Human Resources

The Best Leaders Share These Three Behaviors

Mon, 23 Feb 2026 21:25:27 GMT

Leadership might sound like a big, formal word, but on the farm it’s really just about how you work with people every day. It’s how you talk to your team, how you handle mistakes and how you treat people when things get stressful.

When you’re just starting out, being a leader doesn’t mean you need all the answers or that you have to run everything perfectly. It’s okay to learn as you go. According to Marcel Schwantes, author of “ Humane Leadership: Lead with Radical Love, Be a Kick-ass Boss ,” when you’re just starting out, being a leader doesn’t mean you need all the answers or that you have to run everything perfectly. It’s okay to learn as you go.

He suggests regardless of the operation or title, strong leaders consistently rely on a small set of practical skills that can be learned, practiced and improved over time.

These skills include:

Show Real Interest in Your People

Take time to get to know the people who work for you, not just the job they were hired to do. Ask what they enjoy, where they want to improve and what they hope to learn next. That might mean running new equipment, taking on more responsibility or growing into a leadership role themselves.

“The best leaders genuinely want their people to thrive,” Schwantes says. “They’re willing to put the team’s needs first, share credit freely and take responsibility when things go sideways.”

He recommends supporting raises and added responsibility when they are earned and looking for chances to stretch people’s skills instead of keeping them in the same position. When employees feel genuinely valued, they take more pride in their work and show up differently every day.

Have Empathy

Many farm leaders were raised to believe emotions stay out of the workplace. Unfortunately in agriculture, empathy is often misunderstood as being too soft or letting things slide. But Schwantes notes empathy is actually one of the strongest leadership characteristics a person can have, because it helps leaders understand problems sooner and lead more effectively.

“Empathic leaders don’t just hear what people say; they understand the context, emotions and challenges behind it,” he says. “That perspective creates psychological safety, and safety unlocks creativity, problem-solving and collaboration.”

On a farm, this might look like noticing when a team member is struggling, checking in when someone seems overwhelmed or understanding the pressures your employees face at home. It’s about listening, recognizing stress and creating an environment where people feel safe asking for help.

Be Clear and Transparent

On a farm, clear communication makes everything run smoother. When your team knows what’s expected and why decisions are being made, they can work more confidently and avoid mistakes.

“A transparent culture builds trust and fosters collaboration,” Schwantes says. “When people feel safe voicing their thoughts, it deepens engagement and creates a more resilient, trustworthy team dynamic.”

Transparency also means being honest about challenges and inviting input. If something’s not working, your team should feel comfortable speaking up. The more open you are, the more trust you build — and the better your crew can handle the ups and downs.

Lead by Serving Your Team

A leadership role can feel overwhelming in some workplaces, but on the farm it doesn’t have to be complicated. Schwantes says it comes down to a few core skills — showing real interest in your people, practicing empathy and being clear and transparent.

Strong farms are built on strong teams, and strong teams are built by leaders who serve first. A leader who’s willing to jump in, listen and set a positive tone creates an environment where everyone can do their best work. And over time, that kind of leadership builds trust and creates a crew that’s ready to take on whatever comes their way.

It’s Time to Break Up with the Bad Employee

Fri, 13 Feb 2026 18:00:54 GMT

Having the right employees on your team is essential to keeping the farm running smoothly. Yet in many cases, workers are hired to fill an urgent labor gap and aren’t given the training or resources they need to succeed. When that happens, even well‑intentioned employees may struggle to fit the role or the team—ultimately leading to a labor “breakup.”

Jorge Delgado, a training and talent development specialist with Alltech, says the reluctance to address these situations is often emotional and more costly than managers realize. In a recent conversation, he compared it to staying in a romantic relationship long after it is clear it is not working.

Why Do Farms Struggle to Let Go?

For many farm owners, the biggest barrier to firing a poor-fit employee is fear.

“One fear that many farmers have is that they are not going to be able to find another employee to replace the person they are letting go,” Delgado explains.

This fear intensifies in specialized roles where skills are harder to find.

“This can especially be true for middle management positions,” Delgado adds. “These are more technical positions, and it can be really hard to find people to fill that role. Sometimes, that makes management hesitate to get rid of that person, even though it’s hurting production and numbers at the farm.”

Family and social ties on the farm add another complication. Delgado says it’s not uncommon for employees to be related, or tightly connected, to others on the crew.

“Sometimes these guys, they have family involved,” he adds. “The owners or managers are afraid that if they let go of oner person, these guys will take their family or friends with them.”

The result is a kind of emotional hostage situation. Even when the employee clearly doesn’t fit the culture or role, management feels stuck, hoping the situation will somehow improve on its own.

Have Clear Expectations

Many employee challenges on farms can be traced back to what did or did not happen on the first day of work. Delgado says problems often begin long before performance issues show up, simply because expectations were never clearly laid out.

“You have to have rules and regulations really clear and established on a far,” Delgado says. “Most of the farmers hire people on the spot, get them trained and get them going. These people don’t necessarily go through a formal onboarding process where they go through the expectations, the rules and regulations, and so they don’t know anything about it.”

When those expectations are never clearly explained, performance conversations and eventual terminations can feel unfair on both sides. Employees feel blindsided, and managers feel frustrated. In many cases, the breakdown started on the first day the employee walked onto the farm.

He also stresses the value of doing basic reference checks before hiring, an often-skipped step in agriculture.

“Sometimes we just hire the individual that is right at the door, and we don’t do any research,” Delgado says. “But that research can be an early sign that this individual is not the right fit for my culture.”

The Three-Strike Approach

Before any tough decision is made, farmers need a clear framework for addressing performance issues. Delgado recommends a structured, professional process—one that gives employees fair warning while protecting the farm.

He suggests a simple three-strike policy:

Verbal warning - Delgado stresses that this first step should be a clear, calm and deliberate conversation. The manager needs to sit down with the employee and explain exactly what behavior or performance issue needs to change, why it matters to the operation and what improvement looks like.

He encourages farmers to avoid vague statements like “you need to do better” and instead focus on specific, measurable expectations. The employee should leave the conversation knowing precisely what needs to change and the timeframe to correct it.

Written warning - If the issue continues after the verbal warning, Delgado says it is time to move to formal documentation. This step should be more structured and intentional, signaling to the employee that the concern is serious and must be addressed.

“You need to sit down with the person and explain what’s going on,” Delgado says. “It becomes more structuralized, because the person and both parties should sign a document saying, ‘Look, this is the second time you did this, and these are going to be the consequences if you do it for the third time.’”

Termination -If the behavior does not change after verbal and written warnings, Delgado says it is time to part ways. By this point, the employee has been given clear expectations, opportunities to improve, and formal notice that the issue is serious.

Delgado encourages farmers to handle this step professionally and directly. The conversation should be private, respectful and brief. The manager should clearly state that the employee is being let go, reference the previous warnings, and avoid turning the meeting into a debate or long explanation.

Watch for Red Flags

Every farm has its own internal culture. Employees work closely together, talk with one another and often recognize problems long before management does.

“In this small circle, things travel fast, especially trouble,” Delgado says. “When there is a person who is not behaving properly or doing something wrong, the team will try to get rid of this person. And the first sign is they will communicate with management.”

Delgado adds that the mistake many managers make is brushing off those early comments or complaints. When multiple employees start raising concerns about the same person, it is often an early warning sign that something is not working and needs attention before it affects the whole crew.

“Many times, the managers avoid these signs,” Delgado say. “They think, ‘Just let it go. Everything’s fine. We’ll take care of this later’ and they totally avoid the problem. By the time they realize it is a big issue, it’s too late.”

Common red flags include chronic lateness, cutting corners, skipping protocols and poor communication. These patterns aren’t only unprofessional, but they can create extra work and frustration for the dependable employees.

“At some point you have to say, ‘What’s going on here?’” Delgado notes. “Don’t ignore the red flags and sweep them under the rug.”

When You Have to Fire on the Spot

Not every situation needs to follow a step-by-step process. Sometimes, inappropriate behavior or actions require immediate dismissal.

“Sometimes you have to get rid of somebody on the spot,” Delgado says. “For example, someone mistreating animals, damaging equipment, mistreating coworkers, stealing or causing serious disruption needs to be let go of immediately. When behavior like drugs, alcohol, sexual harassment or anything else begins to change the culture and environment of the farm, there are no second chances.”

In these cases, keeping the wrong person sends the wrong message to the rest of the team. It makes it look like serious issues can be overlooked or tolerated. It creates frustration for employees who follow the rules, do their jobs well and expect the same standards from others.

Check In, Listen and Make Employees Feel Valued

Preventing tough breakups with employees starts well before any termination talk. Regular check-ins—both formal and informal—can catch small issues before they grow into major problems.

“Formal reviews need to be mandatory,” Delgado says. “But they often aren’t regular. Also, survey your culture. Anonymous surveys usually get people to speak up, and you’ll learn a lot about the reality of your team and the culture.”

One simple question he likes to ask employees is: Would you recommend a friend or family member to work here?

“If the answer is no, something is off,” he adds. “You need to fix that now rather than dealing with the fallout later and having to let too many people go.”

Beyond systems and surveys, many farm employees simply don’t feel valued.

“Ask an employee what their role is, and they often say, ‘I just do ‘fill in the blank’” Delgado says. “They don’t see the big picture, and it’s our job to make them feel relevant.”

That means communicating mission, purpose and appreciation—much like in a healthy marriage.

“If you aren’t telling your spouse you appreciate them, you can’t be surprised when the relationship fails if you only point out the negatives,” he adds

Breaking Up the Right Way

Running a farm isn’t just about managing equipment, crops and livestock. It also means managing people. And while you can’t control every employee’s choice, you can:

Set clear expectations from day one
Document verbal and written warnings
Pay attention to the “inner community” of employees
Use reviews and surveys to monitor morale and culture
Communicate how valuable and relevant your team members are

And when it becomes clear that someone isn’t a fit, you owe it to your business and your team to act.

