J. Donnellan, M3 Wealth Management

Dr. Jim Funai, PhD., Cuyahoga Community College

Shelley Funai, Stan Hywet Hall and Gardens

Stephanie Gray, LIC, BrightView Landscapes

Sandy Munley, Ohio Landscape Association

Bobbie Schwartz, FAPLD, Bobbie’s Green Thumb

ADVERTISING INFORMATION

Submission deadline: 10th of the month, prior to the month of magazine publication. For advertising rates and ad specs, please call 440.717.0002, or email Rick Doll Jr. at rick@ohiolandscapers.org.

DISCLAIMER

The Ohio Landscape Association, its board of directors, staff and the editor of The Growing Concern neither endorse any product(s) or attests to the validity of any statements made about products mentioned in this, past or subsequent issues of this publication. Similarly, the opinions expressed in The Growing Concern are those of the authors and do not necessarily represent the views of the Ohio Landscape Association.

OFFICERS

President

Stephanie Gray, LIC

President – Elect

Cameron Maneri

Treasurer

Ryan Drake

Immediate Past President

Brian Maurer, LIC

DIRECTORS

Brandon Barker

Tina Graver, LIC

Matt Malone

Tim McCaskey

Bob Ramser, LIC

Kate Stone, OCNT

OLA STAFF

Executive Director

Sandy Munley

Associate Director

Rick Doll, Jr.

COVER: 2021 Landscape Ohio! entry in the category of Residential Installation (Landscapes by Terra).

CALENDAR OF EVENTS

UPCOMING OLA MEETINGS, EDUCATION SEMINARS & EVENTS

FEBRUARY

FEBRUARY 3 - 12, 2023

OLA DISPLAY AT THE GREAT BIG HOME & GARDEN SHOW

This is a great opportunity to help promote the industry, our association, and your company. If you are interested in volunteering to help staff the garden during show hours, please contact the OLA at 440.717.0002 as soon as possible. Spots fill up quickly.

FEBRUARY 15, 2023

OLA COMMITTEE MEETINGS

Joining an OLA committee is a wonderful way to get involved - not only within the association - but in the industry you love. It is also a great way for a potential board member to get a feel for the association’s work and needs. Join us for our kick-off meeting, immediately before our February evening meeting. RSVP required. Call the OLA office at 440.717.0002.

FEBRUARY 15, 2023

NE OHIO EVENING MEETING

Running a business is about figuring out how you do things and getting those things done. But, as your business grows, systems might accidentally fall into place that aren’t scalable. Join us as David Gallagher (Spiritus Business Advisors) discusses how to intentionally systematize your business.

FEBRUARY 24, 2023

OLA SCHOLARSHIP DEADLINE

Each year, the OLA has scholarship monies available to selected students who are interested in pursuing horticulture in college. Eligible students include high school seniors, as well as college students, currently studying horticulture. Visit www.ohiolandscapers.org/scholarships for a full list of details and to apply.

MARCH

MARCH 8, 2023 (NE OHIO)

CREW LEADER TRAINING DAY

(Formerly Foreman Training)

Crew Leaders work side by side with employees while having to direct and motivate them. They will learn how to effectively manage their team, handle tight deadlines, all while increasing customer satisfaction.

MARCH 9, 2023 (NE OHIO) CREW LEADER TRAINING DAY

Crew Leaders work side by side with employees while having to direct and motivate them. They will learn how to effectively manage their team, handle tight deadlines, all while increasing

MARCH 10, 2023 (CENTRAL OHIO)

CREW LEADER TRAINING DAY

Crew Leaders work side by side with employees while having to direct and motivate them. They will learn how to effectively manage their team, handle tight deadlines, all while increasing

MARCH 30, 2023 (CENTRAL OHIO)

CENTRAL OHIO EVENING MEETING

(Mike Rorie: Level Five Leadership)

Now more than ever, your business will benefit from your ability to provide a vision, operate within ethic standards and be decisive. These principles will be the glue that holds your business together during challenging times. Join us as Mike Rorie (GIS Dynamics) discusses how to intentionally systematize your business. See page 7.

JUNE

JUNE 15, 2023

26th ANNUAL AWARDS GALA

Join Ohio’s landscape community for an evening out as we reveal the 2022 Landscape Ohio! Award winners. This is a great opportunity for those of you who have been contemplating entering, or for those of you just looking to spend an elegant night out with industry leaders as we celebrate our industry!

