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Attracting and retaining employees is paramount to the success of any enterprise, regardless of its size.
identify what you are looking for
Before hiring, invest some time in putting a detailed job description together. Ensure that you are hiring the right person and that they are a good fit. If references are available, get them. If an employee state they have relevant training, ask them for proof of certificates.
Pay & benefits
A competitive salary is a term that refers to an employer offering a salary that is equal to or exceeds the industry standard for similar jobs in the same geographical area.
An attractive package is a tool to entice a candidate. While pay is one element, accommodation, a vehicle and health insurance may also be included. It is important to think about the living facilities you are offering. Make sure it is a high standard that you would be happy to live in yourself. Turning an old building into a modern living area could put you one step ahead of other employers and attract potential employees.
There is a great emphasis today on flexible working arrangements. More flexibility and shorter work hours will mean a bigger pool of candidates to choose from.
Advertisement and referrals
If you are still looking for employees, think outside the box in how to advertise the position available.
Have you used the right advertising platform? If you are looking for young employees, social media is a helpful tool. If there is an agricultural college near you, advertise the position on their job board. If you currently have employees, you could offer them a referral scheme.
Employee retention
A positive and friendly environment is necessary, but you must also balance boundaries to effectively manage employees.
Communication
Communication in the workplace is important because it boosts employee morale, engagement, productivity, and satisfaction. Open two-way communication helps set expectations for all while building trust.
Giving positive and constructive feedback in the early stages of the working relationship will allow for the avoidance of doubt. Too often, employers do not provide simple feedback, which can result in underperformance, frustration and ultimately an employee may leave.
Health and safety
As a farmer or SME (small to medium enterprise) owner, it’s crucial to prioritise health and safety in your business. This includes taking responsibility for your well-being, employees, and anyone impacted by your activities. The health and safety of your employees should be your main priority. Ensure the environment employees are working in is safe.
Make sure you offer good quality facilities on site. Is there a toilet and shower your staff can use?
Upskilling
Offering employees the opportunity to learn new skills and develop professionally will help retain employees as they progress within a working environment. Have open and honest conversations with your team about their professional goals. What skills would they like to develop?
Case study
Donald Scully is a dairy farmer based near Portlaoise who has built his business on the philosophy of hiring and keeping the best possible people and treating them as equal members of the team.
Donald has three employees; he is adamant that when it comes to finding the right employees it’s all about attitude and commitment and the ‘bits above the shoulder’ everything else can be taught.
One of the key approaches that Donald applies is to offer variety and allow employees to mix and match their responsibilities. He treats his workforce as equal members of the team and invites them to come up with newer and better ways of doing things.
As a firm believer that a successful farm should involve smart working rather than hard, manual labour; where possible, automation or technology take the place of mindless repetition. “No animal gets feed carried to it in a bucket, and we’ve also got a super-smart system in operation when it comes keeping our cubicles clean,” Donald says.
His full-time employee covers Monday to Friday, while his part-time employee plays a vital role over the weekend. Donald is so focused on developing a sense of ‘us’ that he created a canteen and break area for the team, where he joins them to refuel and chat about the general affairs of the day.
He’s also a believer in fairness when it comes to pay terms. “I think that staff should be paid for every hour they’re on my farm. Nothing eats into morale so much as feeling that you’re being taken for a ride when it comes to extra, unpaid hours,” he explains.
Donald believes passionately in the role of education and upskilling of the team.
“I look to include them in areas such as DNA, testing calves, hair sampling, etc., and it’s fantastic to see the pride in their eyes as they look at a catalogue and say to themselves that ‘I was part of that.’”
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