The Growing Concern May 2024

TheConcernGrowing

BUILDING THE BENCH:

CREATING LEADERS IN THE LANDSCAPE INDUSTRY

In the ever-evolving landscape industry, businesses face the ongoing challenge of building a robust bench of skilled employees who can lead and drive growth. As the demand for landscaping services continues to rise, the need for competent leaders becomes increasingly critical. Building a strong bench of employees doesn’t happen overnight; it requires strategic planning, investment, and a commitment to professional development. Here’s how landscape businesses can help cultivate leadership within their ranks.

IDENTIFY POTENTIAL LEADERS

The first step in building a leadership bench is identifying employees with the potential to step into leadership roles. Look for individuals who demonstrate not only technical proficiency but also strong communication skills, problem-solving abilities, and a passion for continuous learning. These individuals often exhibit qualities such as initiative, resilience, and a natural ability to inspire and motivate others.

INVEST IN TRAINING & DEVELOPMENT

Once potential leaders have been identified, the next step is to invest in their training and development. Offering workshops, seminars, and certification programs can help employees acquire the necessary skills and knowledge to excel in leadership roles. Additionally, providing opportunities for hands-on experience and mentorship can be invaluable in helping employees apply what they’ve learned in real-world situations.

CREATE A CULTURE OF CONTINUED LEARNING

Building a culture of continuous learning is essential for fostering leadership development. Encourage employees to pursue further education, attend industry conferences, and participate

CAMERON MANERI

Cleary Brothers Landscaping

in networking events. Offering tuition reimbursement, access to online courses, and opportunities for cross-training can help employees expand their skill sets and stay updated on the latest trends and technologies in the landscape industry.

PROMOTE FROM WITHIN

Promoting from within sends a powerful message to employees about the value of loyalty, hard work, and commitment. When employees see their colleagues advancing within the company, it motivates them to strive for excellence and pursue leadership opportunities. However, it’s essential to ensure that promotions are based on merit and aligned with employees’ skills, experience, and career goals.

PROVIDE LEADERSHIP OPPORTUNITIES

Creating opportunities for employees to take on leadership roles, even in a limited capacity, can help them gain valuable experience and confidence. Assigning project leadership roles, leading team meetings, or spearheading initiatives can provide employees with the chance to demonstrate their leadership potential and showcase their abilities to senior management.

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COVER: 2023 Landscape Ohio! Awards entry in the category of Residential Installation, submitted by Lifestyle Landscaping, Inc.

PRESIDENT’S COLUMN

Building the Bench: Creating Leaders in the Landscape Industry

NEW MEMBERS

PERENNIAL FOCUS

Digitalis: Foxglove

FISCAL FITNESS

Stock Market Indices

FOR SAFETY SAKE

Occupational Hazards Landscape Contractors Should Watch For

PLANT OF THE MONTH

Calycanthus Floridus: Sweet Shrub/Carolina Allspice

FEATURE ARTICLE

Landscape Industry Trends for 2024

FEATURE ARTICLE

Seasonal Employees: How to Treat Them Right and Keep Them Coming Back

DIRECTIONS

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

REGULAR WRITERS

Michael J. Donnellan, M3 Wealth Management

Dr. Jim Funai, PhD., Cuyahoga Community College

Shelley Funai, Stan Hywet Hall and Gardens

Cameron Maneri, Cleary Brothers Landscaping

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.

Melissa Roberts 3 5 8 12 16 22 26 34 38 39

ADVERTISING INDEX

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

Cameron Maneri

President – Elect

Ryan Drake

Treasurer

Brandon Barker

Immediate Past President

Stephanie Gray, LIC

DIRECTORS

Amy Gatoo

Philip Germann

Matt Malone

Tim McCaskey

OLA STAFF

Executive Director

Sandy Munley

Associate Director

Rick Doll

Membership Coordinator

Bob Ramser, LIC

Tom Rieder, LIC

CALENDAR OF EVENTS

UPCOMING EDUCATION SEMINARS & EVENTS

JUNE

JUNE 28

27th ANNUAL AWARDS GALA

Join Ohio’s landscape community for an evening out as we reveal the 2023 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! See page 7 for more info.

JULY

JULY 9 (Central Ohio) / JULY 11 (Northeast Ohio)

PLANT I.D. CLINIC

This clinic is a hands-on training opportunity for you and your crews covering the basics of Plant ID for plants typically used in Ohio. Sponsored by Willoway Nurseries & Davis Tree Farm & Nursery. See page 37 for more info.

AUGUST

AUGUST 1

24th ANNUAL OLA SCHOLARSHIP GOLF CLASSIC

Join us at Mallard Creek Golf Club for the OLA Scholarship Golf Classic! Our golf outing was created to help generate funding for our scholarship program, targeting qualified students interested in a vocation within the green profession. Call the OLA at 440.717.0002 for available sponsorship opportunities. See page 32 for more info.

WELCOME NEW MEMBERS

REGULAR MEMBERS

Bear Landscaping & Design 7014 Arlington St Brecksville, Ohio 44141 (440) 623-3250

Charlie Syroney

The Bernard Firm PLC 11833 Weston Pointe Strongsville, OH 44149 (515) 357-3459

Nataly Mualem

DR Lawncare LLC 784 Township Road 1894 Ashland, Ohio 44805 (419) 632-4294

Dexter Rogers

ASSOCIATE MEMBERS

Akron’s Finest Mulch 1735 Copley Rd. Akron, OH 44320 (330) 603-5623

Mario Halasa

Brown Equipment Co. 2501 S Kentucky Avenue Evansville, Indiana 47714 (800) 747-2312

Ashlee Berry

Buckeye Power Sales 6850 Commerce Court Dr. Blacklick, OH 43004 (614) 861-6000

Michael Keel

PRESIDENT’S COLUMN

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BUILD STRONG TEAMS

Leadership isn’t just about individual performance; it’s also about building strong, cohesive teams. Encourage collaboration, open communication, and mutual respect among team members. Foster a positive work environment where employees feel supported, valued, and empowered to contribute their ideas and opinions. Strong teams are more productive, innovative, and resilient, which ultimately benefits the entire organization.