Winter-Proof Your Workforce: Keeping Employees Warm on the Job

Thu, 22 Jan 2026 14:52:23 GMT

What started as a mild winter is bound to become brutal as plunging, dangerous temperatures sweep across much of the U.S. While most of the country will stay bundled up inside, farmers and their employees don’t have the luxury of skipping work for a snow day.

To create a safe and comfortable work environment for your farm employees, it’s important to address the specific challenges posed by cold weather on the farm. As temperatures begin to drop, consider implementing the following tips to keep your crew safe, warm and productive:

Make Sure They Have Adequate Clothing

Dressing poorly shouldn’t be considered “cool,” especially when it comes to harsh winter weather conditions on the farm. However, not all employees know how to appropriately dress for the bitter weather. Consider providing them with the following checklist and keeping a few extra items in a bin for employees to use in case they forget.

Some examples of warm winter clothing include:

Lined jackets
Lined overalls
Stocking caps / hats and lined gloves
Long thermal underwear
Lined boots – waterproof and anti-slip
Wicking wool socks
Scarf

Provide Warm Break Areas

Working out in the cold can take a toll on the body. That’s why it’s necessary to take frequent breaks to rest and warm up. To keep employees going, be sure to create designated warm break areas for your employees to recuperate.

Offer snacks that are not only tasty but also provide energy. Nutritious options like trail mix, energy bars, and fruits can help replenish energy levels. You can also supply a selection of hot beverages like coffee, tea or hot chocolate. If employees are coming in from wet or snowy conditions, consider having a designated area with a drying rack for wet outerwear, gloves, and boots.

Adjust Schedules

Adjusting schedules in the winter is a practical strategy to address the challenges and potential hazards associated with cold weather. Along with allowing more frequent breaks to prevent prolonged exposure to the cold, consider scheduling more grueling outdoor tasks during the warmer parts of the day.

Keep Up Communication

Safety concerns rise as cold weather intensifies. This rings true for not only our employees, but livestock as well. Keep the lines of communication open with employees to address concerns and gather feedback on their comfort and to learn if areas of the farm need immediate attention.

Work in Pairs

While farmers are already hard-pressed to find labor, working in pairs allows employees to get the job done quickly and safely. Using the buddy system ensures that every employee is accounted for and that the work gets done in a timely fashion. This system is especially important for employees working in remote areas.

Have an Emergency Kit

Winter weather can be unpredictable. Having an emergency kit in a well-known location can be a lifesaver when it comes to coping with unexpected challenges. Keep your kit filled with the essentials, such as:

Medical supplies
Extra clothing
Blankets
Handwarmers
Flashlights
Non-perishable snacks

Know the Signs of Cold Stress

Hypothermia and frostbite are the two most common forms of cold stress and can be fatal if left untreated. To help minimize the risk of these conditions going unnoticed, make sure to review and be on the lookout for the following symptoms.

Signs of Hypothermia:

Fast and shallow breathing / trouble breathing.
Going from shivering to not shivering.
Hunger, fatigue and confusion.
Lack of coordination.
Increased heart rate.
Weak pulse.
Slurred speech / mumbling.
Dizziness and nausea.

Signs of Frostbite:

Cold skin, prickling feeling and numbness.
Red, white, bluish-white or grayish-yellow skin.
Hard or waxy-looking skin.
Clumsiness due to joint and muscle stiffness.
Blistering after rewarming when severe (expect exposed skin to peel off).
If the skin turns black seek medical attention..

Will Congressional Inaction Force Farmers to Choose Between Health Insurance and Their Farm Budget?

Tue, 16 Dec 2025 00:29:25 GMT

Healthcare insurance plans for some U.S. farmers could double in 2026, as enhanced federal subsidies under the Affordable Care Act (ACA) are scheduled to expire.

The impending cost surge could affect thousands of U.S. farmers who currently rely on the ACA marketplace for their health insurance, according to the non-partisan KFF (formerly Kaiser Family Foundation), a health policy organization.

KFF estimated in 2023 that 27% of “farmers, ranchers, and other agriculture managers” relied on individual ACA market coverage. Nationally, more than 22 million Americans rely on the ACA marketplace for insurance options.

Farmers ‘Don’t Have Many Options’
Iowa farmer Aaron Lehman, who testified before Congress last week, highlighted the severity of the potential cost increase on his family. He said he expects to pay double to purchase an insurance plan for 2026 that would be comparable to what his family had this year.

“That is an incredible cost for our family budget and for our farm budget,” Lehman stated. The fifth-generation farmer and president of the Iowa Farmers Union described how rising healthcare costs are colliding with already harsh economic realities in agriculture.

“Farmers right now are trying to make all sorts of decisions because commodity prices are low, because of the chaotic trade situation that we’re in and higher input prices. All these things have made a real crisis for a lot of our farmers,” said Lehman.

“Finding ways to deal with that, we just don’t have too many options. Farmers will buy less equipment or not make the necessary upgrades and equipment that they need to,” he added. “They’ll look at their input suppliers, and they’ll decide, ‘what can we do to get through just this year … to get a plan to put the crop in the ground?’”

Read the testimony of Aaron Lehman here. A portion of his testimony and discussion is also featured on a posting to YouTube .

Signup Deadlines For Coverage
The challenge for farmers trying to decide on what insurance policy to purchase is compounded by the deadline to enroll in ACA marketplace plans: People needed to choose their ACA plan by Monday for coverage to begin Jan. 1. Open enrollment continues in most states until Jan. 15 for coverage beginning Feb. 1.

Despite broad public support for an extension to the ACA tax credits — a KFF poll said 74% of Americans favor continuing the enhanced credits — a congressional standoff has so far failed to produce a solution:

Failed Votes: Both a Democratic plan to extend the enhanced tax credits for three years and a Republican proposal to replace them with Health Savings Accounts (HSAs) failed to pass the Senate last week.
Impending Crisis: Nearly six in 10 enrollees (across all categories) told KFF they could not afford even a $300 annual increase in 2026 without significantly disrupting household finances.
Political Fallout: The issue of healthcare costs and expiring subsidies is highly polarizing, with some Republicans warning that a failure to address the problem could cost them legislative majorities in next year’s mid-term elections.

As the deadline for open enrollment closes and the Dec. 31 subsidy expiration date approaches, farmers must prepare for substantially higher health insurance costs in 2026 unless Congress acts to reach a last-minute agreement.

Young Farmers Need Better Options
During his testimony and ensuing discussion, Lehman stressed that healthcare isn’t just a personal household issue; it’s central to the future of American farming. With the average age of an Iowa farmer at 57, he said the sector desperately needs young and beginning farmers to return to the land. But without affordable, reliable health coverage, inviting the next generation back onto the farm becomes a far riskier proposition.

“You have to be very smart to figure out the plan that can bring the next generation on the farm,” he said, adding that many talented, innovative young people want to farm, but face daunting financial barriers — healthcare high among them. He noted that one of his sons works with him on their family operation, which is based in Polk County, Iowa.

Lehman framed affordable healthcare for farm families as an investment, not a handout: a way to make it possible for young farmers to feed their communities, support local and regional food systems, or continue larger family commodity operations.

“Extending the federal support for lowering the cost of health insurance is a true win for farmers and for all of rural America,” he said.

Overcome the No. 1 Challenge in Passing Down Your Family Farm

Mon, 30 Jun 2025 19:38:38 GMT

Between now and 2048, about $124 trillion is expected to exchange hands from older to younger generations in the U.S., according to Cerulli Associates, a Boston-based market research firm.

For perspective, that dollar amount is approximately five times the size of the 2023 U.S. Gross Domestic Product (GDP), which totaled $27.72 trillion.

How will farmers fit into what many people are calling the “Great Wealth Exchange” over the next two decades? Much of it is specific to land, according to the American Farmland Trust (AFT). It predicts 300 million acres of U.S. agricultural land will change hands in the next 20 years.

Based on $5,000 an acre for farm ground, Paul Neiffer, the Farm CPA, estimates that would be a transfer of between $1.5 trillion and $2 trillion in land from older farmers to younger generations.

“If you throw in rangeland, that’s another trillion, so $3 to $4 trillion at most is where I think we’re at,” Neiffer says.

The Reason Succession Often Fails

A common issue is that while 69% of farmers plan to transfer their operation to a younger family member, only 23% have a plan , according to AgAmerica Lending LLC.

But the No. 1 issue that trips up people in the succession planning process is most people – farmers included – focus more on the mechanics involved in transferring assets than on keeping their family relationships intact.

That’s according to Amy Castoro, CEO and president of The Williams Group, a family coaching and consulting organization. Her firm does relationship planning to help family members make sure they’re still speaking to each other after the wealth transfers.

Many times, she says, the friction in the transfer of wealth has little to do with money and material goods and a whole lot more to do with whether the family members involved felt loved.

A Formula For Success

The Williams Group did a 20-year field study and from that developed a formula for how people need to focus their time and energy in the succession process.

The company recommends spending:
60% of your time on building family trust and developing good communication practices;

25% preparing your heirs to take over the operation, laying the business and fiscal groundwork for the farm to continue under their leadership;

10% of your time getting on the same page about your family’s values and having a family mission;

5% of your time on the estate planning mechanics, the nuts and bolts of how the assets will transfer.

In addition, The Williams Group advises that you work with your heirs to:

Strike a balance between control and collaboration.
Embrace the next generation’s perspectives.
Bolster intergenerational solidarity.
Embed high-trust behaviors.
Co-design standards for readiness.

Start The Plan Sooner, Not Later

If you want to see your farm succeed with the next generation of family members, make sure you have the right structure in place – and set it up sooner than later. Don’t put it off, Neiffer advises.

Once you have a plan in place, you have a tool you can modify to fit what your family and farm need over time.

