From Maine to California, from Florida to Washington State, the U.S. ag industry is grappling with labor shortages.
Over and over, I hear farmers, ranchers, dairy producers and other ag-connected businesses talk about the difficulty of finding and keeping workers — even as wages rise. Employees call in sick a little too often or don’t show up at all. They work a few days and then never return, or they quit to work at a higher-paying factory or other non-farm job. Further, as more immigrant workers achieve greater education and literacy, it’s become harder for agriculture to compete with other industries.
How is your operation handling this farm labor crisis? As you plan your business growth or survival strategies, are you giving serious thought to your workforce?
Sure, increased mechanization, robotics and smart technologies deliver labor solutions, but they can’t completely replace humans. Employees are still essential to your business and your success. In this tight labor market, finding and retaining your workforce is more important than ever.
THE FIRST STEP
The best labor solutions start with listening to your employees. What do they value? What will keep them working for you, even when you can’t pay them more?
In Michigan, one greenhouse operation arranged for the local school bus to pick up employees’ children at the greenhouse each morning and return them there each afternoon. That eased childcare concerns for the women who work there. With women an increasing share of the hired farm workforce, childcare is an issue worth considering for your employees.
BEYOND THE DOLLARS
Certainly, you can attract new employees and hold on to your current staff by raising wages and improving benefit packages, but helping employees feel engaged and appreciated can also take other forms. Many operations provide their staff with uniforms, fuel and mobile phones. You can offer other, more creative gestures, too.
Take a few minutes each day or week to ask each employee about themselves, their work and what you can do to help. Here are some easy ways to show interest in their families and activities:
- Include employees and their families in lunches or dinners with your own family.
- Give gift cards to a favorite restaurant or venue or allow time off to attend family, school or sporting events.
- Offer special recognition – such as a trip or a bonus – when an employee achieves a key performance goal or five-year work milestone.
- If an employee shows interest, send him or her to a workshop or conference.
Adopting these simple ideas can build loyalty and cultivate a workplace where people want to work. Along with respectful and clear communication, your efforts can bond existing employees to your business or boost the appeal for potential ones. Brainstorm ways to make that happen.