UPCOMING

- PLANT I.D. CLINICS

- SCHOLARSHIP GOLF CLASSIC

- SNOW & ICE CLINIC

- FACILITY TOURS

- STONE VENEER CLINIC

- SALES, DESIGN & MORE...

NEW MEMBERS

The Ohio Landscape Association is delighted to welcome the following members:

REGULAR MEMBERS

Blades of Grass Landscaping

15739 Hallauer Road

Oberlin, OH 44074

(440) 276-1710

Joe Novosielski

Dohner LTD

6291 Chittenden Road

Hudson, OH 44236

(330) 714-9589

Chris Dohner

Pro Edge Lawn Care

1446 Albon Road

Holland, OH 43528

(419) 865-4923

Kim Bonde

ASSOCIATE MEMBERS

Halstead Media Group

600 N Broad St, Ste 5 #2149

Middletown DE 19709

(845) 475-8162

Corey Halstead

continued from page 3

wear many hats. And what if you are a smaller company that does not have an HR staff? (As a reminder one of your OLA member benefits is discounts on HR materials. If you have any questions about that, please reach out to Sandy and Rick and they will be happy to help.)

If you break it down, it should take you 10-20 minutes per employee to fill out the review form and set the meeting date. For the review itself, you should set aside a minimum of 30 minutes, but more likely closer to an hour, for each of you to have a good dialogue on past performance and goals.

As a manager, it is important for you to have the form filled out with your critiques and be present mentally during the review. The employee will notice it quickly if their manager is distracted. Discuss both the good and bad from the previous year and let the employee speak of any issues they may have encountered. While you do not want the review to turn into a gripe session, letting the employee give feedback will help strengthen your overall relationship with them.

Conversely, critical feedback given should not come as a surprise, but your goal should be to give that feedback without bruising their ego and causing defensiveness. Be a coach and take responsibility for how the message is heard.

If you don’t have much experience performing reviews, take a few minutes to look up a TED talk video, or listen to a podcast, or two. TED is a nonpartisan nonprofit devoted to spreading ideas, usually in the form of short, powerful talks. Most talks are 15 minutes or less and you can search and watch a variety of topics.

As for a dollar amount to be given, that is up to you and your management team. Having a written review of past performance and goals achieved will help take the guesswork out of whether the employee has performed well enough to merit a raise. Performance reviews will help you build a workplace culture of trust and is a win-win for all involved. And once these are completed, then the fun of production planning for the spring/summer season can start.

Thanks for spending this time with me as I get to know you and you get to know me over my term.

- Stephanie Gray LIC

EVENT INFORMATION

DATE & LOCATION

MARCH 30, 2023

NORTHSTAR GOLF CLUB

1150 WILSON RD. SUNBURY, OH 43074

AGENDA REGISTRATION / NETWORKING FOOD / CASH BAR

6:00 PM TO 7:00 PM

PROGRAM

7:00 PM TO 8:45 PM

COST TO ATTEND MEMBERS: NO CHARGE NON MEMBERS: $50

REGISTER TO ATTEND BY MARCH 23, 2023

SPONSORED BY EMERALD SPONSORS

OLA CENTRAL OHIO MEETING Level Five Leadership

Now more than ever, your business will benefit from your ability to provide a vision, operate within ethic standards and be decisive. These principles will be the glue that holds your business together during challenging times.

Leadership is a basic and essential quality that is paramount to the success of your company. It’s a critical management skill that is often taken lightly and considered a by-product of your efforts rather than a calculated discipline. Your skills in motivating and influencing others toward a common goal may be more important in today’s business environment than ever before.

Join us, March 30, 2023, as Mike Rorie (Former CEO of GIS DYNAMICS) discusses the keys to competent executive leadership, including:

• Leadership lessons he’s learned throughout his career.

• How to construct your leadership team.

• Messages to develop your companies, future leaders & management teams.

• Methods in managing your leadership team.

As former CEO of GIS DYNAMICS and a current board member of Groundsystems, of Cincinnati, Mike enjoys mentoring industry owners for strategic growth and organizational development for their companies. He has spent his entire career in the commercial green industry spanning over four decades, growing his first company, Ground Masters, into a fivecity regional platform that served over 1,200 customers with over 500 staff members. Mike sold Ground Masters in 2006.

In 2010, Mike became interested in a small business, GIS DYNAMICS, and created the brand GO I LAWN which allowed contractors to do desktop measuring and estimating versus field measuring. He operated the business for 10 years before selling it to Aspire Software, where it now resides. This has turned into PROPERTY INTELLIGENCE.