OFFER COMPETITIVE COMPENSATION & BENEFITS

Competitive compensation and benefits play a crucial role in attracting and retaining top talent. Ensure that your compensation packages are competitive within the industry and reflect the value that employees bring to the organization. Additionally, offering benefits such as health insurance, retirement plans, and paid time off can help employees feel valued and appreciated, enhancing their overall job satisfaction and loyalty to the company.

MEASURE & RECOGNIZE PROGRESS

Regularly measuring and recognizing employees’ progress towards their leadership development goals is essential for maintaining momentum and motivation. Implement performance evaluations, provide constructive feedback, and celebrate employees’ achievements and milestones. Recognizing and rewarding employees for their efforts and accomplishments can boost morale, encourage continued growth, and reinforce the importance of leadership development within the organization.

CONCLUSION

Building a bench of skilled and capable leaders in the landscape industry requires a strategic and sustained effort. By identifying potential leaders, investing in their training and development, fostering a culture of continuous learning, promoting from within, providing leadership opportunities, building strong teams, offering competitive compensation and benefits, and measuring and recognizing progress, landscape businesses can cultivate a pipeline of talented leaders ready to drive success and innovation.

In a competitive and dynamic industry like landscaping, investing in leadership development isn’t just beneficial—it’s essential for long-term growth and sustainability. By prioritizing leadership development, landscape businesses can position themselves for success, adapt to changing market conditions, and thrive in an increasingly competitive landscape.

LANDSCAPE OHIO! AWARDS GALA

LANDSCAPE ENHANCEMENT AWARDS GALA

The Landscape Ohio! Awards Program is an annual Landscape competition, created by the Ohio Landscape Association, in effort to increase awareness of quality landscaping and how it improves our environment. In conjunction with this program, the OLA hosts a prestigious Awards Gala to recognize our designers, installers, and property owners.

The 2024 Gala will be held in the breathtaking Bridge View Room, at Windows on the River, in the heart of Downtown Cleveland. It is a semi-formal event inclusive of a cocktail hour, dinner buffet and awards presentation. This is an excellent chance for industry professionals to get dressed up and celebrate the work being done by their teams and their peers.

In addition to offering a limited amount of tickets to those who did not enter this year’s competition, the OLA is happy to announce that we will be moving our event to a Friday evening, and will be incorporating an event post-party to give everyone the opportunity to celebrate their achievements with those in attendance. SPACE IS LIMITED!

MEMBER: $99 PER PERSON

* Includes champagne toast, dinner and awards show. CASH BAR.

REGISTER TO ATTEND BY JUNE 7, 2024

MEMBERS ONLY EVENT

* Members in attendance may bring a non-member guest

SPONSORSHIP OPPORTUNITIES

* Opportunities to sponsor this year’s event are still available and we are always happy to accept the donation of door prizes. For more information, please contact the OLA office at 440.717.0002.

LAST YEAR’S MAJOR EVENT SPONSORS

LAST YEAR’S CATEGORY SPONSORS

Alvord’s Yard & Garden, Stanley Black & Decker, Snow & Ice Management Association, M.H. Eby, Willoway Nurseries, Lake County Nursery, Davis Tree Farm & Nursery, Valley City Supply, Earth ‘N Wood, Klyn Nurseries Inc., Bedford Glens Garden Center, Wolf Creek Company, Great Big Home & Garden Show, Oberfields, Unilock Ohio Inc., Belgard Hardscapes, Bigfoot Landscape Supply, Lowe’s Greenhouse ALL ROADS

Due to the nature of this catered event, all sales shall be considered final. NO refunds, or credits will be issued for no shows, or cancellations on the day of the event. If, for any reason, the event is cancelled, enrollees will be notified, and fees refunded in full.

DIGITALIS

FOXGLOVE

Digitalis has been a staple of gardens for many years. Long before it appeared as an ornamental in English gardens, it was planted in medieval monastery gardens as a medicinal since it was well known that, properly prepared, it was a remedy for heart problems. It has also been used as a poison by those who lived closer to the “dark side.” Deer do not even taste this perennial due to its poisonous nature.

While there are many species of Digitalis, the one referred to above is Digitalis purpurea (Common Foxglove), a biennial that is native to the British Isles and hardy to zone 4. This Foxglove sports large trumpets on a four to five foot stem that is held above a large basal rosette of hairy, ovate foliage. These leaves can be five to seven inches long so space the plants accordingly. The June-blooming flowers are usually purple with deeper colored or white spots within but if you cut down

the stems after the flowers fade and supply sufficient moisture, a second flush of bloom may appear in the fall. At that time, let the deadheads go to seed. As with any biennial, you may want to plant two years in a row to ensure blooms every year. There are several cultivars from which to choose.

Similar in nature is D.x mertonens is (Strawberry Foxglove) although it is a bit smaller at 3 to 4 feet. This hybrid has

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BOBBIE SCHWARTZ, FAPLD

Bobbie’s Green Thumb

Digitalis ‘Camelot’.

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PERENNIAL FOCUS

longer leaves than either of its parents (D. purpurea and D. grandiflora) as well as larger flowers. It is a perennial but usually lives only for 2 to 3 years so seeding should be encouraged. The coppery pink flowers are unique in color, definitely not strawberry red.

For many years, I enjoyed Digitalis thapsi ‘Spanish Peaks’ which is a true perennial. Its foliage is not as hairy and I find that its rosy pink blossoms appear in at least three flushes on branched stalks if I cut down the stalks at the end of each bloom period.