“Having a plan in place can help alleviate stress, even if things change down the road,” Neiffer says. “Keep in mind that farming is a dynamic business and your plan needs to be, too.”

Your next read: Big Questions Remain For Next Gen Farmers

Burn Bright, Not Out: Avoiding Leadership Fatigue on the Farm

Wed, 04 Jun 2025 15:36:46 GMT

Running a farm means juggling a dozen roles — from CEO and HR manager to bookkeeper and mechanic. Many farmers take pride in caring for their team like family, but as the operation grows and challenges mount, that commitment can come at a cost. The constant demands of running a farm leave little room to recharge. Between long hours, tough decisions and the pressure to keep everything running smoothly, it’s easy for farmers to put their own needs last. But to lead well for the long haul, personal well-being has to move higher on the list.

So how do you keep leading with heart and protect your own well-being? A recent article from Fast Company offers some practical ways to reset and recharge.

Coach, don’t carry. When a team member comes to you with a problem, resist the urge to jump in with a quick fix. Instead, try asking: “What do you think we should do?” or “What have you already tried?” These simple questions encourage problem-solving and reduce the pressure on you to have all the answers while building your team’s confidence and resilience.
Set up smarter routines. You don’t need to be available 24/7 to be an effective leader. Look at your daily and weekly rhythms. Are there meetings that could be grouped together or moved to a text or email? Protecting blocks of time for focused work or recovery helps you stay present without running dry.
Challenge the sense of urgency. Some things are truly time-sensitive, but many aren’t. Try asking yourself and your team: “Does this really need to happen now?” or “What’s the downside if we wait?” Giving permission to pause can reduce stress and lead to clearer thinking.
Play to your team’s strengths. Delegating isn’t a sign of weakness; it’s a sign of smart leadership. Hand off the tasks that drain you and let someone else shine. Whether it’s reviewing data, meeting with a stakeholder or fixing that piece of equipment, someone on your team might love it. Give them the responsibility and the recognition that goes with it.
Don’t forget yourself. Whether it’s a hobby, a personal goal or a quiet hour with no demands, finding something that fuels you outside the farm is essential. You’re more than just the person who keeps it all running, and investing in your own renewal is a leadership skill, not a luxury.

Sustainable leadership isn’t about doing it all. It’s about leading with intention and protecting your capacity to keep doing what you love, for the long haul. Start small: cancel one unnecessary meeting, hand off a task or take a walk after chores. Your team doesn’t just need you to lead, they need you to last.

Your Next Read: Train to Retain: Strengthening Your Farm’s Workforce from Within

7 Health Insurance Solutions for the Self-Employed

Fri, 30 May 2025 15:59:39 GMT

If there is anything that could derail your business literally overnight, it’s a serious injury or illness in your family.

That’s why health insurance is an absolutely critical risk management tool, even though the cost of the insurance itself can also strain your business. While it probably won’t cover every medical expense for your family, it can protect you from the catastrophic effects of a major health event.

The majority of farm families agree with that sentiment, according to a 2017 study by HIREDnAG. The survey of nearly 1,000 farm families in 10 rural states found more than 75% of the respondents viewed health insurance as an essential risk management tool.

At the same time, however, many farm families still roll the dice by going without health insurance. The most recent USDA data on the subject shows more than 10% of U.S. farm households do not have health insurance, which is slightly higher than the general public. But even more telling is the type of farms that forgo it the most: dairy farms. They made up more than 40% of all farm households without health insurance, which is more than double any other type of farming enterprise.

Options to Cover Your Family

For those who are insured, many farm families rely on off-farm employment to secure health insurance — about 56% according to the USDA data. But what options are available for the rest of the families or individuals who wish to purchase their own coverage? Penn State University Extension’s Maureen Ittig, family well-being educator, and Ginger Fenton, dairy educator, recently presented a webinar where they shared the following suggestions:

Health Insurance Marketplace. The Affordable Care Act (ACA) of 2010 created the federal Health Insurance Marketplace. Americans who do not have access to employer-sponsored health insurance can secure coverage through the marketplace, which provides credits for factors like income and family size. A handy calculator to estimate credits and plan costs can be found here . All ACA-compliant plans must cover 10 categories of services that includes things like prescriptions, pediatric care and emergency room services. Open enrollment for ACA plans is usually in the fall, but special circumstances can allow for enrollment throughout the year.
Medicaid/CHIP plans. Lower-income families may qualify for Medicaid and/or Children’s Health Insurance Program plans. These plans vary by state. They typically are less costly to families and may provide additional services, like dental and vision coverage, compared to ACA plans.
Association-based plans. Farm organizations and cooperatives may offer group plans to farmer-members. These organizations also offer guidance to help farm families understand the “language” of health insurance and aid in decision making.
HSAs. Using a Health Savings Account (HSA) is a popular way for farmers to maximize their health insurance dollars. HSAs are actual bank accounts that families fund annually and can be used to cover qualified health expenses. Any dollars not used can remain in the account for expenses incurred later on and even invested into higher-yielding financial funds. To access an HSA, the insured must have a High Deductible Health Plan, which can be accessed via insurance brokers, association-based plans, or the Health Insurance Marketplace. HSAs offer the “triple-treat” tax advantages of pre-tax contributions, tax-free growth and no tax on qualified withdrawals.
Skinny and gap plans. Some states allow for skinny plans that have lower premiums, largely because they are not required to offer the ACA-required 10 categories of services, like allowing entry with pre-existing conditions or maternity coverage. They also may have lifetime payout limits. Gap plans offer short-term, emergency coverage in some states. After 180 days, the insured must enroll for new coverage. They also may have exclusions and lifetime limits.
Armed forces health insurance. According to the 2022 Census of Agriculture, about 9% of U.S farmers are veterans. They and their families are usually eligible for TRICARE or Department of Veterans Affairs (VA) health insurance programs.
Healthcare sharing ministries. Several faith-based group health coverage ministries are available that share healthcare costs among their members. This is not health insurance, but many users find they are able to negotiate rates with providers similar to discounts offered to insurance companies. Enrollment may require specific belief systems and lifestyle choices (no tobacco or illegal drug use, for example). Users pay monthly fees similar to health insurance premiums. When they incur an expense, they pay their bills up front and then submit them for reimbursement.

The Penn State experts advised looking not only at costs, but also at the services your family might need, such as maternity and mental health coverage.

“The array of options available hopefully will allow you to pick an option that works best for you, your budget and your values,” Fenton notes.

Your Next Read:
A Promising Horizon for U.S. Dairy

Don’t Ignore the Nudge: Why Listening Matters More Than You Think

Mon, 19 May 2025 18:00:00 GMT

Have you ever found yourself unsure of how to take a step forward? I clearly remember a day last summer when I was out of time. The procrastination needed to stop. I had an hour-long talk to prepare for and my mind was blank.

Of course, I realized this was not a good situation to be in. Sure, I had my topic and key points, but in my mind, it needed a dash of heart.

Then, my phone buzzed.

At first, I ignored it. I didn’t have time to get sidetracked. But I eventually checked it. It was Maddie, a young woman and friend who shared her vulnerable and powerful story with me a few years ago about her attempts at suicide.

Start the Conversation
She texted, “I know you’ve been so busy lately and I didn’t want to bother you. But I’ve been thinking about this all day and felt urged to share this story with you.”

Maddie had been speaking on her mental health journey in front of a group of farmers in Ohio. She didn’t know anyone at the event and admittedly, was a little nervous to share her story. When she arrived, a middle-aged man in work boots and overalls came right over to her and asked if he could help carry her things.

She politely said, “Sure, I’d love that.”

They got to talking as they carried in her tubs of stuff. Eventually they got to the reason she was in Ohio to speak.

This 250-lb. farmer then teared up and said, “I know why you are here. Ma’am, I just thought you should know that you’re the reason I’m here.”

Although the details of his story are not what matters here, he was contemplating suicide when he scrolled upon Maddie’s story on Facebook .

“For whatever reason, I saw your parents’ side of the story first,” he told her. “I decided that I didn’t want my wife and children to find me like that. I didn’t want to leave them like that.”

I messaged back to my friend and said, “Wow. I don’t know what else to say.”

She simply responded that she didn’t know what to say in that moment either. So, she hugged him hard and that was it.

“It was exceptionally hard to compose myself the rest of the day,” Maddie texted back. “Thank you, Jennifer. You took a chance on me and whether you know it or not, you saved a life, too. I was just a small part in it.”

‘Fine’ Doesn’t Cut It
Can I be honest that I felt completely uncomfortable when she said this? (And even more so sharing this with you.) But in that moment, I was reminded that the very best thing we can do in this world is listen to others. We think we need to say something back or have the right words, but we don’t.

People just want to be heard. They want to be known. They may not say it out loud, but as humans, one of our greatest needs is to be understood by someone.

We all have stories that need to be shared, and we need people to step in and listen to them. Listening is one of the most powerful healing tools.

Almost a year ago, I wrote about my friend Mary and how she takes the time to truly see people . She’s a busy lady and balances several jobs and volunteer opportunities. But she is never too busy to genuinely look you in the eye and ask you how you are doing. Mary doesn’t ask in a way that gives you any option except to say how you are really doing. ‘Fine’ doesn’t cut it with her.

I hope you don’t let ‘fine’ cut it in your life, either. Pay attention to the people you run into every day and the people you love who you don’t get to see very often. I’m thankful Maddie didn’t ignore the nudge to text me that day. She gave me just the dash of heart I needed.

Your Next Read: By Her Own Hand: A Farm Girl’s Miraculous Journey from Death to Hope

May is Mental Health Awareness Month . Millions of Americans live with mental health conditions. Whether by sharing your story, spreading awareness, or advocating for change, every action helps break the stigma and build a more supportive world for all.

