Close behind profitability in the list of challenges facing the U.S. pork industry is labor – not only attracting workers, but also retaining them. Rural America has a limited labor pool and low unemployment rates, Dianne Bettin of Bettin Consulting said during her presentation at the Ohio Pork Congress.
“Farming is hard and dirty work, and it doesn’t usually fit a 40-hour workweek. And that can be a hard sell to some of the people that we’re trying to attract. Barn employees can’t work remote. It makes it a lot more difficult to bring some of those people in when they think they can go to town and get a job and work from home half the time,” Bettin points out.
In addition, there are limited opportunities for advancements on smaller farms, she adds. Not to mention, profitability swings. And because producers can’t set their own prices, it’s hard to compete for labor with companies that can set their own prices.
So What Can We Do?
“We certainly can’t just rely on what used to work,” Bettin says. “You’ve got to try new things. Word of mouth is often our best tool.”
She encourages producers to try some of these tactics to attract workers:
● Use online job boards
● Social media (Facebook, LinkedIn)
● Company website
● Employee referrals (recruitment bonuses)
● Hiring bonuses
● Shorter applications
● Raise starting pay
● Flexible hours
● Second chancers- correctional institutes, rehab centers, etc.
● Offer internships
● Participate in career fairs at high schools and post-secondary schools
● Foreign labor
Zero in on Retention
There’s no question recruitment is critical, but retention is the most important thing Bettin encourages farms to focus on right now. She encourages pork operations to take care of employees and build a positive company culture.
● Take care of employees on your team.
Try pairing a new employee with a mentor or someone on the team with experience and a willingness to share that experience with others. It’s important to share reasons “why” you do what you do on the farm, she explains. This helps employees understand their part in the big picture of the farm’s success.
“Have clear duties and expectations with adequate training and reinforcement,” Bettin says. “Meet with employees to find out what motivates them and provide cross training to those who want it. If there are opportunities for growth, outline their path.”
She also believes flexible schedules can be helpful for retaining employees. Awards and recognition for outstanding work don’t hurt either.
“Make sure managers understand the importance of retention,” she adds. “Often, employees leave managers, not companies.”
● Build a positive company culture.
What is your company culture? How can you create a team or family atmosphere? Bettin says it starts with creating perks that are unique to your company.
Here are a few ideas she suggested:
-Provide food at meetings, encourage potlucks with cultural foods. Look for opportunities to bond over food.
-Plan events such as picnics, buses to sporting events, bowling parties, after-work gatherings with soccer, volleyball, bags, etc.
-Bring games in for them to play during breaks.
-Sponsor company sports teams.
-Get employees involved in the community in grilling events, fundraisers and food packs. Consider giving paid time off to employees who “give back.”
-Take part in local festivals, parades or pork producer groups.
-Give birthdays off – consider it a floating holiday.