GOLD SPONSORS

In 2014, Mike, his daughter Rachel, and former Ground Masters managers incorporated GroundSystems into a Commercial Grounds and Snow Management company.

ABOUT GIS DYNAMICS

SPONSORSHIP OPPORTUNITIES ARE STILL AVAILABLE FOR OUR CENTRAL OHIO MEETINGS SEASON. CALL THE OLA OFFICE AT 440.717.0002.

GIS Dynamics was founded in 2005 as a Geographic Information Systems (GIS) company providing custom solutions to a variety of clients. In 2009, a GIS project for a New Jersey landscaper was the catalyst for what GIS now focuses on, Software as a Service applications Go iLawn (www.GoiLawn. com) and GoiPave (www.GoiPave.com). These web based applications are designed to help lawn and landscape, snow removal and pavement maintenance contractors measure properties online to expedite the estimating and proposal process. The company now operates on the ASPIRE software platform, a Service Titan company.

PRESENTED BY

PERENNIAL GARDEN DESIGN

MORE CHANGES IN DESIGN STYLE

While the basic elements of perennial garden design are immutable, new emphases have emerged. For example, in many instances, gardening spaces have shrunk. Therefore, more emphasis is placed on creating multi-season interest in the same space.

BULBS

It is relatively easy to plant bulbs between existing perennials and ornamental grasses.

In spring, Arabis caucasica displays its very short white blossoms in mid-April but is greatly enhanced if you add blue and/or yellow to the composition with Anemone blanda and Narcissus (photo, above).

In early summer, Lilies and Alliums add height and color to the allure of perennials and roses (photo, right).

I love the look of surprise in late September when visitors see Colchicum autumnale blooming in Oenothera berlandiera ‘Siskiyou Pink’. That Oenothera rarely blooms so late and is never that large.

continued on page 10

BOBBIE SCHWARTZ, FAPLD Bobbie’s Green Thumb

Anemone blanda white and blue and Narcissus ‘Tiny Bubbles’ interplanted with Arabis caucasica.

Lilium ‘Dani Arafin’ and Allium giganteum interplanted with Rosa Oso Easy® ‘Peachy Cream’, Lychnis chalcedonica ‘Morgenrot’, Rosa ‘Dr. Van Fleet’, and Geranium psilostemon

PERENNIAL FOCUS

continued from page 8

VINES

Vines help us take more advantage of vertical space, especially where space is limited. Like many other parts of the plant palette, their aspect during the seasons often changes, thus adding even more interest.

SMALL TREES

Like vines, many trees change leaf color or have flowers and fruit that add to their seasonal interest. I’m particularly fond of Acer palmatum ‘Viridis’. The flowers and samaras are not particularly noticeable but the foliage color changes are. Each year, I eagerly await fall’s temperature drop that sparks the fireworks show of Acer palmatum ‘Viridis’.

PERENNIALS

All too often, a new gardener will focus on the color and form of perennial flowers, forgetting that most perennials are in bloom for a relatively short period of time. While those two elements are important, just as important is what the perennial looks like when it is not in bloom. What do the deadheads look like? Do they supply food for pollinators or birds or butterflies? Eryngium is an underused genus, especially useful in xeric gardens. It has interesting foliage, unusual spiky blooms, and pincushion deadheads that last throughout the winter.

Eryngium, winter.

Celastrus scandens (American Bittersweet) is merely a green twiner in spring but displays its colorful berries and yellow foliage in the fall.

Acer palmatum in mid spring.

Bobbie Schwartz, FAPLD, owner of Bobbie’s Green Thumb in Shaker Hts., Ohio, is a landscape designer, consultant, freelance writer, and lecturer whose specialties are perennial gardens and four season landscapes. In addition to being an Ohio Landscape Association (OLA) member, she is an active member of the Ohio Nursery and Landscape Association (ONLA) and Perennial Plant Association (PPA). Bobbie is a Past President of the Association of Professional Landscape Designers (APLD).

Acer palmatum in mid summer.

Acer palmatum in fall.

Eryngium, summer.

MICHAEL J. DONNELLAN M3 Wealth Management

CONTRIBUTE TO 401(K) OR ROTH IRA?

One of the more common questions came up again this week from a referral… ”I contribute 10% to my 401(k) and my employer matches the first 4%. I also would like to contribute to a Roth IRA. Should I just contribute to one or the other?”

401(k)s and Roth IRAs each offer something worthwhile, but slightly different and having both in your retirementplanning might be better than having just one.