5 Easy Steps to Better Invest in Your Employees

Fri, 28 Feb 2025 17:40:01 GMT

Each year, farmers make significant investments in their operations, whether it be new equipment, new technology, or infrastructure improvements. However, to maximize the return on these investments, they must also focus on hiring and retaining skilled, engaged employees. According to Dr. Bob Milligan of Dairy Strategies, LLC, one often overlooked but essential investment farmers neglect to make is in employee development.

“Unlike physical assets, employee development doesn’t require massive capital—but it does demand a commitment to fostering growth and continuous improvement. The key is making it a priority,” Milligan says.

Milligan outlines five essential employee development tools—ranging from one-time training events to continuous improvement systems—that farmers can implement to strengthen their workforce.

1. Create a Development Plan
One way to make sure employees keep learning and growing is by having a clear plan in place. A well-structured development plan ensures employees have clear goals for professional growth.

According to Milligan, a strong development plan may include:

On-farm training opportunities.
Reading materials, virtual resources and webinars.
Off-farm learning experiences such as workshops or industry conferences.

Milligan suggests that plans be reviewed and updated in late fall or early the following year, allowing owners and employees to align educational opportunities with these focus areas.

2. Develop a Performance Improvement System
Beyond individual growth plans, it’s also important to have a system in place that helps employees understand expectations and track their progress. A strong performance improvement system answers two essential employee questions:

What is expected of me?
How am I doing?

“While all businesses set expectations and provide feedback, an unstructured approach leaves employees uncertain, frustrated, and less effective,” Milligan adds. “Many farms rely on annual performance reviews, but research suggests they are often ineffective feedback should be timely, not delayed until year-end.”

Milligan notes that a structured performance system should include:

Providing ongoing, informal feedback to help employees refine their skills in realtime.
Frequent structured check-ins, ideally monthly, to review progress and reset expectations.
An annual strategic meeting focused on future growth, replacing outdated performance review models.

3. Conduct Stay Meetings
A stay meeting is a great way to check in with employees and keep them engaged for the long haul. Instead of looking back like a traditional performance review, it focuses on the future—helping set goals and make a plan for success.

During stay meetings, Milligan highlights three key areas to focus on:

Have a clear purpose: Work together to boost performance, job satisfaction, and keep good employees around.
Look ahead, not back: Unlike regular reviews, stay meetings focus on growth and future goals.
Make it a two-way conversation: Supervisors should listen, ask questions, and get input from employees.

4. Communicate
Good communication is key to keeping things running smoothly on the farm. Whether it’s working together as a team or making important decisions, strong communication makes a big difference.

“In my opinion, the keys to excellent communication are listening, asking questions, and psychological safety,” Milligan says. “Psychological safety means feeling safe to take interpersonal risks, to speak up, to disagree openly, and to surface concerns without fear of negative repercussions or pressure to sugarcoat bad news.

5. Create Career-Oriented Compensation
Keeping good employees around takes more than just keeping them happy—it takes showing them they have a future on your farm. Stay meetings help build that long-term commitment but pay and benefits play a big role too.

“Younger and often first-line employees typically focus on having cash as their compensation. As employees age, advance, and become more family-oriented, they seek benefits like excellent health insurance and a retirement program. Balancing these differing desires, especially in our difficult labor market, is a challenge,” Milligan notes.

Being flexible with pay structures and openly communicating with employees about their needs can help create a compensation plan that supports long-term retention.

Give It a Shot
At the end of the day, investing in your employees is just as important as upgrading equipment or adopting new technology. A strong, engaged team keeps the farm running smoothly, and when people feel valued and see a future with you, they’re more likely to stay. By focusing on these five steps, you won’t just build a workforce—you’ll create a team that’s in it for the long haul.

Your Next Read: Leading By Example: How this Employee Became the Best in the Business by Being Genuine

Mental Health and Well-Being: What are the Top Agricultural Workplace Programs in 2025?

Thu, 27 Feb 2025 15:04:33 GMT

Workplace benefit plans are not just for employees, as employers also experience key benefits from the programs. A Total Rewards program, encompassing pay and benefits, provides employees with the resources they need to thrive but also increases employee engagement and retention and boosts recruitment efforts.

Employee well-being benefits are a critical piece of any benefits plan. Wellness programs offer fun and exciting ways to engage employees in healthy activities and encourage a healthy lifestyle.

AgCareers recently surveyed agricultural employers and analyzed key findings for our Total Rewards in Agriculture & Food Report. An increasing number of agricultural employers are offering a wellness program to employees, up to 71% from only 40% a couple of years ago.

Of those agricultural companies offering wellness programs, offering a standing desk to employees was the most common element, followed by flu vaccinations and health screenings.

An increasing number of agricultural employers are offering a wellness program to employees, up to 71% from only 40% a couple of years ago.

(AgCareers.com)

Because benefit trends are ever-evolving, AgCareers asked survey participants about any additions or improvements they had made to their current benefits program. Over 40% of employers reported constantly seeking ways to enhance employee benefits programs. Those looking to add specific benefits chose mental health support programs as the most preferred program.

Another essential benefit affecting employee wellness is a paid time off (PTO) program. PTO helps employees improve their mental and physical well-being, supports work/life balance and increases their productivity in the workplace. The AgCareers 2024-2025 Total Rewards Survey found a notable increase in the number of PTO days provided to new hires.

To learn more about supporting healthy HR practices and benefits specific to the agricultural industry, reach out to agcareers@agcareers.com to see how you can get your copy of the full Total Rewards Report.

Your Next Read: 8 Things Farmers Can Do Now to Improve Heart Health

3 Ways To Stop The Threat Of Complacency In 2025

Thu, 23 Jan 2025 16:47:38 GMT

In a world full of threats to our livelihood in agriculture, what is the biggest danger we face in 2025?

Is it election hangover, continued low prices or issues with the new farm bill? All concerning, yes, but I’ll argue the biggest threat to businesses of all sizes is actually internal. It’s one word: complacency. It’s that tendency toward thinking deep issues will go away. Complacency happens to our operations when we decide we are simply too busy working in the business to work on the business.

Fortunately, there are a couple quick call outs you can consider.

Three Ways to Stop Complacency in 2025

Hire right.
Have you taken an honest look at how you are building your bench for the future? How far from retirement are you right now? Have you begun that new CEO search?

Besides your own successor, what does hiring look like for your team in 2025 and into the next two to three years. Most importantly, is this topic getting the attention it deserves? While many top producers don’t enjoy the process of hiring and firing, avoiding it means not being prepared for changes, emergencies and long-term growth.
Solve the problem even if you inherited it.
I’ve heard many times from second- or third-generation producers that they just “have to live with” some problems because they inherited them. Just because you didn’t initiate the problem doesn’t mean you shouldn’t try to solve it. In the past two columns we even talked about culture change and how to shift culture, so you might take a re-read of those if this topic hits home.

Complacency really takes root with the attitude of: “Well, I didn’t create this mess, why should I clean it up?” Instead, look at ways to become proactive and take the necessary steps to rectify long-term problems. What aspect of your business is messy and requires the necessary clean up this year? What have you been avoiding in the operation that must be resolved to grow and thrive?
Build anew.
Radical change is sometimes the easiest fix. While that seems ridiculous in light of what we just covered in number two, often, when it’s time to change, it’s time to change big. Take a look at all aspects of your business and marketing model. Is the process of change already happening to you while you’ve not yet begun to shift with it? For example, new markets, such as programs in sustainability, are becoming mainstream. Does is make sense to wait until full adaptation of these initiatives or is there a fit for your business in the near term?

“Fix it, close it or sell it’’ was a favorite slogan credited to former General Electric CEO, Jack Welch. What this means is that there are diminishing returns by being in a business where you are not the market leader. Maybe a new diversified business line that supports your more traditional production system is the way to build anew. Either way, looking at where the future of your business could be at least once a year is essential and keeps you ahead of the complacency trap.

Dear Reader: After 10 years and nearly 40 editions, it’s time to retire The Farm CEO Coach column from Top Producer Magazine. The Farm Journal brands are trusted, reliable sources of information and commentary, and it is an honor to engage with this organization and readers. I am still writing, coaching and consulting in agriculture and look forward to continued occasions to work with the portfolio of magazines when the opportunity presents. Stay in touch by connecting on LinkedIn or Instagram.

Fight Those Winter Blues with Sunlight and Fresh Air

Thu, 09 Jan 2025 17:52:16 GMT

The holiday rush is over, and many people will experience a touch of the winter blues over the next couple of months.

“It’s not uncommon in the general public for us to struggle with some level of sadness or an ‘I need to get through the season’ mindset,” said Danyelle Kuss, educator and multi-county specialist for Oklahoma State University Extension in Oklahoma County.

She explained someone who has seasonal affective disorder and a person who generally experiences a lower mood through the winter season are distinctly different.

“SAD is a major depressive disorder with a subtype for seasonal patterns, triggered by a seasonal onset,” Kuss said. “Our circadian rhythms start changing, which can disrupt our internal clocks and increase feelings of depression.”

The causes of SAD are unknown, but she said other factors that influence it include a decline in serotonin when exposed to less sunlight and an increase in melatonin, a chemical the human body creates to sleep.

“Winter is a time when people isolate more, they’re indoors more and they do less of the things that normally make them feel better. Depression feeds on these situations,” Kuss said.

Young adults aged 18 to 30 report the highest rate of SAD, while children and older adults experience fewer symptoms. Major signs of depression that impact daily functions like not being able to get out of bed or calling in sick to work indicate the need for professional support.

“It might not just be normal sadness during the holidays or winter months,” Kuss said. “A person might need to talk to a therapist or doctor and discuss what adjustments they can make. I always look at how a condition impacts somebody’s ability to function as a big distinction.”

For those with milder cases of the winter blues, Kuss suggests creating a plan of daily or weekly lifestyle tips that can improve mood long-term:

Bundle up and go outside for at least 15 to 30 minutes of daily sunlight and exercise.
Stick to or develop a healthy routine of sleep, movement and eating nutritious foods.
Be consistent with medication if taking any for depression.
Limit or avoid alcohol, as it is a depressant and can worsen symptoms.
Stay connected to a support system – make plans and stick to them. Follow through with commitments.
Be kind to yourself and others. Practice self-care.

