Employee Management Tips for Success
While recruiting and hiring new employees can be a challenge for some farms and businesses, it can often times be more difficult to retain those same employees. Many jobs require physical labor, are not always glamorous, and can be downright dirty when working in the fields, with livestock, or in the seasonal conditions. However, these jobs are very rewarding and honorable professions, and are the reason that many farms are multi-generational and still in existence today. Once employees are hired, it is the responsibility of the farmers and managers to demonstrate to the employee that they made the right job choice. The following is a list of successful management strategies that lead to employee retention and job satisfaction.
1.)Explanation: In hiring new employees, it is important to have a clearly defined job description and responsibilities that the position requires. Be honest with the employees as well. There is no need to minimize the fact that some days will be stressful, tiring, and full of long hours spent on their feet. Depending on the type of commodity, there are often no holidays or snow days on farms, and employees must be informed that they will often be required to work on weekends. By defining their role, expectations, and painting a picture of what a typical day might involve, prospective employees will be able to determine if it is indeed the right job for them.
2.)Education: What is the specific knowledge base or skills that are required of employees for the position? While the candidate may not have a formal education or background in agriculture, it does not mean that they will not be a successful employee. Managers and owners should be willing to work with employees to train them and assist them with the learning curve they may encounter in their first weeks on the job. By creating an encouraging and supportive environment, the employees are more likely to view the job as a place they would like to stay for a while. Some owners fear that once the employees have acquired their new skills set they will want to move on to a new job, however, if you don’t train them they will become bored and you will lose them anyway. With their new training and skills, employees will feel like they are part of the team and be more engaged in the tasks at hand.
3.)Training:The importance of hands-on training cannot be overlooked. Many managers and owners want employees to learn based upon trial by error, but in agriculture this can be frustrating, intimidating, and often times dangerous. There are several training resources and guides available to employers, through commodity organizations, industry groups, and state labor websites. Training manuals should be made available on-site so managers and employees can have access to them at all times.
4.)Evaluating: When employees are informed about how their performance will be measured, it helps them to ensure they are on the right track to success in their positions. Everyone on the farm or at the business wants to be seen as doing a good job and accomplishing their defined tasks. If the employer explicitly states what performance levels are acceptable and how performance is being measured for each position, it can create a consistent model for the employees to work towards. Performance milestones are also important to confirm that employees are on track to success and should be recognized when they are achieved. It is also beneficial to managers as it provides them with check-points and areas of improvement in terms of employee training needs.
5.)Reporting: Feedback and an open line of communication for reporting back to employees is perhaps the most important element of employee retention. Without indicating how employees are performing or being willing to talk with employees when an issue arises, employees will feel they are not valued or their quality of work is not being recognized. Feedback must provide information as well as instruction to employees to help improve their performance. If employees are not reaching their defined objectives, it must be brought to their attention immediately with a clear direction of how they can improve and timeline for improvement. Concerns and suggestions from employees should also be a valued part of the feedback process. Performance reviews are also an integral part of employee evaluations and a chance for managers and employees to discuss how the position is working out, goals/objectives, areas for improvement, and whether the employee is performing at their highest level. Additionally, be willing to work with employees and act as a mentor to them.
By providing employees with the tools they need to succeed, it will lead to a higher retention rate and employee satisfaction. When employees feel valued and prepared to handle the tasks at hand, they are more motivated, engaged, and strive to perform at their highest levels. It also helps managers to save costs in terms of training and other resources. At times, managers will have to adapt their management styles to effectively engage with new employees, but will be beneficial to the manager, employee, other team members, and the business as a whole.
Adapted from: “Management Tip: Tips for reducing your new employee turnover rate” by Horizons