Whether you plan to harvest the fruits of your hard-earned labor in 2019 or in another five years, use your New Year’s energy to start working on your plan for best results. Start with a reference point for your company’s value today, identify actions to add value to your company going forward and explore your options for transitioning the business. This time next year, you will be glad you did.

First, get a market valuation for your company as it stands today. You will gain a “ballpark” number for the company’s value if sold in today’s market. (Not to be confused with a business appraisal, which can be used for legal reasons). The report includes assumptions used to make the valuation and will indicate areas to focus on to increase the company’s value.

Second, how healthy is your company? Are you optimizing your company’s potential? Growing too fast or too slowly? Potential buyers for your company will use the same factors as you do to evaluate the company. These can include:

• positive trends in sales, net income and margins over a period of years
• quality of clients and long-term retention
• leadership bench-strength
• quality of employees, culture and training
• business location, fleet and equipment
• market size and potential

What’s your “grade” on these? Which ones should be improved? Ideally, have a third party give you some honest feedback. In my experience, most owners think their companies are stronger than they really are. Independent surveys and/or a trusted adviser can give you an assessment of your strengths and weaknesses with an eye to improvement. It’s better to know now so you can get to work on key issues.

Measure your performance on an ongoing basis. Smart companies create a dashboard to measure key performance indicators (KPIs) and make necessary adjustments. KPIs will include financial measures as well as input from HR, client satisfaction surveys and operations.

Third, determine what your options are for transition. Do you want to transition to a family member or insider, or sell to a third party? Have you planned for after the sale? How much money will you actually receive from the sale? Pre- or post-tax? Or do you plan to strip out as much cash as possible and liquidate at the end of some time period?

All of these are valid options and will have aspects that can be managed for best results. Each will require some exploration with your adviser.

Having a plan will give you peace of mind as you move ahead.

The best time to plan for the transition of your business is well before you want to take action.

Make a plan in 2019 for stronger, healthier business results toward your “harvest” of maximum value for your hard work.

Alison Hoffman leads acquisitions for the Harvest Group. She is a former senior vice president of operations at a NYSE company.

Soil amendments can improve water availability to plants, keeping more water in the root zone where plants can reach the moisture. “That happens through improving the infiltration of water into soil and improving water retention,” says Jessica Davis, head of the Department of Horticulture and Landscape Architecture at Colorado State University.

Davis is speaking of compost, specifically. Following a study the university conducted evaluating topdressing compost on turf, “We were surprised that even topdressing had a big effect on improving water infiltration and reducing run-off,” she says.

Considering water scarcity in many parts of the country, especially out West, the more we can do to enhance soil’s ability to hold on to water, the less dependent we will be on irrigation. “In Colorado, we are always concerned about water,” Davis says. “We’ve had large increases in population in the last decade or so, and so we have more urban water needs and less water available for farming, or even for landscaping.”

Beyond helping soil retain water, soil amendments also create stronger, healthier turf that can stand up more readily to weeds and disease. The key is to choose a quality soil amendment – and to apply it properly. Here’s a deeper look at how to select and use soil amendments, and why these organic add-ins can elevate the service you offer to customers.

Do-good ingredients.

Technically, a soil amendment is any material added to a soil to improve its water retention, permeability, drainage, aeration and structure. “Basically, amendments have organic matter in them, and as they decompose, they become humus in the soil and increase the soil organic matter content,” Davis says. “Organic matter is much more effective at holding water in the soil as opposed to sandy soil, where the water drains too freely.”

The ultimate goal of a soil amendment is to create a better situation for roots. There are a couple different ways to include soil amendments into a lawn care regimen. Compost can be applied as topdressing on to turf, or it can be worked into the soil before planting.

In landscape beds, working in soil amendments before planting can supplement the nutrients and organic matter in soil to assure planting success, says Jim Sellmer, professor of horticulture in the Department of Plant Science at Penn State University. Sellmer prefers compost over most other organic amendments, which can include sphagnum peat, wood chips, grass clippings, straw, biosolids, sawdust and wood ash. Inorganic amendments range from pea gravel, sand, perlite and vermiculite, among others.

First, identify the goal for soil – then choose an amendment. For example, if you want to improve soil quickly, you’ll want an amendment that decomposes rapidly. If you’re looking for long-lasting improvement, select an amendment that decomposes slowly. “Soil amendments take time – they are like a slow-release fertilizer,” Davis says. “They have to decay, release nutrients to plants, and then with time, less fertilizer will be needed.”

Also, Davis says, “Whatever goes into the compost will affect what you get out of it.”