To help with depressive symptoms or seasonal blues, Kuss said people may have to work against their instincts that tell them to stay inside and alone.

“I might not feel like going outside for a walk in the cold sunshine or getting out of my warm pajamas to go to a friend’s house, but if I can manage that initial discomfort, I will feel better on the other side of taking those actions,” she said.

A fun way she advises people to combat seasonal depression is to ride the holiday wave by continuing to meet up with family and friends.

“Weekly get-togethers can help us during those tough times of the month and require us to look at what does and doesn’t work for us,” she said.

Your Next Read: Stress, Social Support and Mental Health for Men and Women Farmers

25 Labor Goals for 2025: Enhancing Performance Through Employee Evaluations

Mon, 30 Dec 2024 22:45:10 GMT

The beginning of a new year can serve as a time to sit down with farm employees and go over their performance. Measuring their performance can help you both identify how well the employee executes on explicit and implicit standards, goals and priorities.

One of the most important duties you will have as an employer is to evaluate employee performance . Letting an employee know how he or she is performing can encourage the employee to perform at a high level, and letting the employee know he or she has fallen short can help reinforce expectations. You should attempt to do evaluations in a positive manner, and keep a written record of the evaluations to help document job performance.

“By asking specific, targeted questions in employee evaluations, managers can really dive into individual performance, employee motivations, and goals. This added level of depth shows employees their development is valued and gives managers ways to help employees grow,” says Natalie Wickham of Quantum Workplace. “Employee performance reviews are key to understanding and improving employee performance. But all too often, employee reviews fall flat and have little impact because managers are asking the wrong performance review questions.”

Instead of asking the wrong questions, Wickham suggests asking these instead:

Overall Performance

What accomplishments this year are you most proud of?
Which goals did you meet? Which goals fell short?
What motivates you to get your job done?
What can I do to make your job more enjoyable?
What are your ideal working conditions to be the most productive?

Employee Strengths

What personal strengths help you do your job effectively?
What makes you the best fit for your position?
What skills do you have that you believe we could use more effectively?
What kind of work comes easiest to you?

Areas of Improvement

What goals were you least proud of? Why? How will you do those differently in the future?
What challenges have you faced in your role, and how can we work together to address them?
What 2-3 things will you focus on in the next year to help you grow and develop?
What can I do to help you better meet your goals?

Current Role

Which job responsibilities/tasks do you enjoy most? Which do you least enjoy?
How do you think your role helps the company succeed?
What do you like least about your current role? What would you change?
What do you like most about working for this company?

Future Outlook

What are your most important goals for the next year?
What do you want your next position at this company to be? How would your responsibilities change?
What professional growth opportunities would you like to explore in order to get there?
What type of growth is most important to you?

Manager-Employee Relationship

What (if any) concerns do you have when it comes to giving me feedback? How can I alleviate those concerns?
What additional resources or support could I provide to help you succeed in your position?
How do you prefer to receive feedback and/or recognition for your work?
What are two to three things could I do differently to better manage you?
What do I do that is most/least helpful for you when it comes to completing your work?
What can we do to improve our relationship?

Your Next Read: Farm Business Resolutions for 2025

2025 Ag Workplace Trends: What Employers are Saying

Mon, 23 Dec 2024 14:24:00 GMT

“What are you hearing out there? Are employers still hiring?” These are common questions posed to AgCareers.com as a job board and human resources service provider specific to the agriculture and food industry.

To help agricultural employers compete for top talent, we not only analyze what is happening on our job board and learn from conversations with employers, but we also aim to identify issues, opportunities and trends by surveying agricultural employers in our annual HR Review.

Pressure is on for Employers
AgCareers.com recently analyzed the 2025 Agriculture and Food HR Review data to provide an outlook of what agricultural employers experienced in 2024 and what they expect in 2025. Retention continues to be top of mind for employers, persistent even into the focus of recruitment strategies in the new year. Employers are also feeling the pressure to get compensation right, along with concerns about rising wage rates. Most employers are experiencing recruitment difficulties, amplifying compensation and retention issues.

Agricultural employers need people, and keeping those they already have in place is a top priority. Staying on top of how to reward their employees is essential to retention. From flexibility to bonuses and appropriate salary increases, employers in the industry are increasingly aware of the competitive nature of keeping their top talent while enabling the ability to effectively recruit new talent when posed against both competitors inside and outside the industry.

The AgCareers.com HR Review details employers’ plans for salary increases, workforce development and training, benefits and more.

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6 Reasons Why It's Good to Disconnect Over the Holidays

Fri, 20 Dec 2024 14:00:00 GMT

Disconnecting over the holidays is crucial for long-term success and well-being, points out De Lacy Executive Recruitment North America.

“In the fast-paced world of professional life, it can be challenging to find moments of respite. The holiday season, however, provides a unique opportunity for individuals to step back, recharge, and reconnect,” De Lacy Executive Recruitment North America writes.

Here are six benefits of disconnecting over the holidays.

1. Renewed Energy and Productivity
One of the primary advantages of unplugging during the holidays is the renewal of energy and creativity, De Lacy Executive Recruitment North America writes.

“Continuous work can lead to burnout, affecting both physical and mental well-being. Taking a break allows individuals to return to work with a fresh perspective, more energy, enhanced focus, and increased productivity. This recharge is crucial for maintaining high levels of performance and innovation throughout the year,” the company says.

2. Strengthening Personal Connections
Holidays are often connected to the concept of spending quality time with family and friends. That’s why disconnecting from work is key — it creates an opportunity to strengthen those personal relationships.

“Building these connections not only contributes to overall well-being but also ensures a strong support system both personally and professionally,” De Lacy Executive Recruitment North America adds.

3. Mental Health and Well-being
Dealing with continual work-related stress can take a toll on your mental health. By taking a break over the holidays, you can decompress and reduce stress levels while promoting overall well-being.

Engage in activities that bring joy and relaxation. For some, that may be meeting a friend for coffee, reading a book, taking a walk, spending time with family, or simply taking the time to enjoy a meal. That can significantly help minimize stress.

4. Enhanced Creativity and Innovation
“Creativity often flourishes in moments of relaxation and inspiration,” De Lacy Executive Recruitment North America says. “By disconnecting from work, individuals open themselves up to new ideas and perspectives. This fresh outlook can spark innovation and creativity, leading to breakthroughs and novel solutions when they return to work.”

5. Improved Work-Life Balance
Maintaining a healthy work-life balance is essential for long-term career satisfaction, De Lacy Executive Recruitment North America reminds.

“The holidays offer a designated time to prioritize personal life without the guilt of neglecting professional responsibilities. Achieving a harmonious balance ensures sustained career success and fulfillment,” the company says.

6. Setting a Healthy Organizational Culture
Companies that encourage employees to disconnect during the holidays foster a positive organizational culture. Not only does this send a powerful message that values the well-being of its workforce, but it also recognizes the importance of a balanced lifestyle. Cultures like this promote loyalty, commitment, and a more positive work environment.

“In the competitive and demanding landscape of the professional world, recognizing the benefits of disconnecting over the holidays is crucial for long-term success and well-being,” De Lacy Executive Recruitment North America writes. “By prioritizing work-life balance, we can collectively create a workplace culture that values the development of individuals, fostering a happier, healthier, and more productive team.”

De Lacy Executive Recruitment North America is a sister company of AgCareers.com.

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Nothing Lost but the Handshake: The Rise of Virtual Recruiting

Fri, 08 Nov 2024 22:37:13 GMT

Taking the entire hiring process online, without meeting a candidate in person, seems drastic, but it has become the standard today for many organizations. Recruiters rely on technology to reach potential new hires, from virtual events to online applications, interviews and assessments that allow remote evaluation of potential candidates.

Some might argue this takes the personal touch out of the hiring process and creates a negative candidate experience. Still, the fact is many employers report that “nothing was lost but the handshake” during virtual recruitment. Along with flexibility on the job, candidates expect flexibility in the hiring process. Most employers also find significant cost-saving and efficiency improvements when using virtual recruitment methods.

Virtual recruiting, including career fairs and interviews, caught on before the pandemic, but now they’ve become the norm. Some virtual recruitment benefits organizations noted include:

Eliminates travel time for both the interviewer and candidate, saving time and money.
Speed: Accelerates the hiring process with easier scheduling.
Inclusive — the ability to invite remote coworkers to be involved in the interviewing process.
Flexibility: Candidates can schedule interviews during lunch or join a virtual career fair between classes or breaks.
Diversity and Employment Brand Expansion: Traditional recruiting often targets local areas, familiar organizations and specific college programs. Virtual methods expand your reach to diverse locations, groups and a broader range of education and experiences.
Consistency: Virtual interviews lend themselves to greater consistency, helping to reduce bias in the hiring process.
Formality: Online interactions tend to be more casual, giving both the employer and the candidate a clearer insight into their everyday behavior.

We recognize and value the importance of in-person meetings and face-to-face communication, but virtual recruiting serves as a valuable addition to the hiring process. Beyond posting a job on AgCareers.com, expanding your employment brand and receiving job applicants, AgCareers.com hosts a series of Feed Your Future virtual career fairs, virtually connecting agri-food employers with candidates nationwide. Most participants say the Feed Your Future virtual career fairs were as good or better than in-person events.

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Opposition Grows Against Denver Slaughterhouse Ban Ballot Initiative

Wed, 02 Oct 2024 14:59:13 GMT

A group of Democrats in Denver announced their position to reject a proposal to ban slaughterhouses within the Denver city limits, joining other groups opposing the measure.

The Central Committee of the Denver Democratic Party recently voted 207-12 to endorse a “no” position on the proposal, which voters will address next month, according to Complete Colorado .