Digitalis grandiflora (Ambigua) is also a true perennial. Its foliage is quite different from the previous species. The leaves of this one are long and lined. The large flowers are pale yellow and bloom in June on two-foot stems. If cut back, it will rebloom periodically throughout the summer. Hardy to zone 3, this is one of the toughest species. The cultivar ‘Carillon’ is 12 inches to 15 inches tall. Similar in nature is ‘Arctic Fox Rose’. A bit taller at two feet, the rose pink flowers bloom from June through October if deadheaded, even in full sun as long as there is sufficient moisture.

There are a couple of other species such as D. ferrruginea, D. obscura and D. parviflora which are basically Foxgloves for the avid collector and for those who appreciate orange or rust-colored flowers.

Most Foxgloves do best in partial shade and average to moist soil. They combine beautifully with ferns and with ornamental grasses such as Chasmanthium, Luzula or Carex

Pick a Foxglove to be the highlight of your June part shade garden and thereafter if you plant a perennial species rather than a biennial one.

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).

D.x mertonens ‘Strawberry Foxglove’.

Digitalis grandiflora (Ambigua).

D. ferrruginea.

MICHAEL J. DONNELLAN

M3 Wealth Management

STOCK MARKET INDICES

Most investors know the names of the major stock market indices, such as the Dow Jones Industrial Average, Nasdaq or S&P 500, but what are they really?

All are based on different stock pools and vary greatly in the size and number of companies as well as how they are weighted.

There are other U.S. indexes as well as hundreds of global, country and region-specific indexes including MSCI World, Russell 2000, Wilshire 5000, Japan’s Nikkei 225 and Financial Times Stock Exchange 100 Index, etc.

The Standard & Poor’s 500 index consists of the top 500 companies on the New York Stock Exchange and the Nasdaq. Stocks in the S&P 500 index are weighted by market capitalization – the stock price multiplied by the number of outstanding shares – with a higher weight given to larger companies. The higher the market cap, the greater percentage a company will have in the S&P 500.

That means a 1 percent move in Microsoft or Apple, which are currently among the world’s largest companies, affects the

index far more than a 1 percent move in Hasbro or Mohawk Industries, which are among the smallest members of the S&P 500 index.

This heavy market-weighting gives so much weight toward the largest companies. Currently the ten largest companies are worth 30% of the index. That means if you invest $100 in the S&P 500, $30 goes toward the top ten stocks. Approximately $10 goes into the bottom half of the 250 stocks.

The Nasdaq composite includes more than 3,000 stocks traded on the Nasdaq exchange. Generally hosting more speculative companies, although many have turned out to be high performers and leaders of the future. Examples include technology companies such as Amazon and Facebook or biotech firms Amgen and Gilead Sciences. These companies may grow fast and usually have more volatility.

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Unlike the S&P 500, which draws from the largest companies in 11 sectors, the less diversified Nasdaq is about half technology companies. Like the S&P 500, the Nasdaq composite is weighted by market capitalization. And also be aware there is another index named the Nasdaq 100, which tracks only the largest 100 non-financial companies listed on the Nasdaq.

By contrast, the Dow Jones Industrial Average (DJIA) is limited to the 30 largest US companies believed to have the greatest impact on the U.S. economy.

Charles Dow, founder of The Wall Street Journal, created the index to track what he considered the 12 most important industrial sectors of the U.S. economy in the 1890s, including sugar, tobacco, gas, electric, coal, iron, leather, rubber, cattle and consumer foods and goods.

Unlike the other two indexes, the Dow is price-weighted, giving higher-priced stocks more weight and influence. So, in the Dow Jones Industrial Average, a company with a $200 share price will have four times the effect on the index as a stock that is priced at $50.

Investing in the S&P 500 index offers such broad exposure, with most of the money going to well-known large companies with reliable revenue and ready access to credit. The S&P 500, with 500 companies represented, accounts for less than 10% of the 6000 major publicly traded companies. But it contains approximately 80% of the total of the US market capitalization (or total worth of all those companies).

The largest companies dominate these indexes, so it is important to find broader diversification. Owning the Dow

Jones Industrials, Nasdaq Composite and the S&P 500 may not provide proper diversification because smaller companies will have very little weighting. Investing in specific sectors or indexes focused on small or mid-cap companies, international, growth or value, fixed income or commodities might be appropriate.

Have a plan for investing, diversify, assess your risk and rebalance on a regular basis. If you start with the premise that you are an investing failure unless you beat the market, you might be looking at your portfolio incorrectly. Investors have different risk tolerances, goals and time frames.

Talk to your financial professional to help with your specific financial needs.

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.

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

Registered Broker/Dealer Member FINRA/SIPC/MSRB

10151 Carver Rd. Suite 100 – Cincinnati, Ohio 45242

(800) 478-0788

OCCUPATIONAL HAZARDS LANDSCAPE PROFESSIONALS SHOULD WATCH FOR

There are many dangers that exist out in the world and landscape professionals face them each minute of the workday. From the moment they step into the workplace until it is time to go home, precautions must be taken. Here’s just a few of the items that should be on your short-list as both your newer and veteran employees start the season.

BACK INJURIES

It’s been reported, according to the Workers Compensation Insurance Rating Bureau (WCIRB), that in the previous five years, over a quarter of a billion dollars in back injury claims on behalf of the landscape industry have been paid out by carriers in California alone. The back claim is, by far, the most costly injury at $22,000 per claim over the previous five years and the second highest in terms of frequency. It is also the leading claim resulting in an employee’s time away from work.

Implementing pre-work morning stretches as part of the daily routine to encourage muscle flexibility prior to getting the day started will help. It is important that everyone involved in pre workday stretches understand their limitations. Use good judgment if you have had a recent muscle strain or restrictions from an old injury. This daily ritual only takes a few minutes and can be done at any location (yard or on-site) and will not only help employees warm up for the day, but also strengthen their back to help maintain a healthy career.

We’ll help make your properties outstanding.

Organics are included for dense lawns without excess growth.

