Keeping good employees in Agriculture; what really matters?

As the agriculture industry continues to roll full steam ahead into a new technological era where family owned properties are expanding and the demand for a more formally educated and skilled workforce is rising, it is safe to say there can be a level of difficulty in finding the perfect staff member. But once you do, the real challenge then becomes creating a hospitable environment to keep them on board as your training and time in this person becomes an investment.

The agricultural team at Spinifex Recruiting shares the top five features employees are looking for in their “forever job” based on real time information from active agricultural job seekers in their network.

1. Accommodation

It is no surprise when you are offering a role in sometimes a very remote and isolated location or quite a distance from the nearest servo, that travel can become both an expense and time loss in the day-to-day running’s of an employee. Most employees are looking for accommodation in agriculture roles. Single accommodation is usually suitable for a school leaver, and a family friendly accommodation is usually the go to choice for older, higher range employees. Adding accommodation to your salary package is enticing as you are essentially saving on average $25k per annum on rent costs for your employee. (Time to fix up that old manager’s cottage in the back paddock?)

2. Work-life balance

A big contributor to employees leaving their permanent jobs is the lack of respect for a healthy work-life balance. Calving heifers don’t switch off after 5pm, the rain does not wait until after hours, and the crop will not sit there for weeks on end until someone can get to it – and we understand that as much as any hard-working person on the land. However, encouraging holidays and personal leave time to be taken and having a backup plan so that your employee’s can take their scheduled days off is a huge green tick in the books of many workers. Overworking can also lead to employee burnout and poor employer-employee relationships.

3. Trust and autonomy

Another common deal breaker for high calibre employees is the promise of responsibility, autonomy, and authority. There comes a time in a farmer’s life when it is time to begin handing over the reins to the next generation. Whether it be passed down to a child or relative, a long-standing worker for whom you have grown a fondness for or a new employee stepping into a management position to take the building pressure off an ageing farmer, sometimes it is really difficult to let go of your baby and allow someone else to take charge. It is an important feature for employees that their employers place trust in them, allow them to work without being always micromanaged and be given the autonomy to make decisions of their own and find their own workflow for continued success.

4. Opportunity for growth

Nobody likes to feel stagnant, regardless of industry. If there is no opportunity for personal growth or business growth employees can begin to feel trapped in a mundane cycle with no drive or goal to work towards. A huge pro for a lot of employees is the prospect of future promotion, training or success. Humans are biologically driven to want more and in middle adulthood Ericksons theory of generativity vs stagnation shows us that employees are more likely to feel satisfaction and happiness in their lives if they feel like they have made a successful contribution to the world and created well-built lives they can be proud of. Having a personal goal or a common target in the workplace will keep things enjoyable and motivate your staff to always put their best food forward.

5. Bonuses!

We are not talking quarterly “good job” bonuses (well, we kind of are) but more so the additional little things that come into play with your work. Salary of course is a huge factor but if you are offering additional pro’s to being your employee then your workplace suddenly becomes more attractive to settle in. Some very common benefits agriculture employers have been known to add on top of salary can include a work vehicle, mobile phone, meat/food rations, internet, electricity, uniforms and boots (some may call it work swag!) and even pet food for working animals such as dogs and horses. Bonus benefits are not a requirement, but it certainly is a convincing quality that you can bring to the table when offering one or more additional features.

In summary

Retaining good employees requires a number of important factors but a solid foundation can be build on mutual respect, investment and thoughtful incentives to make your business stand above the rest. A good question you can ask yourself when preparing an employment package is, if someone put this offer in front of you – would you take it?

If you are struggling to find or retain a good employee, always remember that there are available services that can provide assistance!

This insightful article has been prepared by Kayla Sherwood, Associate Recruitment Consultant, Spinifex Recruiting.