Among the many advantages 401(k)s offer is that they make saving for retirement easy. The money comes right out of your paycheck. You also get an immediate tax break in that the money you contribute isn’t taxed until you withdraw it, preferably during retirement. Most employers match funds, perhaps the first 4% of what you contribute. Finally, 401(k)s have relatively high contribution limits. Federal law allows you to contribute up to $22,500 in 2023, plus up to an additional $7,500 if you’re 50 or older.

That being said, a 401(k) clearly should be a cornerstone of your retirement planning.

On the other hand, a Roth IRA has some great features too. You don’t get a tax break upfront since you’re investing aftertax dollars, but you do get one at the end. You can withdraw your contributions and earnings tax-free provided you meet the withdrawal requirements.

The Roth IRA contributions limits are lower than those in a 401(k) – $6,500 this year, plus another $1,000 if you are 50 or older. Of course, you’ve got to meet the eligibility requirements (phased out at $153,000 Adjusted Gross Income if single: $228,000 AGI if filing married) to contribute. Conversion from an existing Traditional IRA is another idea.

But as attractive as these plans are individually, they work even better as a pair. With a 401(k), you’re avoiding tax on your contribution today, but paying tax on withdrawals in the future.

continued on page 14

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That means a 401(k) works best if you think your tax rate is higher today than it will be in the future. You’re avoiding taxes at a higher rate and paying them at a lower one. The reverse is true of a Roth, where you’re paying tax on your contribution today and avoiding taxes in the future. Thus, a Roth is a better deal when you expect your taxes will be higher in the future since you’re paying the lower tax bill today instead of tomorrow’s higher one.

Many 401(k) plans are now offering a Roth 401(k) component. Certainly, investigate that option if it is available. And the more time you have for your assets to grow, the more advantageous a Roth becomes. Another reason is, unlike most qualified retirement plans, Roth IRAs do not have Required Minimum Distribution mandates (which kick in at age 73 this year).

We can never be certain whether our tax rate will be higher or lower in the future. Even if you expect that your income will be lower in retirement, you may also lose lots of deductions (mortgage interest, retirement-plan contributions) that could result in a higher rate.

But by putting money in both a 401(k) and a Roth IRA, you’re hedging your bets. Having different pots of money taxed different ways gives you more flexibility in managing

your income in retirement. If, for example, withdrawals from a 401(k) combined with Social Security and other income are about to push you into a higher tax bracket in a given year, you can always dip into your Roth.

So how can you maximize the advantages of both these savings plans? Start by contributing enough to your 401(k) to get the full employer match. This will give you the biggest bang for your 401(k) bucks: the convenience of payroll deductions, the upfront tax break and your employer’s matching funds (free money).

Next, contribute as much as you can to a Roth IRA, up to the limit. By taking this step, you get the advantage of tax-free withdrawals down the road, plus you get the tax diversification.

If you still save more money after this, then funnel your additional savings into your 401(k) until you reach the contribution limit. You won’t be getting the bonus of an employer match, but you’ll still get the convenience of payroll deductions, plus your money will grow without the drag of taxes until you withdraw it.

In any case, that’s the strategy in a nutshell: do the 401(k) to the full match, then the Roth, back to the 401(k) and,

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if you can save still more, look for good options in taxable accounts. If you do this on a regular basis, you should not only have a nice fat nest egg when you retire, you should also gain some decent maneuvering room for reducing the tax bite on withdrawals from that nest egg during retirement.

As always, talk to your financial professionals and tax advisors, to determine your specific needs and goals.

Scenarios illustrated are hypothetical in nature, results may vary. Investing is subject to risk which may involve loss of principal. Past performance is not indicative of future results.

The M3 Wealth Management Office does not provide legal or tax advice. Consult an attorney or tax professional regarding your specific situation. The information herein is general and educational in nature and should not be considered legal or tax advice. Trust services are provided by third parties. Neither our firm nor our financial professionals can serve as trustee

Michael J. Donnellan specializes in stock selection and retirement planning. Feel free to contact him with any questions or comments at the M3 Wealth Management Office at 17601 W. 130th Street – Suite 1 in North Royalton, Ohio.

Phone number (440) 652-6370 Email: donnellan@m3wealthmanagement.com

Securities and advisory services offered through L.M. Kohn & Company

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INCREASING PROFITS THROUGH LANDSCAPER SAFETY TRAINING COURSES

Your employees can’t work if they’re recovering. Safety should be the first thing on every contractor, or landscaper’s mind when working any job. Unsafe work is a slippery slope leading to rework, insurance liabilities, and a poor reputation among other contractors, or even customers. Here’s some tips on how safety training can drive profit and keep your budgets lucrative and predictable.