Weeds carefully spot treated.

Direct client billing makes it simple for you.

Landscape referrals to you.

FOR SAFETY SAKE

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PESTICIDE USE

Another widely used work source throughout the landscape industry is applying pesticides. Guidelines should be in place for all employees prior to using pesticides, as different pesticides have varying levels of toxicity. For example, they may have the inherent ability to cause injury, damage or death to biological tissue. They can be classified as acute toxicity, which is exposure over a short duration, or chronic toxicity, which is exposure over a long duration.

Symptoms that may be felt by someone who has been improperly exposed to certain pesticides are nausea and headaches; signs seen by others are pinpoint pupils or loss of consciousness. It is extremely important to understand label directions for all pesticides prior to applying, and know that there are different levels of PPE requirements and precautions. Keep in mind that minimizing skin exposure helps reduce the amount of pesticide absorption into the body. When wearing a long sleeve shirt, long pants and shoes, exposure is significantly reduced.

When storing pesticides, make sure that all products are separated by classification: herbicides, insecticides and fungicides. It is important to never store pesticides with gas, oil or any kind of fuel product, and it is required they be placed in a locked, well lit and ventilated location that has the proper posting signs. Posters should indicate poison control phone numbers, no smoking, warnings and spill

control measures. Eye wash stations, fire extinguishers and spill kits need to be adjacent to the storage facility.

GASOLINE INHALATION & FUMES

Limited exposure to gasoline is usually low risk, however, gasoline and its vapors are toxic. Extended exposure has serious consequences on a person’s health. Some of the symptoms and signs of acute gasoline poisoning are dizziness or lightheadedness, headaches, coughing or wheezing, staggering, slurred speech, blurred vision, weakness, difficulty breathing and convulsions. Consequences of chronic exposure to gasoline fume inhalation include permanent organ damage, coma or death and is also a known carcinogen. In order to reduce exposure, it is important to add gasoline or petroleum products in well-ventilated areas. If you are required to work around these products in poorly ventilated areas, the proper respirator, safety glasses and non-permeable gloves should be worn when handling gasoline.

SLIPS, TRIPS & FALLS

Slips, trips and falls are the leading causes of employee injuries, which in many cases can be serious and painful. Poor housekeeping in areas where equipment is maintained or stored may produce spilled liquids. These areas should be inspected daily and if needed, apply products that will absorb spills such as kitty litter and chemical absorbent spill pillows. Once the spills have been absorbed, they must be properly disposed of in heavy duty plastic garbage bags.

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FOR SAFETY SAKE

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POISONOUS PLANTS

It is inevitable that landscapers will come in contact with poison oak, poison ivy or poison sumac. These plants produce a poisonous sap that can cause a skin reaction due to direct or indirect contact with the plant. Indirect contact can occur when the sap has rubbed off onto clothes or equipment then onto the skin. These three plants have key differences, such as leaf shape, that help identify them. Poison ivy may grow as a plant, bush or vine and has three shiny leaflets on a stem. Poison oak is similar in appearance except for the shape of the three leaflets, which resemble oak leaves. Poison sumac has a compound leaf (two rows of leaflets opposite each other) and a leaflet at the tip. There’s an old rhyme, “Leaves of three, let it be,” that will assist in identifying these plants. Crew members who come in contact with the plants must wash their hands thoroughly to prevent skin or eye contact. It is also important to avoid inhaling smoke resulting from burning the plants.

HEAT STROKE

The human body has heat-regulating mechanisms, which usually maintain a normal body temperature of 98.6 F, even when the body is subjected to extreme temperatures. Illness will occur when these mechanisms are overloaded, resulting in heat cramps, heat exhaustion and heatstroke. Heat exhaustion symptoms include heavy sweating, faintness, dizziness, fatigue, weak, rapid pulse, low blood pressure upon standing, muscle cramps, nausea and headache. Heatstroke is the most serious condition and can be lifethreatening if left untreated. In this situation, it is important to call for emergency help and remove the victim from the hot environment. It is also crucial that you lower the body temperature as quickly as possible. The best way to do this it to remove all outer clothing, place wet towels or sheets on the victim and pour cold water over the victim. However, never pour ice directly over the victim’s body. If the victim is alert, give him/her cool water to drink.

ROADWAY WORK

Landscape work puts people into areas where traffic may conflict with the work they are trying to accomplish. Areas such as medians and rights-of-way can create high exposure for workers to potentially dangerous situations. A plan must consider the movement of vehicles in areas where workers are present. It is up to the crew leader to evaluate the location, determine what controls are to be used, communicate the plan with the crew and

see to it that the plan is followed through. This plan should be developed to provide safety for motorists, bicyclists, pedestrians, workers, enforcement and emergency officials and equipment. Factors to consider are the time of day, weather and road conditions.

OPERATING MACHINERY ON SLOPES

Most commercial riding mowers are equipped with rolloverprotective structure (ROPS). When these mowers are in use, the ROPS should always be in a raised position. This is especially true when working in areas where a slope or body of water is nearby. Mowing on slopes with an angle of over 15 degrees should be avoided. If a slope is slick due to recent rainfall or morning dew, avoid the work until it is safe. If it is necessary to operate riding mowers near ponds, creeks, reservoirs, canals or lakes, evaluate the terrain and any slope conditions which may be present. Then, crews should establish a safety zone to ensure that the mower is operated at a safe distance from present hazards. Sometimes, a distance of two mower widths is enough.

All in all, many workplace injuries can be avoided when these simple precautions are taken. Always stay mindful of each job and its unique conditions.

This article was written by Manny Nassar and Christine Balk, Davey Institute, The Davey Tree Expert Company and appeared on the Total Landscape Care (TLC) website, located at totallandscapecare.com. Total Landscape Care helps landscaping businesses grow & manage workforce. Get best practices to streamline operations from experienced pros.