For example, you’ll find macronutrients like nitrogen, phosphorus and potassium in composted manure, along with micronutrients like zinc and manganese. “If you’re dealing with composted cow manure, those animals eat plants and then excrete plant nutrients,” Davis says.

There is no exact recipe for compost. “Feedstock affects characteristics, so each batch can be different,” Sellmer says. “Knowing in advance what the characteristics of the compost to be purchased are is an important piece of information for the contractor.”

Ask for a compost test from the supplier so you know exactly what you’re getting. “If that is not possible, request the right to reserve a pile and do the compost test yourself,” Sellmer says.

“We’ve had large increases in population ... so we have more urban water needs and less water available for farming.” Jessica Davis, horticulture department head at Colorado State University

This is important because compost impacts soil pH. “If the compost is heavily manure-based, wood-based or a mushroom substrate, it can raise the pH,” Sellmer says, adding that there can be a short spike in pH as materials initially break down into the soil.

That said, compost generally reduces soil pH, which is especially helpful in regions where soil tends to be alkaline. “Generally speaking, as organic amendments decompose, they release organic acids and reduce soil pH,” Davis says.

Sellmer advises testing soil pH prior to planting in new soil – and before choosing plants for a landscape bed. A soil test will determine the nutrients available on a site so you know what supplements might be required so the plants will thrive.

“I recommend a preplant or predesign soil test, followed by a soil test about every three years,” he says. “This allows the contractor or client to compare the original test with the present test to see if things have changed in the landscape.”

Soil tests should come with recommendations for whether nutrients are needed. “Soil amendments should be based on soil test report results because they are intended to supplement the nutrients and organic matter in the soil to assure planting success,” Sellmer says.

Sourcing quality amendments.

Even with organic matter and the benefits soil amendments bring to the earth, you can put down too much of a good thing. “It’s important to know that you can over-do it,” Davis says.

According to a Colorado State University Extension report, ‘Choosing Soil Amendments,’ manure-based composts should be applied at a rate of 1 inch incorporated 6 to 8 inches into soil. Plant-based soil amendments with lower salt levels can be used in greater volume, with an average application rate of 2 to 3 inches worked into a 6- to 8-inch soil depth.

With topdressing, you’ll add a thin layer of material on top of turf – about ¼ to ½ inch of topdressing depending on the turf height. Ideally, turf should be aerated before or after topdressing to work compost into the soil.

“It’s important to take a measured approach,” Davis says. “I’d rather see people apply small amounts of compost topdressing annually for several years rather than trying to ‘catch up’ quickly by applying a lot.”

Proper application is critical – “moderation is key,” Davis says. Also, you want to be sure to use quality compost. “That is one of the biggest challenges that contractors need to be careful about: where you source compost, and make sure it is well composted,” Davis says.

If manure is not fully composted, it will release an odor. (If composted right, this is not a problem.) Also, poor-quality compost that is not heated at high temperatures can contain weed seed. You don’t have to guess whether compost was done right if you request a compost analysis. “It is possible to do damage with bad-quality compost,” Davis says.

Providing this analysis to customers can give them peace of mind that the soil amendments you’ll use on their property aren’t “garbage in,” and will make a healthy, lasting impact on soil quality and plant health.

The Green was everywhere. Green cupcakes with green icing, Granny Smith apples, Mountain Dew – and it wasn’t even St. Patrick’s Day.

Instead, it was a “Green Fiesta” organized by Molly John, co-owner and CEO of M.J. Design Associates, and her husband, Joel. The duo owns M.J. Design Associates office in Columbus, Ohio, and they threw the party when the first of their crews’ green cards arrived in August of last year.

Although a few of the applicants were still waiting for cards to arrive, the Johns felt it was necessary to celebrate those who received theirs.

“It was because of everything we’ve gone through,” she says. “Even though some of the cards weren’t in, it was for them to see the process is working and our patience is paying off.”

The experience wasn’t always a party – the months of waiting here in the U.S. through the ever-changing process of obtaining a green card proved agonizing at times, especially during the winter.

One man missed his daughter’s quinceañera. Another of John’s employees, Fernando Rivera, missed the birth of his only son last February because he couldn’t go home.

“It took us almost three years in waiting through the whole process,” Rivera says. “It’s difficult and hard to lose time. (This is) not really my case, but the other guys are losing time with their sons and daughters who are growing up, walking, crawling.”

There’s no telling how long the rigorous process might take, but in general, becoming a permanent U.S. citizen via green card opens up a variety of opportunities that later outweigh the hardships of waiting.

Why a green card?

For the past 15 years, M.J. Design Associates has participated in the H-2B program to provide the company with its seasonal workers. When the company first got involved in the program, it requested two employees. Gradually, the company increased its request for H-2B workers.