SAFE CREWS ARE PROFITABLE CREWS

The last thing you should hear as a landscape business owner is that your crew is performing “back breaking work.” Working hard is important, but working safely should be priority number one. Thorough training systems from onboarding new landscapers to on the job training can save your crews grief from covering sick calls or outright no shows from a crew member hurting themselves on the job. The moment you lose that crew member for the day, you lose a key cog in your landscaping crew that will push back timelines and kill morale.

Get your crews to buy into a safe landscaping business. Walk them through how cutting corners and unsafe work can impact their days or their careers. It helps by going that extra mile to explain not just how to do the task, but why they’re doing it. Safety rules exist because somebody suffered to make them necessary.

SAFETY KEEPS YOUR BUDGETS PREDICTABLE

Most landscape businesses create a budget based on historical data from previous work while not accounting for anomalies

continued on page 18

BUILD HIGH PERFORMING TEAMS

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continued from page 16

like equipment breaking or poor planning. There isn’t a landscape business owner that budgets jobs or an entire year to consider an injury to crew members or a piece of landscaping equipment breaking from unsafe work. It’s the equivalent to planning a vacation and accounting for travel to consist of wheels falling off or food poisoning from gas station food. The easiest way to prevent the wheels falling off of a landscape business is to take preventative measures like strong training throughout the organization. There’s a hard line between accidents happening and not knowing how to do your job on a landscaping site.

Supplement the current training your organization offers by using on-demand video training. This sets crew members up for success, knowing exactly what to expect the moment they set foot on any job site. Video training courses can cover safety essentials through hazard training, specific equipment training modules, and foundational safety knowledge spanning from WHMIS, spills, defensive driving, and more.

FIND YOUR MIX OF TRAINING

The best educators know that there isn’t one way to learn. Everybody learns differently, and having a diverse mix of

training in your landscaping business can set up every crew member for success. Traditionally, landscapers often learn the trade purely through on the job training, but there are often obstacles like availability, teaching ability, and training speed.

While there isn’t a full substitution from verbally passing down skills from one landscaper to another in-person, on demand video training can give you flexibility and fill the knowledge gaps for essential skills every landscaper or contractor needs to know for their trade. A strong mix of training can keep onboarding new landscapers and maintaining job timelines moving fast with few interruptions.

CHECK-IN AND REQUEST FEEDBACK

Communication is key for improvements from the top to the bottom of your landscaping business. Developing a strong crew instead of a group of individual contractors can create a collaborative and safe environment on every landscaping job. Morning huddles are a great time and place to introduce new organizational ideas or share safety and efficiency tips picked up on the job. Tailgate Talks (10-15 minute sessions) can be used with your crews to highlight and promote safe work for all work moving forward.

Greenius, and other providers, have libraries of Tailgate Talks your landscape business can download and adopt into your weekly routine. These landscape safety checklists open those important conversations to maintain a strong culture of safety within your landscape business.

CONTINUE TRAINING YOUR CREWS

No matter the industry, training should never stop. Developing strong training processes for your landscape business develops an ecosystem where you can take green crew members and grow them into crew leaders. Even veteran crew leaders or foremen stand to benefit from additional training through leadership training or even skill refreshes. Mike Trout and LeBron James aren’t too good for coaches and skill development, so why should anybody in the landscaping industry stop learning new skills to boost their work efficiency?

This article appeared on Greenius’s resources blog, located at www.gogreenius.com/ blog. Greenius provides training software for your growing business. Get the most for your dollar - and the best from your people - with their online training software.

JIM FUNAI, PhD

Cuyahoga Community College

SHELLEY FUNAI, LIC

Stan Hywet Hall and Gardens

DO YOU KNOW THIS ARBORVITAE?

We know you know all about arborvitae, but do you know how we know? It’s because we see them everywhere! What you may not know is that there are some close cousins within the family. Cupressaceae (Cypress) is a broad family with many notable members, such as the Redwoods (Metasequoia, Sequoia, Sequoiadendron), Bald Cypress (Taxodium), Cryptomeria, Arborvitae (Thuja), False Cypress (Chamaecyparis), and Juniper (Juniperus).

A wonderful plant to add to your hopefully expanding pallet is a much lesser-known cousin, Thujopsis dolabrata, or “False Arborvitae,” sometimes called Hiba or Hiba Arborvitae. What is interesting about this plant is the less-than-stellar reviews it gets in the Dirr manual and the misleading descriptions from the Missouri Botanical Garden. This highlights the importance of local knowledge of a plant vs. broad sweeping references. Don’t get us wrong, both sources are authorities on plant materials, but they are written through geographic lenses.

