Hiring good employees is only half the battle. Keeping them engaged, motivated and committed to the job often depends on the relationship they have with their employer. Pay matters, but day-to-day interactions, clear communication and trust can have just as much influence on whether employees stay and perform at a high level.
Management and leadership expert Bob Milligan says supervisors who focus on strengthening relationships with their teams often see gains in productivity, motivation and long-term employee retention.
“We focus on improving our relationship and mutual trust with family and friends,” Milligan says. “It is easy to forget that the supervisor-employee relationship is also an interpersonal relationship.”
He outlines 10 practical strategies farm leaders can use to build stronger, more effective workplaces.
1. Practice Active Listening
When people think about communication, they often think about speaking. Milligan says listening is just as important, particularly for employers.
“Active listening means you are listening with all your senses,” he explains. “You are listening to understand both the message that is being delivered and the underlying emotions.”
Because farm leaders hold a position of authority, employees may hesitate to speak openly. Failing to listen can send the message that their input is not valued.
2. Ask Questions
Employees are more likely to share ideas and concerns when they are invited into the conversation.
“The best way to involve them is to ask questions,” Milligan says.
Two simple questions he recommends asking regularly are: ‘What is going well?’ and ‘What could be going better?’
These prompts help employees reflect on their work and provide constructive feedback.
3. Encourage Employees to Share More
Even when employees begin sharing their thoughts, they may stop before fully explaining their perspective.
“To be certain you have everything, ask ‘tell me more’ or another variation ‘and what else,’” Milligan explains. “I have found this question almost always yields additional valuable information.”
This approach signals genuine interest and helps managers better understand the full situation.
4. Circle Back After Important Conversations
After meaningful or emotional discussions, a quick follow-up can reinforce trust.
“In these situations, it is good to circle back in a day or two to check in,” Milligan says.
The purpose isn’t to restart the conversation but to see if the employee has additional thoughts or unresolved concerns.
5. Strengthen Employee Decision-Making
When employees ask how to complete a task, supervisors often provide a quick answer. Milligan suggests using these moments as opportunities for development.
Ask the employee how they would handle the situation.
“You are providing an opportunity to think, which improves decision making,” he says. “The other big advantage is that next time the employee may not have to come to you.”
6. Introduce New Responsibilities in Small Steps
Employees often want to grow in their roles but may hesitate to take on more responsibility because they fear failure.
“Research into human behavior shows that part of human nature is to grow,” Milligan explains.
To reduce that fear, he recommends introducing new responsibilities gradually.
“You cannot get to Z without going through A, B, C, D, E, and F,” he says.
Breaking responsibilities into manageable steps allows employees to build confidence as they develop new skills.
7. Be Transparent About Follow-up
Some supervisors avoid checking in after training or feedback because they worry it will feel like micromanaging. Milligan recommends setting expectations ahead of time.
“To avoid this concern, inform the employee in advance that you will be following up to answer questions or provide anything else they need,” he says.
When employees expect follow-up, it becomes a supportive step rather than unwanted oversight.
8. Set Clear Expectations
Unclear expectations can quickly create frustration and damage trust.
“Think about a time when you were unclear about what was being expected of you,” Milligan says. “I suspect you were frustrated and potentially lost trust with the person not providing clarity.”
Clearly outlining expectations for behavior and performance helps employees understand their roles and responsibilities.
9. Provide Quality Feedback
Effective supervisors use three types of feedback: positive, redirection and negative.
“High quality, specific positive feedback enhances the employee’s confidence and desire to continue to excel,” Milligan explains.
Redirection feedback helps employees learn and improve, while negative feedback should be used sparingly and framed around choices and consequences rather than reprimands.
10. Lead by Example
The final tip focuses on actions rather than words.
“It is crucial that you ‘practice what you preach’ or ‘walk the talk,’” Milligan says.
When leaders fail to follow the same expectations they set for employees, trust erodes quickly. Modeling the behaviors you expect reinforces credibility and strengthens the workplace culture.
Together, these strategies highlight how everyday leadership habits can shape workplace relationships. By listening carefully, communicating clearly and modeling strong behavior, supervisors can create environments where employees feel respected, supported and motivated to perform their best.