LAKESIDE SAND& GRAVEL

• Screened Topsoil (Stored in a hoop house on site.)

• Granite & Sandstone Boulders

From 8” to 12’+ priced per ton and per piece on request. 1’-2’ granite and 2’-3’ granite available, presorted, for immediate pick up.

• Mixed Boulders (Available for immediate pick up.)

• Washed Gravel, Concrete & Mason Sand.

• Crushed Gravel & Limestone products available.

• Prioritize workplace flexibility. Workers prefer jobs that provide more flexibility over those that offer more vacation days. To the extent possible, give workers a say in their schedule, work conditions, work organization, work location, and work tasks.

Fences

Beauty Quality

• Match tasks to abilities. Use self-paced work, selfdirected rest breaks, and less repetitive tasks.

• Avoid prolonged, sedentary work. Prolonged, sedentary work is bad for workers at every age. Consider sit/stand workstations and walking workstations for workers who traditionally sit all day. Provide onsite physical activity opportunities or connections to low-cost community based options.

• Provide health promotion and lifestyle interventions including physical activity, healthy meal options, tobacco cessation assistance, risk factor reduction and screenings, coaching, and onsite medical care. Accommodate medical self-care in the workplace and time away for health visits.

• Cedar fences (M any styles available).

• Aluminum & Vinyl fences (In stock).

• Invest in training and building worker skills and competencies at all age levels. Help older employees adapt to new technologies, often a concern for employers and older workers.

• S everal styles and colors to choose from.

• Manage hazards. Including noise, slip/trip hazards, and physical hazards – conditions that can challenge an aging workforce more.

• Proactively manage reasonable accommodations and the return-to-work process after illness or injury absences.

• Require aging workforce management skills training for supervisors. Include a focus on the most effective ways to manage a multi-generational workplace.

• Provide and design ergo-friendly work environments. Workstations, tools, floor surfaces, adjustable seating, better illumination where needed, and screens and surfaces with less glare.

• Utilize teams and teamwork strategies for agingassociated problem solving. Workers closest to the problem are often best equipped to find the fix.

This article first appeared on the The National Institute for Occupational Safety and Health’s (NIOSH) website, located at www.cdc.gov/niosh. NIOSH’s mission is to develop new knowledge in the field of occupational safety and health and to transfer that knowledge into practice. Their vision: Safer, Healthier Workers.

CALYCANTHUS FLORIDUS

SWEETSHRUB / CAROLINA ALLSPICE

JIM FUNAI, PhD

Cuyahoga Community College

SHELLEY FUNAI, LIC

Stan Hywet Hall and Gardens

This month, we share a genus with two species – and a hybrid – that should be on constant rotation in all of your shrub-border plantings. As of right now, we know of at least one company out there that is using Calycanthus often in their gardens, thus unlocking a secret of the horticulture world – these plants always perform!

Sweetshrub is a deciduous flowering shrub that, like most, will vary in size by the cultivar selected. Straight species has a native range along the Appalachian Mountains and foothills extending south into Louisiana, filling most of the Carolinas, Virgina, Tennessee, and Kentucky before heading north along the Ohio/ PA border into New York.

These plants grow rapidly and with ease in any average soil, but prefer well-drained. In full sun they’ll stay a bit more compact. Give them some shade and they will stretch a bit taller. Typically reaching into the 8-foot range, they are colonizers, meaning they will sucker and layer in where branches touch the ground. This can be controlled with simple, annual pruning, but with proper planning, let them do their thing to create a mass of shrubbery that builds a perfect backdrop to smaller flowering plants.

Truly, one of their greatest ornamental features are the large, lustrous, dark-green leaves. They are opposite, simple, broadly ovate with a great gloss that will reflect light and seem to shimmer when caught at just the right angle. When bruised, the leaves will emit a slightly spicy aroma.

The flowers are variable on straight species, so you should purchase a named cultivar or ask your grower about improved forms that are vegetatively propagated. In general, they are a deep-maroon color with a sweet yet spicy scent. If you ask a sommelier, they’d describe it as having hints of pineapple, strawberry, and an aftertaste of banana. The flower petals and sepals are similar (called tepals) from which the name arises from the Greek kalyx (calyx – the outermost whorl of flower sepals) and anthos (flower).

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Calycanthus Floridus (Sweetshrub)

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The name describes the flower as being a whorl of sepals which does not look like a typical flower we are used to seeing with large petals. Flowering begins in May, continuing sporadically into August. The fruit is unique, but likely not considered ornamental by most onlookers. We love them, they are shriveled up brown pods around 3 inches long, hanging upside down with a little urn like opening. They look like little brown bats hanging in the shrub. In late winter and spring you can pick them off and the hard seeds inside rattle around like a maraca!

A unique cultivar that can bring a little more excitement when planted in some shade is ‘Athens’. This cultivar has a unique yellow flower that shows much better than the dark purple species. These plants stay more compact than species at the 5 foot range, and are more dense and rounded, Pruning is unneccessary.

Proven Winners jumped on the bandwagon and released ‘Simply Scentsational,’ selected for a slightly more compact 6 foot habit and its strong scented flowers. A good grower can select and propagate similar improved forms, they just don’t have the marketing budget found in the white pots.

A closely related Chinese species called Calycanthus chinensis (formerly Sinocalycanthus) has a similar habit and use but greets with one strong push of 3 inch, large-white, blushingpink flowers in late May, but with little fragrance. Chinese Sweetshrub has only been known in the west since the early 1980s and has never caught on as a popular landscape plant. While the flowers are spectacular, the lack of fragrance may not help bring them center stage. This species is best reserved for the plant collector, but wait until we talk about the hybrids between the two species!

In the early 90’s J.C. Raulston (NC State) and a grad student named Richard Hartlage experimented with crossing C. floridus with C. chinensis and created a super plant. The resulting cross resulted in a plant called Calycanthus x raulstonii ‘Hartlage Wine’.

