Following excellence
Kerri Allmer, the office manager for Drakeley Pool Company, reflects on her own experience of transitioning from her 10-year tenure at a software company to her new endeavor in the pool industry.
“I was not sure what line of work I was looking for, but I did know what type of work environment I was seeking,” says Allmer. “As someone who had dedicated a decade to a fast-growing and innovative organization, I knew the best companies benefit from a team of people who are ‘in it for the long haul.’”
Finding a pool business with a staff that had been with the company since its inception almost 20 years ago was a huge selling point. This level of retention indicated the team believed in what they were doing, enjoyed their work, and were appreciated by management. This mutual respect was also apparent by the fact all of the company’s team members were featured on the firm’s website, not just the management team.
At Drakeley, a two-way line of communication between management and employees fosters a deeper understanding of the company’s goals and the expectations of its staff, and allows employees to provide invaluable feedback to management regarding their daily tasks, issues they see, and ideas for growth. This culture of open communication provides a diverse perspective for management, and allows all team members to feel as though they have a voice and their input is important and appreciated.
Drakeley’s involvement in the industry, both pool and concrete, was another major selling point for Allmer. His commitment was evident in the dedication to his craft, as well as his passion for the work. That dedication and passion has been infectious to staff and cultivated a positive, enthusiastic environment. As time has progressed, Allmer has continued to be exceptionally proud to be a part of this team. Although Allmer has only been with the company for approximately two years, she plans to be there for many more.
“The company’s investment in its employees through education and training develops confidence and an increased appreciation for the product we are selling and building,” she says. “This builds enthusiasm and pride in what I’m doing on a daily basis.”
In review
As evidenced in the pool industry, and in the labour market at large, the workforce is evolving and presenting an opportunity for the workplace to adapt. While today’s workforce challenge may seem daunting and unique to the pool industry, these aquatics directors, pool building firms, and service company owners view the hiring challenge as an opportunity. Their approach is enabling employees at all levels, and from all segments of the market, to achieve their career aspirations, in spite of the seasonality and stresses that are common to the industry.
Successful employers are adapting their workplace culture to resonate with today’s workforce. They are coaching staff to personal and professional growth, and focusing on building strengths through education. By communicating priorities clearly and valuing staff input, they are creating an atmosphere of transparency. Most importantly, these industry employers are offering their staff members a sense of ownership and the opportunity to engage in the business in a meaningful way that fulfils their desire to make a difference. Together, the industry culture is evolving and creating a solution to provide for the next generation of the industry’s workforce.
Rose M. Lyda, MPA, has been a swimmer her whole life, for health and recreation, and as a swim instructor and lifeguard she has developed a great appreciation for aquatic safety. An elementary teacher by education, she has taught in Oregon, Oklahoma, and Moscow, Russia. Subsequently earning a master of public administration, Lyda is engaged civically in the local Colorado Springs, Colo., community in the non-profit, private, and public sectors. The combination of her education and experience gets put to daily use in directing the marketing and product development of the National Swimming Pool Foundation (NSPF). She can be reached via e-mail at rose.lyda@nspf.org.
