Non-family employees in family farming come at a premium. There are so many ways to
earn a living in today's economy that finding employees for farm work is difficult.
Finding, training and retaining key non-family farm workers and managers may be a key to
preserving one's sanity as the demands of farming increases.
The second step in farm management is often changing from an all out gung ho producer
to a manager of people. Farmers who have difficulty supervising and managing employees get
stuck in an economic "no-man's" land of farming more than they can handle to be
successful. Over time, this takes a big toll on motivation, family life and physical
health.
How good a manager are you? What people skills do you need to have employees stay with
you? Here are seven skills you need to master to go to the next level of farming -
managing people.
1. Hire well. Their character and ability to communicate well will save a host
of supervisory problems later. You want employees who have good judgment, understand the
work ethic, take the initiative, have a mind of their own and are adaptable. Pay them
well.
2. Spell out the fringe benefits and non-cash benefits. Many employees may not
appreciate the total package they are receiving. If a dollar amount is assigned to each
benefit, they might not be as quick to compare wages on a farm versus wages in town.
In farming, there are opportunities for abuse or disagreements over the assets of the
farm. Talking about these ahead of time can save much grief later. Some ticklish issues
include housing and remodeling, lights and utilities, access to the gas tank, a garden
spot, land for horses, 4-H projects and personal use of tools and vehicles. You need trust
and understanding about the way property is treated and expenses are incurred.
3. Add incentives and profit sharing. Find out their eventual goals in
agriculture and help them take steps to get there someday, even if it means losing them.
Many "born farmers" who don't have the wherewithal to get into farming or don't
want to take the risks involved are naturals when it comes to working for others.
Provide them training and growth opportunities in their areas of interest and
responsibility. They need a chance to be creative and solve difficult problems. This may
be more important than any other benefit you can provide.
4. Have a clear chain of command. Make sure the employee knows who his or her
supervisor is and that major discussions about responsibilities and performance come from
the supervisor. Other family members in the business should respect the chain of command
and work through the supervisor regarding concerns.
5. Give recognition. Everyone loves a pat on the back and praise for a job well
done. Give credit where credit is due. Acknowledge their contribution in front of
neighbors, in meetings and when awards are given. Put them in the limelight.
When possible, go as a team to meetings and seminars. This shows respect and it gives
an opportunity to discuss key concepts afterward.
The terms "hired man" or "hired help" give the wrong feeling.
Calling employees partners, associates, chief mechanic, herdsman or another specific title
is better. Delegate authority over an area and let him or her deal with purchases within
certain guidelines. Have the sales representatives of their area of responsibility go
directly to them.
6. Respectful communications. This will be the main area where your people
skills will make the biggest difference. Draw out their best ideas and be willing to be
influenced by what you hear. Be a respectful listener. Employees appreciate a genuine give
and take relationship about the work.
Have a regular format for communication about the job and coordinating your work. Don't
expect them to read your mind. Take the time to train and discuss your expectations. Be
clear about the things you are particular about. Moving to this level of farm management
is about trust and letting go.
Invite their participation in formal family business meetings. Let them know about the
big picture and comment on major decisions you are contemplating. Share your goals. Make
them a part of the team.
Control your temper. Be respectful of their dignity. Do not criticize in public. Listen
first before giving your forceful opinion. Apologize when you have made a mistake. Bring
up problems that bother you instead of letting resentments build. Invite them to talk
about how they would like to be supervised.
7. Help the family feel at home. The employee’s family needs their own
privacy just like you need yours. Let them remodel, plant grass and personalize their
environment. The spouse of the employee needs to feel comfortable with the living
circumstances. They need to put down roots. It should be their dog, their flowers, their
dog in their flower bed, their children and their discipline of their children.
Don't attempt to supervise or boss the employee's children. Express your concerns
directly to the parents and let them work out any changes you'd like to see. Don't
automatically side in with your own children if there is a dispute and hard feelings.
There are always two sides to a story. If your employee isn't as tactful or patient with
your children as you would like, keep them apart. If a natural, respectful relationship
develops, so much the better.