The company primarily relies on the program for seasonal workers. They now have 25 employees, 18 of which are H-2B.

Use of the program started in 2003, when John says she struggled to recruit reliable American workers. She wanted to stick to domestic labor and says she advertised the jobs extensively, but after talking to colleagues who used H-2B, she identified the program as an increasingly viable alternative.

John says the program has become much more volatile in recent years. She seldom knows if she will receive her workers until a few weeks before the season starts, so it has made planning for spring and summer tough. Yet most years, John says she has received almost all the same H-2B workers. She’s familiar with them and they’re familiar with her.

Some of them serve as foremen who lead her crews. She knows about their family backgrounds, their interests and their hobbies. Many of the employees know each other well, whether they’re brothers, in-laws or close family friends. There’s a mutual trust after years of working together.

So, with H-2B not always guaranteed, M.J. Design Associates decided to pursue green cards for its consistent H-2B workers in 2015.

“We reached out to a local attorney who told us we could sponsor (our H-2B workers) as employees,” John says. “Most of our guys have come back. We’ve gotten to know them so we know they’re trustworthy.”

After a few years of filing paperwork (and much patience), 11 of M.J. Design Associates’ former H-2B workers officially received green cards as of December of 2018, while three are still waiting.

“It’s by far been worth the investment,” John says. “Allowing them to have green cards now allows us to plan for 2019.”

Getting started.

After John learned she could potentially sponsor a few of her H-2B workers for their green cards, she approached her 18 H-2B employees to see who would be interested.

She made it clear that they would need to have some buy-in and pay for half of the costs associated with the application process. John estimates each green card costs roughly $5,000-$7,000 by the end of the process. Even with the cost, she says almost all of them were excited about the possibility.

With the interest level high, John partnered with a Columbus-based attorney who had some experience with immigration laws.

While there are fees associated, it’s worth the cost if it helps to ensure the process works, she says.

“Find a good, strong immigration attorney who has filed green cards and can explain to you the process and the timeline,” she says.

John adds that she only decided to pursue green cards with the 15 H-2B workers she knew she could trust. She recommends employers only sponsor green cards for regularly returning H-2B workers.

“My theory is you want people you know are loyal to you. If someone has only been with you one or two years, a green card might not be a good option,” she says. When John decided which of her H-2B workers could be a good fit for the green card visas, her attorney provided her with some general steps (visit the “web extra” tab on Lawn & Landscape’s website for detailed steps.)

She also brought in a translator, who comes in during performance reviews and company meetings, to help explain the green card process to employees. The steps were vague, but she says they served as a starting point.

The first step was to send a request to the Department of Labor for a prevailing wage filing. About a month after receiving that from the department, M.J. Design Associates had to spend three to six months actively recruiting domestic laborers for its vacant positions.

From there, they could officially start the green card application process with some of its H-2B workers.

John says the final stage of the application process is the longest, hardest and most expensive.

Long wait.

The final stage of actually applying for H-2B workers to receive green card visas involves a lot of forms and waiting. There are a few steps in the months-long process.

“It involves a lot of time, paperwork, organization and patience,” John says.

First, M.J. Design Associates had to fill out permanent labor certification (PERM) forms and PERM questionnaires for each of its green card visa applicants.

Then, the Department of Labor approved the PERM certification, typically within five to seven months, at which time each employee filed form I-140 Visa Petition with United States Citizenship and Immigration Services. At that time, John says, it is encouraged to pay the additional Expedited Filling fee along with the I-140 application.

This ensures USCIS will make a determination on each petition much faster, usually within a month, versus waiting another 8-12 months to hear from them.

Once the I-140s were approved, the employee could proceed with their final step in completing the green card visa forms, which include the form I-131 advance travel document, the form I-765 employer authorization document (EAD) and the form I-485 petition for adjustment of status within the United States.

John says forms I-131 and I-765 had the “most agonizing waiting periods” in the entire process.

“There is no way to know how long (the United States Citizenship and Immigration Service) will take to process the paperwork,” she says.

These forms were filed for 14 men between August and early October 2017. What was thought to be a 45-60 day process turned out to be much longer. By the end of November 2017, only two men had received their travel documents and work authorization cards, just as the H-2B workers would normally be heading home.

The remaining 10 men had to remain in the U.S. through the holidays. Two more received their travel documents in mid-January and the remaining 10 did not get their documents until the end of March.

“Two men got to go home for the holidays, but no one else was approved in time,” she says. “So, we ended up with 12 guys here all winter.”

John says the complicated part about green card applications is that timing depends on which desk receives the paperwork. Some citizenship agents can complete the process reasonably fast, while other people – even in the same department – may simply take more time finishing the process. You have no way of knowing how long your application might take to process.

