by Betty Berning
Extension Educator
Extension Educator
One of the top issues I hear about from farmers is labor
management. Most people aren’t farmers
because they wanted to manage employees.
Most farmers want to FARM. As
farms grow, though, more help (and management!) is required. Enter employees. For an operation to be successful as it
grows, owners must accept that they will need to spend more time on management
activities, like human resources.
I hear about human resource struggles- even from farmers
that have embraced their role as “farm manager”. It is hard to find good employees and it is
hard to retain them. The agricultural
industry pays less than other comparable industries. Minnesota mean hourly wage data from May 2015
indicates farmworkers on farms with animals were paid $12.58/hour. Compare that to a construction laborers’ mean
hourly wage of $17.57/hour during that same time. That’s a difference of almost $5/hour. In addition, farm work is physically
demanding and can be dirty. Not everyone
is cut out to work on a farm! These
factors can make it difficult to find good employees.
It sounds like a lot of doom and gloom, right? It doesn’t have to be. With the right tools and approach to employee
management, it is possible to both find and keep good employees. I will offer the disclaimer that there is no
silver bullet to solve all problems.
There are some things, though, that a farm can implement that will help
improve its chances of recruiting and retaining the right people for the job.
Let’s start with your image.
What is your public image as a farm?
What do people think about when your farm’s name comes up in
conversation? For example, maybe you
lease animals to the local 4-H Club.
People might think of you as service-oriented or good advocates for
agriculture. What do your employees say
about working for you? Your employees
can be great advocates for your farm’s image, if they are satisfied and feel
valued! (I’ll provide some tips later in
this article on how to value employees, so they feel valued.) The important thing is that when people hear
about or think of your farm, they have a positive image.
If your farm doesn’t have an image or it’s negative, think
about what you can do. Start by being a
good neighbor! This could mean
communicating with your neighbors about manure spreading or avoiding fieldwork
near neighbors’ homes late in the evening.
I’d also encourage you to think about your farm’s positive attributes-
every farm has a few! Your next step is
to determine how to share this positive image.
Social media can be a good way to do this. Traditional activities, like
volunteering at church, making school visits, or serving on a community board, are
also great ways to build your farm’s image.
Your image lets potential employees know what it might be like to work
for you. Building a positive image will
attract people to your farm.
The next thing to think about is recruitment. How do you recruit? Do you simply place an ad that says,
“Looking for a tractor driver,” in the local paper, or do you write a
compelling ad that provides a little bit of information about the job and your
farm? How do you share this message-
only in the paper? Consider new places
and ways to recruit, like job fairs, internships through local colleges or FFA
programs, referrals from other employees, or handing out your ad to agribusiness
professionals. Be sure to communicate
responsibilities and competencies needed for the job, along with a little bit
about your farm’s values.
Finally, you have to value your employees. Treat them like you would want to be
treated. How often do you show them that
they are valued? Simple things often
tell people how much we value them. A
“thank you” or “good job” goes a long way!
Some farms have a birthday board or bring in treats to celebrate
employees’ birthdays. Offering a hot
meal once a day during busy times like planting or harvest can also be a great
way to let your employees know they are appreciated. Hold regular meetings with your employees to
talk about the farm and listen to their feedback. Listen well. Try to understand any concerns your employees
may have and determine ways to address them.
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