The measure titled “Prohibition of Slaughterhouses” would outlaw “the construction, maintenance, or use of” any meat processing facilities in Denver beginning Jan. 1, 2026, as well as “require the city to prioritize residents whose employment is affected by the ordinance in workforce training or employment assistance programs.”

The vote lines up with other organizations that are opposing the measure , including the Denver Area Labor Federation, the Denver Pipefitters Local #208, Service Employees International Union Local 105, the Teamsters Union and the United Food and Commercial Workers Local 7, the article said.

Proponents of the measure say they are seeking an increase in consumption of plant-based protein sources, as well as pushing the claim that the livestock industry is a major contributor to climate change. However, no explanation is provided as to how pushing existing meat processing outside of Denver city limits would reduce greenhouse gas emissions or lead to more vegetarian diets.

Wendy Howell, state director of the Colorado Working Families Party, told Complete Colorado that it’s important that Democrats stand with workers and she’s glad the Denver Democrats recognize the importance of protecting these slaughterhouse jobs.

Two of the ballot initiative’s supporters — Pro-Animal Future and Pro-Animal Denver — are the targets of a campaign finance complaint filed last month by former Denver City Councilwoman Kendra Black with Secretary of State Jena Griswold. In her complaint, Black alleges that the two are conspiring with each other to hide their donors.

La Diabla Pozole y Mezcal Chef Jose Avila and II Posto Chef Andrea Frizzi are teaming up with president and CEO of the National Western Stock Show and Complex Paul Andrews, operations manager/employee owner of Superior Farms Isabel Bautista, president of the Colorado Livestock Association Kenny Rogers along with other Superior Farms employee/owners to oppose this citizen-initiated measure.

The slaughterhouse provides many jobs in one of the city’s poorest neighborhoods. This ban puts 160 jobs at stake and according to one study , at least $215 million in economic benefits, which could be as high as $860 million, counting indirect factors.

Your Next Read: Don’t Ignore Denver: Prohibition of Slaughterhouses Ballot Initiative Seeks to Stop Food Production

3 Leadership Trends You Need to Adopt in 2024

Fri, 27 Sep 2024 17:06:42 GMT

What leadership goals did you accomplish in 2023? Did you reduce turnover on the farm? Improve employee engagement? Set aside more time for fun activities? Hopefully, one of these items was knocked off your list. As the calendar page flips to 2024, however, it’s time to tackle a new goal in the new year.

Setting goals is a powerful way to guide your efforts and measure your progress, especially when it comes to leadership on the farm. Leaders need to remain flexible and responsive to the evolving needs of their operation.

“Effective leadership will be more crucial than ever,” says Adrian Gostick, employee engagement columnist with Forbes magazine. “Leaders who can help their teams navigate through the coming year’s transitions with resilience and agility will create the greatest value.”

For long-term success, farm leaders should regularly assess the landscape of their operation and adjust their strategies accordingly. Gostick suggests implementing the following three strategies for improved employee management in 2024.

Focus on Transparency

“The best leaders create workplaces that value truth, encourage constant up and down communication, and insist on marked transparency,” Gostick says.

Not only is transparency a key quality to effective leadership, but it also promotes trust, credibility and open communication.

“Keeping your team informed and engaged is essential not only for maintaining trust but also for preventing misinformation,” Gostick adds. “Thus, put some thought into developing a clear and transparent strategy to communicate with your team that includes regular updates on the reasons for the ‘why’ behind any change, the expected impact, and the role each team member will play in the process.

Prioritize Your Employees’ Feelings

Dealing with the feelings and emotions of others is not something most farm leaders would put at the top of their resumè. However, according to Gostick, it’s a skill more and more leaders need to possess.

“Leaders must now learn to understand and diagnose what their employees are facing on the job: whether that be overload, work-life balance challenges, or mental health issues such as stress, burnout, anxiety, or reduced energy levels,” he says. “As leaders, we must be on the lookout for changes in employee behavior that might signal potential problems and be willing to compassionately address the issues.”

Cultivate Adaptability and Resilience

Whether we like it or not, change is inevitable. Farmers are no stranger to this as they deal with the ups and downs of the markets, new industry regulations and supply chain challenges. Despite this, it’s important to help your team adapt to bounce back from potential setbacks.

“Great leaders will provide opportunities for learning, cross-training and upskilling to ensure that their team members feel they are growing more versatile, valuable and can handle a variety of tasks,” Gostick says.

By helping your employees learn to overcome the dynamic and unpredictable changes that come with farming, your team will not only strengthen together but also become more resilient as you face upcoming challenges.

For more on farm leadership, read:

Prevent Quitting: Keep Employees Top of Mind in 2024

Fri, 27 Sep 2024 15:57:14 GMT

As the calendar page flips to a new year, farmers are focusing on ways they can improve their operation in 2024. For many, labor – or lack thereof - sorted its way to the top of the ‘biggest headaches’ list. To help prevent this issue from reoccurring, Jorge Delgado, a training and talent development specialist at Alltech, says now is the perfect time to give your employee management plan a brief overhaul.

Before your best employee walks out the door, consider implementing the following steps to give retention and performance a needed boost.

Conduct Annual Reviews: “This is a concept many have of heard of but few people are using,” Delgado shares. However, he recommends treating annual reviews as a chance to sit down with each individual in your team to review expectations, goals, what needs to be improved and what needs to change.

“This is a good opportunity to hear feedback from your employees and share with them your appreciation in a very formal way,” he adds.

Go Over Mission Statement: Another important aspect to look over going into the new year is your farm’s mission statement. Delgado says if your operation doesn’t currently have a mission statement, this is the time to start creating one with your employees in mind.

“Let them be part of this process and include them in your mission statement,” he says.

Review and Update Protocols: Similar to looking over your farm’s mission statement, reviewing protocols is another important area to analyze.

“This is an area that often gets lost in time,” Delgado says. “People start deferring from original protocols and make decisions that may not be the best for your operation and/or animals. Get together with employees and/or your veterinarian to update information and procedures.”

Perform an Anonymous Survey: “An anonymous survey can help you find information to improve your internal culture and to discover areas of improvement,” Delgado says. “You will be surprised with the information generated from this kind of survey.”

Delgado suggests creating a questionnaire with simple questions that can help you finding opportunities about your organization.

Adjust Payroll: When was the last time you reviewed your employees’ salaries? According to Delgado, many workers might be due for a raise that was forgotten during the year.

“This is also a good time to adjust those numbers based on inflation and other costs,” he adds.

Terminate Bad Apples: While labor shortages continue to be one of the biggest issues facing agriculture, not every employee is cut out to work on our operations. Delgado agrees, adding, “There are some employees who just don’t fit in our culture or business mode. The new year can be a good time to start thinking about how to replace those individuals in our business.”

Calculate Annual Turnover Rate: Chances are you may have had a few employees leave your farm in 2023. Was this number higher than previous years? Lower? According to Delgado, it’s important to keep a pulse on your farm’s turnover rate.

“Find areas to improve on if this number is too high for your operation,” he adds.

Start Planning an Educational Calendar: As the chapter closes on 2023, Delgado says now is a good time to ask your employees what they would like to learn in 2024 and set up dates in your new calendar.

“Consider also reaching out to external resources to get them on your calendar” Delgado “They can offer free, professional training.”

Plan Social and Cultural Events for the Coming Year: Farming is a stressful occupation for both farm owners and employees. Therefore, it’s important to keep fun activities on the calendar to increase morale and engagement. Consider hosting a team dinner or

“Employees value the social aspect of any organization,” Delgado says. “This also helps with retention and motivation.”

Review Safety Guidelines: No matter the time of year, keeping employees safe should always be top of mind. Going into 2024, set intentions to review and update safety guidelines to ensure every position in your operation has a plan.

“If you don’t have a safety plan, you need one,” Delgado shares. “Review what went well and what went wrong this year. Use this information to increase safety around the farm.”

For more on labor, read:

Unbowed: Farmer Fights County’s $120,000 Fine For Housing Worker On-Site

Tue, 24 Sep 2024 02:53:00 GMT

In the annals of clashes between government control versus private property rights, Michael Ballard’s story is standalone. Ballard faces $120,000-plus in fines for allowing his farm manager to live on his California farm.

When Ballard let Marcelino Martinez, a 23-year career employee, live on-site in a trailer, Santa Clara County officials reacted with a blitz of code violations. Yet, those same officials permit thousands of homeless to reside in tents, shanties, and RVs across the county without penalty.

Bottom line, according to the county: If Martinez lives homeless on the streets and commutes to work on the farm, no problem. However, if he resides on the farm in a trailer—even out of site from public roads and neighboring properties—the action is illegal and deserves draconian fines.

Ballard is unbowed, represented by Institute for Justice: “Our city roads and cul-de-sacs have rows and rows of homeless camped on public property and that’s just fine with the county—no repercussions for anyone. However, I’m being prosecuted because my vineyard manager and his family live on my private property.”

“I’m fighting the county and I’ll never listen to power-crazy bureaucrats that tell me I have to kick a family off our place,” Ballard adds. “Never. I want the public to know the shocking details and see extreme injustice by our own government.”

Soapbox Love

In 1996, Michael and Kellie Ballard bought Savannah-Chanelle Vineyards in east-central California outside Saratoga—60 acres of exquisite beauty overlooking redwoods and rolling hills.

The surrounding Saratoga community, tucked beside Silicon Valley, consistently ranks at the top of per capita income and home value in the United States. Big-name tech entrepreneurs reside in Saratoga and want their homes cleaned, lawns mowed, and tables waited—creating a massive housing crisis.

“Michael Ballard used his own land to solve a problem for a friend and farmworker in a county with arguably the most severe housing crisis in the country, and the government cracked down,” says IJ attorney Paul Avelar adds. “That is madness.”