This was tough on the applicants since they couldn’t go home over the winter like they usually would through the H-2B program.

“It’s hard, but they understand and know it’s a benefit to have that (green card),” Lorenso Garcia says through a translator.

He’s also an H-2B employee who’s still waiting on green card approval. “They’re just waiting for me whenever I can be there, but they’re excited to see me.”

John says she encouraged the applicants to be patient and reminded them the process is slow. Most of the applicants understood they had to wait, but she says it was hard nonetheless.

“They kept thinking their applications were lost,” she says. “It was hard for them to understand why. Part of it was me. I said we hoped it would take 45 days so they lost faith in what I told them.”

So, as an incentive, John says she paid rent and utilities for the applicants who were stuck in the U.S. for the winter. She took them on a field trip to an industry trade show for one day in January 2018. She also treated them to a tour of the Columbus Nationwide Arena to meet the Blue Jackets NHL team. And on Christmas Day, she and her husband invited them to their house for brunch.

“In my case, I thought it was going to be faster,” Rivera says. “The most important thing though is that it’s a really nice chance and opportunity … to be a part of the work here in the United States.”

After a hard winter, most of the applicants received approval for their form I-131 documents by March 2018, which allowed them to travel home to see families in the process.

Once the final form I-485 forms and processes were completed, workers gradually began to receive green card visas.

Eleven have received the visas as of December 2018. The green cards are good for five years and then can be renewed in five-year increments.

Even though these green card workers will go home occasionally to see family, John says she knows they’ll be coming back – and she doesn’t have to reapply to get them through the H-2B program.

“We can plan when they’re going to be here,” she says. “We know for a fact how many staff members we’ll have. We can hopefully regulate our time better.”

According to the Bureau of Labor Statistics, U.S. businesses were operating with a record 6.6 million unfilled jobs as of last spring. Across corporate America, hiring teams are stretched and open positions are going unfilled. In the landscape industry, the battle to win top talent, with high-performing companies all competing for the same A-players, is even greater.

At one of our recent peer group universities, landscape owners were challenged to use their critical and creative thinking skills to solve this problem. One way was to look at the problem backwards – to drop old assumptions about why college recruiting may not have worked in the past, and to think about shaking up hiring practices to get different results.

In particular, there is a competitive advantage in creating shared value through internships and “high-touch” relationship-building as a means to develop closer connections between schools and landscape company hiring teams.

So, how does creating shared value work? Start with these 2019 action plan ideas:

1. Focus on student organizations at targeted schools – supporting and sponsoring clubs and activities in person, and actively engaging through student social media channels.
2. Maintain meaningful relationships with faculty and influencers.
3. Host events for students at your business or at industry-wide student career days.
4. Volunteer to teach classes, speak to groups and meet student leaders.
5. Take a personal interest in students’ values, their career/life goals and workplace wish lists.
6. Create an intern program that offers a training ground for them and a talent incubator for you.

© mast3r | Adobe Stock

In other words, top performing students are one of your most important stakeholder groups. Like all customers seeking the best of the best, they can afford to be picky. Create a list of the reasons why your firm is a great career home, focus on what’s important and what matters to them, and be sure you can deliver the goods.

This means making a good impression. For interns, a well-thought out, well-managed and structured training experience will show them all aspects of your company, business and philanthropy, and the role your firm plays in your community. When online review programs can make or break hotel and restaurant reputations, negative experiences posted online can sink a well-intentioned but poorly executed program strategy. Interns are great PR and brand ambassadors. Encourage your marketing and HR teams to work together. A great experience will net new hire conversion rates and generate positive word-of-mouth back on campus.

As for new graduates, transition them into your business through a wide lens. Make sure you communicate why field experience is valuable, what they can learn from it as part of their overall career trajectory and why it pays off in understanding your business overall. Make sure that onboarding is thorough, varied and mentored. Check in regularly to see how it is going and make sure they know you care about them and their progress.

Once you have a graduate new hire, take him/her with you on future campus visits to reinforce your link to the campus community. If this sounds like it will take years, it will. If you are not willing to commit to long-term investment in college relationship building, you may as well not do it because it will not work. There are too many good companies ahead of you.

As tough as it is out there, there is some good news.

Privately-held, family-owned landscape businesses offer graduating students a number of upsides. If you focus on leveraging the advantages of your firm – values, product quality, flexibility, innovation and close-knit teams – you’ll improve your odds of competing for and wining candidates’ hearts and minds. While larger competitors with deeper pockets can often offer more opportunity, they are not for everyone.

Bruce Wilson is principal of green industry consulting firm Bruce Wilson & Company.