Hartlage Wine has the largest leaves with a beautiful shine to them. Plants are easily 10 foot and more open habit than the native C. floridus. Flowers start in May in our garden and do not stop until some time in October. It is absolutely beautiful every year with large, 3 inch blooms with sepals held wide open. The fragrance is not nearly as impressive as our native straight species, but it isn’t scentless. This cultivar is a perfect choice for the back of the border planted in large masses and just left alone. They will bloom on new and old wood, sucker around, and build a solid colony of awesomeness.

Following in the footsteps of J.C. Raulston, Dr. Tom Raney continued work on hybridizing and successfully crossed Calycanthus floridus with Calycanthus occidentalis (California Sweetshrub) and Calycanthus chinensis. This three way cross gave way to several seedlings of which ‘Venus’ was selected, and we all got a new garden beauty.

‘Venus’ holds a smaller stature in the 6 foot range and blows up with 4 inch wide, white flowers that will make you think it is a magnolia – until you get a smell of the strawberry/ melon blooms. Like other improved cultivars, the flower show comes on strong in spring and then sporadically continues through the summer providing the wonderful scent all summer. This plant should sit by everyone’s patio or front door.

Calycanthus chinensis (Chinese Sweetshrub)

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.

Landscape Industry Trends for 2024

So far, the 2020s have been banner years for the landscape industry. However, the upcoming presidential election, talk of a potential recession, climate change and other factors are all impacting client demand and trends. Landscape professionals across the country share what they are seeing when it comes to these elements influencing consumers and what they see happening throughout the rest of 2024.

RECESSION CONCERNS

For the most part, landscape companies are cautiously optimistic about 2024’s possible recession and don’t expect to see their client base stop spending.

“It looks like people who held on to their money the last year or two due to recession fears will loosen up in 2024,” says Randy Hill, director of sales for David J. Frank Landscape Contracting, based in Germantown, Wisconsin. “But their projects look to be a bit more conservative.” Hill says while inflation is driving pricing to all-time highs, their backlogs were full in 2023 and they project that to be the case in 2024 as well.

“We’ve been trying to talk ourselves into a recession for the last three years and it doesn’t ever materialize,” says Bob Hursthouse, president of Hursthouse Landscape Architects, based in Bolingbrook, Illinois. “The pace seems to have shifted

a little bit post-pandemic, whereas everyone wanted to do something at home because everyone’s trapped at home. The pace has changed a little bit. I don’t know how serious possibly a recession actually is. I don’t really see clients spending less or making different decisions than they would normally. There is still a ton of money out there.”

Adam Hallauer, CEO & president of Designs By Sundown, based in Littleton, Colorado, suspects customers might have to focus their spending a little bit more on high-value areas, whereas, in the past, clients were willing to spend more broadly. He sees consumers spending on hardscape renovations and outdoor living spaces the most.

“I think, in general, the value of our product is going to have to be better explained, or it’s going to have to be better perceived,” Hallauer says.

Grounds Professionals

CHRISTINE DUNCHUCK

CLEVELAND/TOLEDO

Mobile: 330-523-0747

cdunchuck@jerrypate.com

DREW SCHWAMBURGER

COLUMBUS

Mobile: 614-638-1423

dschwamburger@jerrypate.com

Chris di Stefano, president of di Stefano Landscaping, based in Essex Junction, Vermont, notes that their clients are being a little more cautious and pulling back on some of the high-end frill-type features.

Greg Struhl, owner of Chip-N-Dale’s Custom Landscaping, Inc., based in Las Vegas, Nevada, says that while during the pandemic, customers would say yes to the project no matter what, now they’ll think over the cost for a bit longer.

“Now I’m seeing just the reservation of the expenditure, where it’s taking them a little bit of time to come to grips with it or to figure out how to manage or move their money because I don’t fund projects or finance,” Struhl says.

Claire Goldman, principal and head of design and business development for R&R Landscaping, based in Auburn, Alabama, says that with any election year, there will be a level of hesitancy with making significant investments.

“If budget becomes the limiting factor, sometimes the client will opt to phase the project in over a few years as opposed to choosing cost-cutting materials to ease the budget burden and still achieve the outcome they are looking for,” Goldman says.

JOE YOUNG

CINCINNATI/COLUMBUS

Mobile: 513-773-6444

jyoung@jerrypate.com

STEVE YOUNG

CINCINNATI/TOLEDO

Mobile: 513-227-0113

syoung@jerrypate.com

Similarly, Joe Stark, director of marketing for GW Capital, the parent company of Ground Works Land Design, based in Cleveland, Ohio, says their client base is either going forward with a project or waiting a year versus trying to scale back their project’s cost due to recession fears.

“I don’t think pieces and parts of a project are going to be removed,” Stark says. “I think it’s just a matter of ‘Are we doing it or not?’”

CUSTOMER DEMAND

Now that COVID-19 has shifted to its endemic phase, the question of whether customers are still as interested in investing in their landscapes has been floating around. The answer is a little more nuanced than a straight yes or no.

While most landscape companies that do residential design/ build work have seen the foot come off the gas pedal slightly, in no way are homeowners uninterested in their outdoor living spaces suddenly.

“I’m still shocked that it’s been going as strong because I do have some very good, big projects that I’m working on,” Struhl says. “I’ve been thinking it’s got to stop soon.”

continued on page 28

continued from page 27

Hursthouse says that their projects are of a similar magnitude, but the pace is slowing. In 2021, clients had to wait 10 to 12 weeks to have an initial meeting with him. While they don’t have that level of a backlog, they still have plenty of work.

“We are still seeing clients investing in their outdoor spaces, but we don’t see the high quantity of demand that occurred during the pandemic,” Goldman says. “It’s settled out into a more even pace for us and we are so happy to see the supply chain end of things catching up!”

