In the current private club landscape, attracting and retaining top talent has become both a challenge and an opportunity. Yes, the most successful clubs are known for exceptional facilities and member programs. But they are also recognized for investing in their people. Training, leadership development, and a culture of learning have emerged as defining characteristics of high-performing clubs, and they are increasingly powerful tools in both retention and recruitment.
Across the hospitality industry, the conversation has shifted. According to recent data from the U.S. Bureau of Labor Statistics, turnover in hospitality remains higher than in most sectors, with annual averages still exceeding 65%. This reality has prompted forward-thinking clubs to view development not as a discretionary benefit, but as an essential business strategy.
Building a Culture of Learning
A culture of learning starts with intentionality. In a club environment, training has traditionally focused on service standards, member engagement, and operational consistency. Today, it extends further to leadership competencies, communication skills, and emotional intelligence.
When training becomes part of daily life, not a one-time event, employees begin to feel more connected to the club’s mission and values. They see that excellence is expected and nurtured. A well-designed training culture signals to employees that the organization is committed to their success overall and not just their performance.
Nationally, clubs are also taking cues from the broader hospitality world, where ongoing professional development has become a cornerstone of engagement. Studies from organizations like the National Restaurant Association (NRA) and the Society for Human Resource Management (SHRM) consistently show that employees who receive regular training are more likely to stay with their employer and recommend the organization to others.
Developing Leaders from Within
Mid-level and emerging leaders, including the department heads, assistant managers, and supervisors, are the backbone of any club operation. They are also the most at risk of burnout or turnover when development is overlooked.
Leadership development within clubs serves two critical purposes: it strengthens current performance and builds the foundation for succession. Many clubs are beginning to adopt structured leadership programs, pairing new supervisors with seasoned mentors, or offering workshops on financial literacy, emotional intelligence, and team management. These programs enhance capability and create a visible path for career progression, which is a key retention factor among today’s workforce.
Younger professionals, particularly Millennials and Gen Z, report that access to development is one of the top three factors influencing their decision to accept or remain in a job. In an era where talent has choices, clubs that actively invest in developing future leaders stand apart. They send a clear message: you can grow here.
Retaining Through Engagement and Trust
Retention in clubs is no longer driven solely by compensation. Culture, communication, and connection all play defining roles. When team members feel valued and see growth opportunities, they are far more likely to stay through the demanding seasons that define club life.
Training programs that include cross-department collaboration, such as service boot camps, leadership workshops and retreats, or interdepartmental task forces, help build understanding and respect across disciplines. When culinary teams learn the operational pressures of F&B service, or when facilities and golf maintenance teams coordinate on member events, communication improves and friction decreases.
Retention also strengthens when clubs practice transparency around development. Clearly defined pathways for advancement, ongoing feedback, and recognition of professional milestones reinforce commitment and belonging. In short, people stay where they feel invested in and seen.
Using Development as a Recruitment Advantage
For clubs engaged in executive search or mid-level recruiting, development programs can be a defining differentiator. Candidates consistently tell recruiters that they are drawn to environments where growth is encouraged, learning is continuous, and leadership support is evident.
From a recruiting perspective, clubs that highlight their commitment to team development, whether through in-house training programs, educational partnerships, or tuition support, stand out in a competitive market. This approach signals stability, modernity, and a long-term view of human capital.
In interviews, candidates increasingly ask about mentorship, professional development budgets, and leadership philosophies. Clubs that can articulate a clear answer to these questions are better positioned to attract strong candidates who are aligned with their culture. For boards and search committees, investing in development is a catalyst for internal improvement and a marketing advantage that enhances the club’s reputation as an employer of choice.
The ROI of Development
There is a measurable return on investment (ROI) when training and development are embedded in club culture. Lower turnover translates directly into reduced recruiting and onboarding costs. Well-trained leaders manage budgets more effectively, communicate more clearly, and deliver better member experiences. Strong internal pipelines also reduce disruption during leadership transitions, supporting continuity in both operations and culture.
But the benefits go beyond numbers. Clubs that cultivate learning environments tend to have stronger morale, greater trust between management and staff, and a reputation that extends well beyond their gates. In today’s world, where word-of-mouth and professional networks shape recruiting outcomes, that reputation can be one of a club’s most valuable assets.
Looking Ahead
As we look at the future of leadership in private clubs, the focus is shifting from transactional employment to transformational engagement. Clubs that embrace training and development as cornerstones of their culture will retain their best people and attract new talent who are motivated by purpose and growth.
Development is no longer an optional initiative or a line item to revisit during budget season; it is a defining feature of the modern club workplace. By fostering an environment where employees learn, lead, and feel valued, clubs position themselves to meet today’s staffing challenges, and to build a stronger, more sustainable future.
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About the Author: Paige Frazier