(Photo by IJ)

“The labor-based population cannot afford a place to stay,” Ballard explains. “It’s not a secret. Most people cannot find a house or apartment to rent.”

Additionally, beneath the affluence of the region, a Santa Clara County-wide homeless debacle has developed. “People want to pretend this problem is something other than what it is,” Ballard explains. “You’re not even supposed to say ‘homeless’ anymore, because it’s supposedly disrespectful to the homeless. Everyone loves the soapbox, but when visitors from out-of-state see the homeless on our streets, they can’t comprehend what’s happened.”

Since 2013, Marcelino Martinez, Ballard’s vineyard manager and long-time employee, has lived at Savannah-Chanelle Vineyards in a 42’ trailer with water, electricity, and septic hookups, alongside his wife and three children.

“The Martinez family is also our family. They could not find housing and we wanted to help,” says Ballard. “The trailer sits by itself in a redwood grove down a hill from our winery and can’t even be seen from most spots on our property. Literally, it bothers no one.”

In September 2017, Santa Clara County got an anonymous call about sewage dumped in a creek on the Ballard’s operation. County inspectors visited Ballard’s land and found the charges were fabricated.

However, while on the vineyard property, inspectors spotted Martinez’s trailer.

“They saw the trailer and said, ‘What is that? No one’s allowed to live in an RV trailer in the county.’”

A bureaucratic nightmare began.

Bullfrogs and Shotguns

Ten days later, a notice from the county arrived in Ballard’s mailbox, demanding removal of Martinez’s trailer within two weeks, and declaring the structure a “public nuisance.”

The irony was stark: If Martinez and family slept on county streets—no fines and no foul. However, if Martinez dared to sleep in a trailer at the farm of his employment—instant county rebuke.

“Ludicrous,” Ballard says. “We’re on 60 acres of private property, bothering nobody, and the trailer is not even visible to the public. The man who lives inside works in our vines and is integral to all the physical parts of our operation. Yet, the county was ordering me to throw him and his family off our property. Homeless is just fine with the county; a trailer in Saratoga is not.”

(Santa Clara County declined Farm Journal interview requests regarding Savannah-Chanelle Vineyards.)

Marcelino Martinez, farm manager and 23-year veteran at Savannah-Chanelle Vineyards.

(Photo by IJ)

In 2019, county officials levied $1,000-per-day fines on Ballard: Remove the trailer or fork over $365,000 every year. “Hell no,” he says. “I wasn’t going to make a family homeless.”

Ballard sought a solution via a prefab dwelling for the Martinez family. Best laid plans. Building any structure—even an 850 sq. ft. home—was a bureaucratic maze filled with exorbitant expense.

“We looked into developing a parcel, knowing the county might approve and might not; knowing it would take a couple years; and knowing it would total maybe $100,000-plus just for the pre-permit application process.”

Convoluted, complicated, and costly, and toe-tagged with a laundry list of checkoffs, Ballard notes. “It took us one year to complete the geological studies and road composition, have a septic system designed, retest an existing well, and get electricity and a fire hydrant approved.”

“Meanwhile, as we’re spending all this money, county officials said we were taking too long,” Ballard says. “After that, we assembled enough of the preliminary engineering work to put in our first application. Several months later, the county countered with another laundry list of things to do.”

And then COVID hit. By law, Savannah-Chanelle Vineyards was shuttered for two years.

Following COVID in 2023, Ballard’s property was hit by a catastrophic landslide that closed the winery for a full four months. “And next it was flooding in 2023-24 that closed us for five months,” Ballard adds. “One thing after another, and the whole time, the government is telling us we’re taking too long to follow their endless list of building requirements—all to house a family on our private land.”

The fines, although reduced to $250, and later $100 per day, kept stacking, tightening the pressure on Ballard and Savannah-Chanelle Vineyards .

The county was hunting a bullfrog with a shotgun, Ballard contends: “Look at the power of the bureaucracy over our lives at the local and national levels. Rules are necessary, but these agencies and institutions keep regulating to justify their expansion and existence. They always grow and never shrink. The end result is a loss of reason by the government and a loss of liberty for the citizen.”

Individual Liberty

In 2024, attorney Paul Avelar and Institute for Justice stepped into the fray and took over Ballard’s appeal for relief.

“This injustice is absolutely bewildering to the public,” Avelar describes. “The county tells Michael Ballard, a landowner and business owner, to kick a family—bothering no one and working hard—to the street or get fined $100 or even $1,000 per day. Then Michael is required to endure a permitting process that drags for years and costs at least tens of thousands of dollars before building even begins. It’s hard for people to believe.”

The fines imposed by the county, since dropped to $100 per day, but totaling over $120,000, are a massively outsized penalty for a minor violation, and a breach of the Eighth Amendment’s excessive fines clause, Avelar insists. “A daily accruing fine means that every day is a new harm to the Ballards. The Institute for Justice has taken over the Ballard’s appeal to assert the Eighth Amendment, as well as due process, and we believe no fine is appropriate.”

“Michael Ballard used his own land to solve a problem for a friend and farmworker in a county with arguably the most severe housing crisis in the country, and the government cracked down,” Avelar adds. “That is madness.”

Michael and Kellie Ballard. “I’m fighting the county and I’ll never listen to power-crazy bureaucrats that tell me I have to kick a family off our place,” says Michael says.

(Photo by IJ)

Ballard is adamant: Reason will prevail. “In the United States, we don’t have a democracy ruled by the whim of the masses. Our forefathers gave us a constitutional republic steered by elected representatives of the people. That’s a very distinct difference, and crucially important because it means our elected leaders have authority, but are restricted by the Constitution, which protects individual liberty.”

“That’s what is abused in my case—individual liberty,” he adds. “And I see it abused in so many cases across this country because the government seeks more and more control of private property. It’s undeniable and getting worse with time.”

Ballard concludes with a line in the sand. “I don’t care about the fines or prosecution. I will protect the Martinez family and the county will not put them on the street.”

For more articles from Chris Bennett ( cbennett@farmjournal.com or @ChrisBennettMS
or 662-592-1106), see:
Corn and Cocaine: Roger Reaves and the Most Incredible Farm Story Never Told
American Gothic: Farm Couple Nailed In Massive $9M Crop Insurance Fraud
Priceless Pistol Found After Decades Lost in Farmhouse Attic
Cottonmouth Farmer: The Insane Tale of a Buck-Wild Scheme to Corner the Snake Venom Market
Power vs. Privacy: Landowner Sues Game Wardens, Challenges Property Intrusion
Tractorcade: How an Epic Convoy and Legendary Farmer Army Shook Washington, D.C.
Bizarre Mystery of Mummified Coon Dog Solved After 40 Years
While America Slept, China Stole the Farm

What Makes Your Farm a Unique Place to Work?

Thu, 23 May 2024 03:20:40 GMT

“Good help is hard to find.” It’s a saying we’ve all heard and likely repeated many times. While it’s true that finding skilled labor is a major challenge, there are strategies farmers can use to make their operations more attractive workplaces. And here’s the good news—it doesn’t necessarily require offering higher pay.

According to Mary Lewis, a management development specialist at Cornell University, farm workers will often “shop around” and “price compare” when it comes to finding a place of employment that checks all their boxes. Therefore, clearly listing the unique benefits your operation offers beyond the hourly pay rate is a strategy every farmer should implement.

“This information could make all the difference to an employee who needs more buy-in and begins before the interview process,” Lewis says. “This knowledge can be posted on a wall and often reviewed with current employees. Your current employees are your loudest advocates and recruiters of the farm. When your employees discuss job openings, you want to ensure they emphasize all benefits of working on the farm, not just the hourly wage.”

Lewis provides the following benefits your farm could potentially offer to outshine the competition.

Vacation days/paid time off/sick days
Pizza parties
Housing (with free utilities / WiFi / Direct T.V. / etc.)
Bonuses
Insurance plans
Access to free beverages during the day / night shifts
Transportation to the farm or access to a work truck / vehicle
Transportation to health visits / grocery store / etc.
Opportunities for overtime hours
Advanced technology / equipment on the farm to make their jobs easier
Opportunities for advancement within the farm
Higher-paid positions for supervisors or trainers
Paid professional growth through training/educational classes
Paid English classes
Safety supplies/safety training/uniforms
Any free produce/beef/apples or products that come from their hard work on the farm
A good, nontoxic, friendly, and respectful workplace
A family environment with long-term employees that are celebrated and rewarded for their service
And most of all: a highly involved, kind, and humble boss who sincerely cares

It’s no secret - workers are more likely to be satisfied and stay longer if they feel valued beyond their paychecks. Jot down what unique benefits would be feasible for your operation and work to make them come to life. You just might find that it’s not so hard to find good help after all.

For more on labor, read:

Developing an Organizational Chart for Farm Employees

Thu, 16 May 2024 20:43:03 GMT

Managing a farm is no easy job. Managing people – in some cases – is even more stressful. Dealing with the different personalities, perspectives and skill levels of employees can be a major obstacle when it comes to being an effective leader. However, organizational charts, also known as “org” charts, can help you delegate tasks to specific employees and prevent communication hiccups.

“Organizational charts are a visual depiction of your farm’s staffing structure,” says Jim Versweyveld, Extension Farm Management Outreach Specialist at the University of Wisconsin-Madison. “They define roles and clearly illustrate ‘who reports to whom,’ with connecting lines showing accountability and reporting relationships.”

Not only do org charts outline roles, Versweyveld says they can also assist with:

Helping onboard new employees by clearly showing who to go to with questions.
Streamlining communication and reducing potential conflict from power struggles.
Identifying logical farm successors and facilitating career paths for their skill development.
Aligning job titles (levels) within your organization.
Defining otherwise confusing family member roles for non-family team members.

Fortunately, putting together a team org chart does not have to be complex. Versweyveld says it can be completed in three easy steps.

Determine Structure – Though there are a variety of ways organizational charts can be structured, Versweyveld says most farms stick to either the flat or hierarchical method.