While the pandemic fueled panic buying of goods, di Stefano says it also carried through to services where they were getting calls left and right from people wanting to do a big project. Di Stefano says that has calmed down now as there is now more supply and slightly less demand.

Stark notes that the lack of additional money from the government and increased interest rates have caused the dip in free spending.

Hill says clients are still continuing to invest in their outdoor living spaces and are now including items like arbors, outdoor kitchens, bar countertops, shade structures, water features, lighting and sound.

Di Stefano says while the pandemic caused some homeowners who would have never pursued a project in the past to move

forward with one, there are still a number of people investing in their outdoor spaces. He has noticed that more customers are seeking contractors they trust to partner with.

“The trend has been to expect more from their contractor and then trust them to be the professional and that’s been really nice,” di Stefano says. “It holds us to a higher standard. It also allows us to do what’s best for the client and space.”

Rather than coming in with a fixed mindset, they are open to hearing what the designers might suggest for the space. He suspects this is driven by the fact more clients are investing a significant amount on their landscape so they want to work with someone they know, like and trust.

CLIMATE-DRIVEN TRENDS

Some landscape trends are gaining popularity due to increased awareness and climate-related issues. Depending on the region, a major focus is tied to water management whether it’s conserving it during drought conditions or controlling stormwater.

For Goldman, stormwater management is a huge issue for them, with older houses experiencing flooding for the first time as a result of the new construction maxing out the city’s stormwater infrastructure. They are also having to educate clients on not to overwater with their irrigation system. continued on page 30

Greg Botson Certified

continued from page 28

“Our biggest plant replacement challenge has been plants drowning from overwatering, but clients feel like it’s just wrong to not water,” Goldman says. “We’ve really shifted our communication to help clients understand it’s far easier to recover from under-watering than over-watering in our Alabama red clay.”

On the flipside, Struhl’s clients have been hit with fines for their water usage, so he has been replacing their grass with synthetic turf. His region is also dealing with stormwater management, as when they do get rain, it tends to have nowhere to go. He likes to utilize gutters and subterranean drains to help with this.

Di Stefano says that it is cities that are driving the demand for stormwater management projects in his area. Some cities have started offering property tax credits to residents who covert their impermeable surfaces to permeable ones.

Hursthouse says permeable pavers are becoming a common solution for them as restrictions are being put in place on the amount of impervious surfaces on a property.

“We’re actually working on a project right now where the client wants to put a reasonable-sized patio, not a giant patio, but they are 100% maxed out on lot coverage with the house and driveway, so it cannot build a patio by code,” Hursthouse says. “Our solution is we need to convert your driveway to permeable. Now I’ve got the lot coverage so I can build the patio.”

Naturalistic landscapes and natives are also getting their moment to shine.

“I’ve loved having some clients embrace a more informal, natural look with wildflower meadows, perennials, deciduous shrubs, and some freedom with creativity,” Goldman says. “The seasonality of that look gives something going on all the time and energizes me!”

Hursthouse says they’ve installed a number of prairies and oak savannas as naturalistic landscapes grow in popularity. He says his firm recommends natives and has had more clients asking about them. “There’s an increased awareness of what really works best here and should it be a native plant, which is kind of fun,” Hursthouse says.

Goldman expects there to be higher demand for natives in 2024 and her team is learning which can be successfully transplanted so they can educate their clients who ask about them. Hursthouse says due to the severity of storms they’ve experienced, they’ve had more clients asking about resilient plants.

“We’ve installed eco-friendly landscapes utilizing native plants and organic compost to encourage wildlife and pollinators recently and we expect that demand to grow,” Hill says.

An outlier in this trend is Colorado. Hallauer says that with their influx of residents coming from California, Texas, or the East Coast, these clients are seeking plant material that they are used to from different zones and climates.

“We end up pushing the envelope to get what they want, but it’s definitely more structured, more layered, more formal,” Hallauer says.

Most of these out-of-state clients want plants like boxwoods and hydrangeas, not necessarily high plains desert vegetation. Hallauer says even when they educate customers on the water demands, long-term investment and maintenance implications, clients still choose to go the opposite of what is best suited for the region.

“That’s about as best we can do and try to reach them in maybe a mindful way, but at the end of the day, they have the final say,” Hallauer says.

This article appeared in the National Association of Landscape Professionals’ (NALP) newsletter, The Edge. Stay up to date on the latest trends and strategies for landscape and lawn care businesses by recieving their latest news weekly in your inbox. Register to subscribe at https://blog.landscapeprofessionals.org/

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SEASONAL EMPLOYEES

HOW TO TREAT THEM RIGHT & KEEP THEM COMING BACK

For companies that depend on seasonal staff, building a good relationship with new hires is important. It’s worth paying extra attention to the onboarding process. With less time in their roles, employees can’t afford to take six months to get comfortable.

Ensuring that these individuals feel right at home on day one has benefits for the employer, as well. While not everyone will continue on to long careers with your company, others may transition into full-time roles. Their experience working with your company — even if only for a few months — may affect whether they continue to use your product and how they talk about you to others. It can also affect whether they refer others to you (whether as customers or employees) or whether they return when you need help again next season.

That said, the best approach to employing seasonal staff is the same as it is for permanent staff: take care of the ones you already have, so you don’t have to use your resources to find new ones!

If you want your seasonal employees to come back when you’re ready for them, it really boils down to making sure

they know how much you appreciate them, and keeping in touch with them like you do with full time employees.

SHOW APPRECIATION IN-SEASON

Make a good impression on them while they’re actively employed and showing up regularly in the workplace. Wow them during onboarding, give them opportunities to make friends in the workplace, go out of your way to do nice things, and make sure you schedule exit interviews before they complete their season with you.

1. Go beyond standard onboarding procedures.

Seasonal employees are often less invested in the company because they feel less invested in by the company itself due to the temporary nature of the job. Instead of giving them an abbreviated onboarding because they’ll only be with you for

a few months, give them the same experience that permanent employees get, even for returning seasonal employees.

