Farming, as we know, is labor intensive, especially during planting and harvest season. Strong labor management and leadership skills are required to run a successful farming operation. Good, reliable employees can provide an employer with a positive experience and likewise, being a good employer can provide a positive experience for employees.

As in any business, both employees and employers have responsibilities to the business and to each other. Production (gallons of milk, pounds of watermelons, bushels of corn) is the primary concern on the farm and for the employer; but there is a direct connection between the employees and production. As Paul Goeringer, of University of Maryland Ag Law Initiative, mentioned during the labor management session at Delaware Week, hiring the right employees is imperative to the operation – and moreover for safe operation of a farm. Beginning with a job description offers accountability for both employee and employer, where everyone understands what is expected. Further, employees who are content and respected will generally work hard and contribute toward the production goal, especially if they know their employer is happy with their efforts.

Once successful hiring has occurred, employers should make it a priority to on-board and acclimate/train the employee about the farm and employee expectations.  Farming is a dangerous profession; employees and employers need to keep that in forefront of the minds especially around livestock, machinery and equipment, grain bins, chemicals, etc. Many farm laborers may have grown up on a farm and are aware of the inherent risks associated with production agriculture, but employers should not take that for granted. It behooves everyone to have rules and expectations clearly posted in worker areas. For example, this might include stating the dress code, use of personal cell phones, use of headphones/music, general code of conduct, safe equipment operations, location of first aid, important phone numbers, how to make a time-off requests, and even discipline policies. This may seem trivial and perhaps in excess, but if all workers, supervisors, etc. are well-informed, many conflicts and/or injuries may be avoided.

Farm employers need a healthy workforce and by modeling good self-care, employees will see and reap benefits. If an employer/supervisor is feeling under the weather – take a (sick) day off - and show confidence by temporarily assigning a leadership role to an employee. This action also demonstrates concern for employees, they are indirectly recognizing the value that the employees bring to the farm. When employees feel valued, one can only hope that production increases, or at the very least, does not decrease.

Regular staff meetings provide opportunities to check-in with employees and share news, updates, or schedule changes. Staff meetings can also be used to offer new training, raise awareness about regulatory policies, or even handout accolades or empower employees by asking them for feedback. From time to time doing something special, for example, coffee and donut breaks or an early stop time is a great morale booster.

For more information on Labor Management – click this link “Managing the Health and Well-Being of Farm Labor” – presented at the 2022 University of Delaware 2022 Ag Week by Delaware Department of Labor and University of Maryland Ag Law Initiative.