Let’s start with what this plant is. Upon first glance, it looks just like what you picture when you think “Arborvitae.” In fact,

Thujopsis is from Greek – opsis meaning resembles – as in this plant resembles Thuja. Perhaps you will notice that the leaves are a little wider, or a bit deeper-green in color, but it is a tough ID. Native to central and southern Japan, this plant is found deep in the forest, growing in consistently moist, deep soils of higher organic content. They are fully winter hardy in zone 5 and will maintain their deep green throughout the winter.

The straight species is a large tree, reaching into the 50-foot range (100 on native sites in Japan), and spans about half that in width. We’ll discuss some great cultivars in a bit.

continued on page 22

Thujopsis dolabrata, False Arborvitae.

continued from page 20

We’ve had one of these at the Funai Arboretum for some time and have loved it, but during a fall visit to a private garden guided by our great friend Bill Hendricks, this plant took on a whole new meaning in our understanding of proper plant placement and use.

Dotted across this private garden (acres in size) were specimens of Thujopsis, in a few cultivars, planted in varied sites. Some in deep shade, some in full sun, but all in deep soils that don’t get too dry during the summer. We found that while many references state to keep this plant in full sun to part shade, specimens in the deep shade of this decadesold garden looked equally as stunning.

Seeing these beautiful plants had us wondering a couple of things. One, why does Dr. Dirr say this plant “isn’t worth the commercial effort” and two, why don’t we have more of them in our own gardens?

Dissecting the first question, it’s a simple answer. The landscape industry isn’t asking the nurseries for this plant and the nurseries are pushing this plant. So, WAKE UP CALL, we all need this in our landscapes! The answer to the second question is even easier, we want too many plants for our allocated budgets!

That being said, let’s investigate the more common cultivars you need to be either growing, or buying this season.

‘Aurea’ is a smaller shrub form of False Arborvitae, settling under 8 feet… and it will take quite some time to get there. Its foliage is very splayed out, giving this shrub a ferny texture

which features gold/yellow highlights through the summer. We would place this one in full to part sun and enjoy the yellow in the foliage. Deep shade won’t allow the highlights to fully develop.

‘Koreanum’ is a bit larger, reaching into the 10-to-15-foot range and about two-thirds in width. This beauty will be at home in deep shade and seems to form a more conical shape (in the shade), versus a more rounded top in full sun. Think for a minute, this is a solid evergreen, great for screening, that is happy in full sun to full shade – literally a must have plant.

‘Nana’– like all nanas out there – is a dwarf cultivar, coming in at around the 3-foot range. This plant makes cute little green meatballs (without the ugly sheering effect) and fits perfect in a conifer collection, or your typical homeowner’s landscape. No pruning ever, no clean up ever, no real pest issues – just a perfect evergreen ball!

‘Variegata,’ as expected, is a variegated form, again in the 10-to15-foot range and just slightly less in width. The variegation is a near pure-white and makes a stark contrast to the deep green of the plant. Like ‘Koreanum,’ this plant is good to go in all light conditions and makes a great accent. Or, you can mass them up at the back of the border to build a perfect living fence.

We promise, this is a plant to start asking for if you are a landscaper and absolutely one to grow and sell to your clients for our nursery friends. Need one more reason? How about the deer seem to leave them alone and there are practically no real pest or disease issues!

Jim Funai, PhD, is full-time faculty at Cuyahoga Community College, a NALP accredited associate of applied science in hoticulture degree program. He has a PhD in Landscape Engineering and Forestry and is a Licensed Arborist. Shelley Funai is Grounds Manager at Stan Hywett Hall and Gardens in Akron, Ohio, which offers a historic estate designed by Warren H. Manning and a beautiful manor house museum. She is Landscape Industry Certified in Ornamental Plant Care.

Variegata Aurea

Koreanum

6 stepS to successfully onboard new employees

Employee onboarding is a critical (but often neglected) aspect of managing a landscape business. Your approach to training new crew members and office staff sets the foundation for the remainder of those relationships. Using their first few days well can help you keep employees longer, which benefits them and your company.

Before jumping into some of the key steps for successful onboarding, here’s a few things to keep in mind:

1. Onboarding starts before Day One.

2. Training should be structured, but not “one size fits all.”

3. While the pace changes, training is ongoing.

ONBOARDING STARTS BEFORE DAY ONE

Many companies see an employee’s first day at work as the start of the onboarding process. To be successful, though, onboarding should start much earlier – as soon as the employee is hired.