If your onboarding process is too long or intense, consider breaking it out into smaller pieces over time (e.g. one hour each day for five days) or scheduling it to take place before the seasonal employees are needed on the job.

Pair new seasonal employees with senior staff to provide mentorship, guidance, and a dedicated source to answer all their questions. Make sure their manager checks in with them often and gives them the chance to ask questions frequently.

By ushering seasonal employees into a healthy culture of psychological safety where they feel empowered to ask questions, they’ll remember their experience at your company as a positive one they’d be thrilled to return to in the future.

2. Encourage friendships at work.

According to an article from Harvard Business Review, making friends at work during sponsored lunches or team building

events leads to higher job satisfaction and production. One reason for this is that having friends in the company makes it easier to ask for help without fearing you’ll be judged as a poor performer. For seasonal employees who have a lot to prove in a short amount of time, this is especially important.

If you create opportunities for seasonal employees to connect with both temporary and permanent staff, not only will it make them want to return to work there again in the future, it will make them want to share the wealth with their family and friends. This can lead to more employee referrals (especially when monetary incentives are included), which we consider to be one of the most underrated sources of high quality job applicants.

3. Do nice things you don’t have to do.

Any token of appreciation will go a long way when it comes to letting seasonal employees know they are valued and appreciated. Gestures like a verbal thank you, a catered lunch, a cash bonus, or extra PTO will all help anchor the employee’s experience to a positive sentiment and make them want to return.

continued on page 36

FEATURE ARTICLE

from page 35

4. Conduct exit interviews with seasonal staff. Exit interviews should always be a part of your offboarding process, but it’s particularly important when you’d like for the exiting employee to return in the future. In the interview, your goal should be to find out:

• What they liked about the job

• What they didn’t like about the job

• What incentives would get them to return

• What (if anything) is preventing them from returning in the future

This process is helpful on multiple fronts. It will uncover workplace or management issues you might not have known about and need to address. It will confirm the things you are doing right, which you can then leverage in job postings and advertisements. You will also leave the exit interview with a better idea of how likely the employee is to return in the future.

At the end of the exit interview, if they’re interested in returning and you’d like to have them back, consider making an offer on the spot and signing contracts in advance. You might even offer a one-time resign bonus as further incentive. This gives peace of mind to both parties and solidifies their commitment to each other.

SHOW APPRECIATION OUT OF SEASON, TOO

This is where you really have a chance to shine simply by keeping seasonal employees in the loop and staying in regular contact with them. Let them know you consider them an actual employee of the company—not merely seasonal help— and they’ll be more likely to hold space for you in their future schedule considerations.

1. Keep in touch.

Your best bet for getting a seasonal employee to come back is to communicate with them regularly throughout the year as if they were a full time employee. Examples include:

• Sending them a card or text message on their birthday.

• Making sure they get copies of the company newsletter so they can stay up to date on internal happenings and development.

• Inviting them to company events like holiday parties and cookouts.

While these may seem small and insignificant, they send a very important message to the employee that they matter to the organization and have a place in it year round, even if they’re only physically present for part of it.

2. Offer positions to last year’s workers first.

If you keep in touch with your seasonal employees throughout the year, it’s going to be a lot easier to reach them when you’re ready to hire. You can again demonstrate their value to the organization by offering them open positions first, before returning to the market to hire externally. And if you really want them back like you say you do, make sure the offer comes with a pay increase over the previous position they held.

In conclusion: treat them well when they’re actively working for you, stay in regular contact with them when they’re not, and always strive to create a positive working environment.

This article was written by Danielle Riha, Content Marketing Manager for Team Engine. Team Engine helps Blue-Collar Businesses build, manage and retain better teams. Learn more at www.teamengine.io

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PLANT I.D. CLINIC

This Plant ID Clinic is a hands-on training opportunity for you and your crews that will cover the basics of Plant ID for plants typically used in Ohio. Plants covered include perennials, groundcovers, ornamental grasses, as well as trees and shrubs - both evergreen and deciduous.

Those who should attend are plant installation staff, maintenance staff, garden center staff, foremen, and anyone studying to take the Landscape Industry Certified Technician’s Test.

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LANDSCAPE OHIO! AWARDS GALA

Our Landscape Ohio! Award’s Gala is a celebration of all the amazing work our industry does EVERY. SINGLE. DAY!

This year, the Gala is being held at Windows on the River, in the Flats of Cleveland, on Friday, June 28th.

This event isn’t just for those that have entered the award’s program. It is a really fun, uplifting event and you should join us! It is a great time to network with others.

The evening will begin with a commemorative photo opportunity, followed by a walk down the red carpet complete with champagne toast. You will be treated like the celebrity you really are!

Hors d’oeuvres will be served and a cash bar will be open as everyone arrives. And we will enjoy a delicious dinner before the presentations begins.

In addition to the landscape awards, we will be honoring Kim Sayers of The Ohio State University’s Business Training & Educational Services, as the recipient of the OLA’s Lifetime Contributions to the Landscape Industry Award. If you were involved with the Hands-on Landscape Industry Certified

Technicians Test that we partnered with OSU and ONLA to provide, you will know how dedicated Kim was to this program for more than 20 years. We will also be honoring four OLA Scholarship recipients during the evening.

Next, awards will be provided for winning projects in the Landscape Ohio! Awards Program. There are 19 different categories to enter projects in. Suspense fills the room because we do not announce the winning projects in advance. It is fun to see the projects and get ideas to use in the future from the slide show that accompanies the presentation. If you have not entered this competition before, but have been considering it –you really should attend this year!

When the presentations are complete, we have added an afterparty! We will move to a different room and enjoy more networking. There will be lighting, music, cash bar, and snacks served. It will be such a great time!

Please join us for this fun event. Details are on page 7. Come celebrate the industry with us! I am looking forward to seeing you there!