Think about a time you started a new job. Did you know where to go on your first day? What time to arrive? How to dress and what to bring with you (or leave behind)? If so, it’s because someone gave you that important information before you were officially employed by the company.

To set crew members and office staff up for success, landscape businesses need to prepare well. Whether you have a dedicated human resource manager, consultant, or other administrator, taking the time to create a thorough onboarding program can help ensure employees start their tenure with your company feeling confident and prepared, instead of anxious and uncertain.

TRAINING IS NOT “ONE SIZE FITS ALL”

Having onboarding procedures helps maintain a consistent, reliable approach. While this kind of structure is helpful, it’s important not to become too rigid.

The goal should be helping new staff feel comfortable and empowered, not just checking items off a to-do list. Try to stay flexible and consider each employee’s unique needs. Maybe a new account manager needs extra time to read up on estimating best practices. Or a crew member can only work part-time for the first three weeks while he wraps up another commitment.

continued on page 26

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Structure is great, but it should be used to serve the needs of your team - not the other way around.

TRAINING IS ONGOING

Finally, training shouldn’t stop when the onboarding process is officially complete. Prioritizing professional development for your staff and crew members keeps them engaged and increases productivity. This can take many different forms –from safety seminars or management training to college programs or online courses. There are plenty of tools out there that make getting new workers up to speed a lot easier. You could even consider building some of their courses into your training process for employees to complete during their first few weeks.

With those three guidelines out of the way, it’s time to see how we can create an onboarding program that boosts employee retention.

1). CREATE A TRAINING ROADMAP

A training roadmap helps standardize your onboarding processes. If you don’t already have one, take some time to put together a list of everything that needs to happen for new employees. If you already have a training manual or similar document, consider reviewing it to make sure it includes some of the best practices below.

To get started, think through everything new employees need (computer access, internet accounts, phone, email, desk space, name badge, business cards, etc.). Then, make a list of important information they’ll need to know (like printer codes or instructions for operating certain equipment). Next, write down any special activities and meetings that need to

happen within their first few weeks. Finally, combine all those data points in a “roadmap” that can be used to direct the process and assign responsibility for key tasks (like printing business cards or setting up an email account).

2). CONDUCT REGULAR CHECK-INS

There’s nothing worse than starting a new job and immediately feeling like you’re stranded on an island. Holding daily checkins with a new staff member may feel excessive, but it can help smooth the transition and improve accountability. Whether the person checking in is their manager, a buddy, or an HR representative, it’s important to have someone who regularly sits down with new employees ask how things are going, answer questions, and provide direction.

3). USE TIME WISELY

It’s easy for your managers to get caught up with other tasks and unintentionally leave new employees twiddling their thumbs – or struggling through work they’re not adequately prepared for.

To prevent this, make sure anyone who supervises crews or office staff plans detailed schedules for new employees. Schedules can include unsupervised time, but they should also involve meetings with relevant colleagues, watching training material, or taking on specific projects. Start with small assignments, providing constant feedback as they gradually transition to full job responsibilities.

4). IMPLEMENT A BUDDY SYSTEM

A buddy system is just what it sounds like. It pairs a new employee with a current employee, fostering relationships that help the newcomer feel more at home.

Staff may feel more comfortable talking to a peer than they would talking to a supervisor – especially one they don’t know yet. When it’s done well, a buddy system can forge strong bonds between employees, helping them stay personally connected to your company.

Generally, a buddy should be from the same department or work in a similar area. (Crew members could be buddies, for example, but probably wouldn’t want to be buddies for a new accounting employee.)

5). EXPLAIN THE “HOW” AND THE “WHY”

Onboarding can be filled with a lot of how-tos, and it should be. After all, you need to know the specifics of when to show up, how to access certain programs or use specific pieces of equipment, where to clock in and out, where to park, etc.

But those things, while necessary, aren’t all that inspirational.

What’s inspirational – and will draw new staff members in –is your company’s story. They should know a bit about who you are as a business and what makes you unique from the interview process, but take it a step further. They’re part of the team now, so help them feel like it. Show how the work you do is important because it improves people’s lives, makes

the world more beautiful, creates safe spaces for families, or provides opportunities for staff to learn and grow. When it comes to training, don’t focus so much on the “how” that you neglect the “why.”

6). MAKE IT FUN

Last but not least, don’t forget to have some fun with your employees! They’re going to spend a lot of time on the job, so setting a friendly tone early on can help. You could take them to lunch during their first week, throw an office happy hour to welcome them, or send a surprise gift to their house when they accept the job. Whatever you choose to do, taking the time to get to know them as person as well as a staff member can improve the quality of your working relationship.

Investing in good training practices pays off with happier, more productive, more engaged employees. And when they stick around longer, it saves you time and resources that would otherwise have to be invested in training someone new.

MARKETING OPPORTUNITY

With more than 282,000 readers, your ad will reach the region's best customers, all with the purchasing power to buy your products and services.

Landscape Ohio! is produced in partnership with the Ohio Landscape Association.

With landscape specific content that will provide context for your advertising message, Landscape Ohio! Magazine is the ideal way to reach the widest audience of potential customers. The magazine will showcase member projects in feature stories, trend pieces and products highlights, putting you in the spotlight.

As an added bonus, an electronic edition of the section will be produced:

• available at ohiolandscapers.org and at clevelandmagazine.com

• fully interactive with hyperlinks from all ads to the advertiser’s Web site

To view the most recent edition online, visit us at https://issuu.com/greatlakespublishing/docs/landscapeohiospringsummer2022

YOUR ADVERTISING SUPPORT WILL HELP MAKE THIS OLA SECTION A SUCCESS THAT BUILDS YOUR BRAND AND DRIVES CONSUMER TRAFFIC TO THE LANDSCAPE INDUSTRY. CALL US AT 216-377-3693 OR EMAIL KLEIN@GLPUBLISHING.COM FOR MORE DETAILS.

LANDSCAPE OHIO! MEMBER ADVERTISING RATES

Cleveland Magazine readers are educated consumers who take the time to research investments in their homes and property.

89% own their own home or condo $183,000 average market value of home.

$129,000 average family income.

34% plan to purchase landscaping and maintenance services in the next 12 months..

38% plan a home remodeling project in the next 12 months.

Cover positions are available.

Please contact your account representative for digital file requirements. *Pricing is discounted for OLA Members. Non-members, add 10% to earned rates.

16% plan to build a new home in the next 12 months.

FOR MORE INFORMATION: adsales@clevelandmagazine.com

PUBLIC OUTREACH

As it has for many years, the OLA constructed a garden for the Great Big Home and Garden Show, held at the Cleveland I-X Center, February 3 through February 12, 2023. This year’s show was reimagined, as the I-X Center made several changes to the footprint of the expo space.

The OLA’s garden is beautiful – and colorful – featuring the most plant material of any garden! With all the cold this winter, it surely is a welcome sight.

Ken and Kevin Sasak, of Sasak Landscaping, spearheaded the garden, an undertaking they have performed for many years now. They did an astounding job and we sincerely appreciate everything they do for us!

Additionally, we had other association members help with garden construction and materials aquisition. We are equally as appreciative of their contributions. (See list to the right.)

For those of you who don’t know, our garden is constructed in an effort to promote the use of OLA members to the tensof-thousands of potential customers that walk the Home and Garden Show floor. This year, we created a QR code marketing campaign intended to drive consumers directly to the referral section of our website. We had 5,000 postcards printed for the public to pick up at the show, along with signage that incorporated the QR code.

To that end, no matter where your business may be in the state, if you have not submitted your referral information

SANDY MUNLEY Executive Director / OLA

(six zipcodes that you would like referral work in and the types of services you provide) you can update this information by logging into your company profile at web.ohiolandscapers. org/atlas/portal. If you need assistance, just give us a call in the office and we will be happy to help!

I hope to see you all at our upcoming spring and summer events! Happy Spring, everyone!

Garden Designers

Ken & Kevin Sasak

Sasak Landscaping, Inc.

Project Manager

Kevin Sasak

Sasak Landscaping, Inc.

Assistant Manager

Noah Jesse

Sasak Landscaping, Inc.

Construction Team

Grunda Property Maintenance

J.A.G. Lawn Maintenance & Landscaping

Land Creations Landscaping

Pioneer’s Pride

Sasak Landscaping, Inc.

Western Reserve Landcare

Materials & Transportation

Auburn Career Center

Beardslee Nursery

Belgard

Buckeye Stoneworks LLC

Burns JCB

Davis Tree Farm and Nursery

Empaco Equipment Corporation

Grace Brothers Landscaping

Great Big Home & Garden Show

Pioneer’s Pride

Purchase Green

Sasak Landscaping, Inc.

Smith Bros., Inc.

Vermeer