According to Versweyveld, the flat method has only levels of middle management between leadership and employees—or, in some cases, no middle management at all. Small organizations and startups often have flat structures because they have fewer employees and less of a need for hierarchical management.

Some of the benefits of the flat method include:

Avoids excess layers of management
Elevates employee’s level of responsibility
Lends itself to small farms

In contrast, the hierarchical method uses multiple levels of management and a “chain of command.” Larger organizations use this structure to keep the span of control (the number of direct reports per leader) to a manageable size.

Advantages of the hierarchical method include:

Clearly defines “go-to” people
Provides more progression opportunities
Accommodates business growth

Define Reporting Relationships – After you’ve nailed down the structure of the org chart, Versweyveld recommends outlining specific leaders.

“If you choose a flat org structure, all ,or nearly all, of the positions will report directly to the farm owner/manager, Versweyveld says. “If you choose a hierarchical org structure, it will be important to identify ‘departments’ with leaders who understand the accountability they will have for others’ success. This step often requires training and leadership skill development.”

Share With Your Team – Once an org chart has been defined, it is time to present it to the team.

“Communication is very important for new org charts to be received favorably,” Versweyveld says. “Meet with leaders first and make sure they are fully on board with the new structure. Then meet with your entire team to explain the benefits the org structure will provide.”

Versweyveld provides the following org chart example.

According to Versweyvled, sharing org charts helps your farm business by demonstrating clear reporting structures for all employees.

“They help create a roadmap for how the work is to be done and the process required to ensure information is shared throughout the farm to the right individuals,” he concludes.

Skills Survey Reveals U.S. Agriculture & Food Industry Workforce Needs and Gaps

Thu, 26 Sep 2024 19:14:19 GMT

U.S. employers report challenges in finding suitable job candidates with work-ready skills to fill open roles in the agri-food industry. AgCareers.com surveyed these employers to gain deeper insights into the skills they seek and identify the most significant skills gaps in the workforce. The recently published AgCareers.com U.S. Skills Survey offers valuable market insights, data and trends to help address skill development requirements within the industry.

Employers ranked “Problem-Solving and Decision-Making” as the most necessary skills for all employees, followed by “Organization and Planning Skills” and “Teamwork.” Problem-solving and decision-making were also identified as areas with the most significant gap for both current employees and new graduate hires. Only 18% of U.S. employers said that new graduate hires were adequately prepared with work-ready skills upon hire, whereas 76% said experienced new hires were equipped with these skills.

These findings underscore the significance of soft skill development for employees at all levels, particularly for students and individuals entering the workforce for the first time. Employers indicated that they are most inclined to seek out soft skills training when considering professional development opportunities for their staff; communication and verbal skills trainings were the most useful to employees and new hires.

Survey data also examined industry-specific skills required for employee success, such as sustainability, data science, and food science. Results indicate the most extensive knowledge needs were in agronomy and precision agriculture, followed by animal sciences.

The survey report breaks down specific topics and knowledge for each subject area and outlines the skills necessary for various employment levels, such as skilled trades, production, managers, and executives. The full report is free to the public for download .

Your Mental Health Toolbox: How To Recognize The Warning Signs

Thu, 22 Feb 2024 22:28:17 GMT

Working in agriculture isn’t easy, and factors such as commodity prices, weather and family dynamics often weigh heavily on those involved.

It’s important the friends, family, and business professionals close to farmers are prepared to recognize warning signs and effectively communicate in a mental health crisis. PennState Extension shares several tips to help.

What To Look For
Some of the ways increased stress presents itself is through physical changes such as headaches or frequent illness, loss of the person’s sense of humor, change in routine, isolation or the feeling that they can’t do anything right.

In farmers specifically, this could look like a decline in the care of livestock and the farmstead’s appearance, no longer stopping by the coffee shop in the morning to chat with friends, or giving up something they were previously passionate about such as volunteering as a 4-H leader.

Prolonged symptoms take a toll on a person’s body and can have long-term effects like high blood pressure and diabetes.

Extension experts also say increased stress has the ability to make farmers more accident prone and could lead to an uptick in the number of accidents or injuries around the operation.

How To Approach The Conversation
If you notice these changes in a customer, friend or family member, the way you approach them about the topic matters. Simply asking them how they’re doing will probably elicit a response similar to “I’m fine.”

PennState Extension advises using active listening during this conversation to help the person feel comfortable sharing more about what’s going on and understand that you care.

For example, if they brush off your initial question of concern, encourage them to elaborate by saying, “I’ve noticed you seem down. Is there anything on your mind?”. Restate and paraphrase what they’ve shared with you periodically, so they know you’re interested and listening. This also gives them a chance to correct anything you’ve misunderstood and give more context if necessary. You could say, “It sounds like you’re thinking/feeling X. Is that right?”

Focus on listening, rather than what you’re going to say next and make sure to give them adequate time to speak before you jump in.

Extension experts also recommend talking to the person with empathy, rather than sympathy, even if you don’t have personal experience with what they’re going through.

Phrases To Help Convey Empathy:
• I know of several farms in similar situations.
• Every situation is a little different. Help me understand better.
• I don’t know what to say, but I’m so glad you told me.
• I can see this situation is hard for you. What changes would you like to see?
• I’m eager to help. What are some things I could do for you?

Try to avoid saying things like, “at least X didn’t happen” or “at least you still have X”.

Next Steps
Make sure you check back in with the person, whether you told them you would or not, and don’t promise things you can’t commit to.

If the situation becomes urgent, ask if you can call a family member or for help. Local, state and national resources are available.

Family Farm Compensation: Strategies for Financial Harmony

Thu, 01 Feb 2024 22:31:51 GMT

Tired of working all day for little pay and being told you are supposed to be proud of it? That’s the narrative many of us in agriculture grew up with, but it doesn’t have to be this way. Compensation is not only possible on family farms and ranches but also necessary. Elaine Froese, Farm Family Coach, and Lyndsay Seafoot, agriculture HR specialist, shared tips and strategies for creating fair compensation plans on family farms in ranches on Season 7, Episode 5 of the Casual Cattle Conversations podcast.

To keep things clear, compensation matters to everyone who works on your cattle operation whether they are family, hired help or random day workers. “If you aren’t being compensated well, you are going to be angry. If you are angry, there is going to be a lot of conflict on your ranch. If there is conflict on your ranch that isn’t conducive to creating solutions, then other management distractions and issues are going to continue to pile up causing your ranch to lose money in the bigger picture,” said Froese. Compensation impacts the lifestyle and morale of those putting time into the operation as well as the longevity of the ranch when you look at creating a business that future generations desire to take over and continue operating. People want and deserve to be valued for the energy they put into their jobs and careers as a whole.

Compensation can take place in several forms such as salary, wages, sweat equity or hidden benefits. All family members need to be aware of how they are being compensated and if they can live from the compensation they are receiving. “As my friend Jolene Brown in Iowa says, ‘A conversation is not a contract.’ And the reason we are talking about this today is there are two kinds of compensation, the hidden perks and the ones that enter your bank account,” said Froese. Wages or salaries are obvious forms of compensation but don’t forget to make hidden or delayed compensation clear as well. Hidden perks can look like having a place to live, a cell phone, beef in the freezer, insurance, the opportunity to run your own cattle, or a variety of other opportunities. The key is to make the value of these hidden perks or delayed compensation value clear to those who are receiving them.

Part of the compensation conversation that needs to be had before creating contracts are the skill levels and responsibilities of all family members and employees who are being compensated. “Whether it is a farm or large corporation, compensation should be treated in a fair and structured way that pays people for what they are worth and what they are contributing,” said Seafoot. Each person has a different role on the operation which means each role is worth a different amount of compensation depending on the responsibilities each person carries. “Do some research by looking online or asking other farmers what they are paying employees to start learning what you can pay yourself and your own employees. Sure, it might be a $30 per hour position and you can only afford to pay $20 but then you look at incorporating hidden perks or delayed compensation to make up for the $10 difference,” said Seafoot. It’s also important to remember to plan for retirement during these conversations as well.

At the end of the day, remember that you are valuable to your operation and deserve to get compensated in a clear and outlined way. Compensation is worth it for the sake of your family relationships and continuing the legacy of the farm. Seek the advice of an expert to help mitigate conflict in your family during this process. This might include cleaning up the farm accounting and working with your bankers to get on track too. Money is simply transferring energy, make the transfer feel good and work for you by allowing it to bring your family together instead of tearing it apart.

Fraud Alert: Don’t Fall Victim to These Common Schemes

Tue, 02 Jan 2024 20:38:10 GMT

Farmers routinely handle high-dollar transactions — and the nature of the payments, often through unsecure methods, leaves them susceptible to foul play.

Those unsecure methods include mailing personal checks and buying parts from an unknown online vendor. However, one of the biggest fraud trends Angela Lewis, deposit control manager at Southern Bank in Chillicothe, Mo., is seeing involves how many operations handle employee payroll.

“We see employees commit fraud, especially through written checks from employers,” Lewis says. “Employees will steal the account number and routing number off the bottom of checks and create fake checks.”

Mail fraud and check washing is another tactic that can quickly drain thousands of dollars from an account.

“If you have mailed a check that was paid, but the recipient never received it, you may have been a victim of check washing. In fact, check washing is the No. 1 form of fraud we are seeing with our business customers right now,” Lewis says.

Check washing typically involves a check being stolen from a mailbox and then a scammer “washes” the check in chemicals to remove the ink and/or uses a copier to print fake copies of the check. Other criminals can then purchase the fake checks and deposit them.

To protect your operation from scammers, Lewis shares these tips:

Use online banking. “As a business, you should enroll in and use online banking daily to review copies of all checks issued to ensure they were not altered,” she says. “Also make sure to review the backs of checks to verify the endorsement information matches your intended payee.”
Follow up. If you are going to mail checks, make it a habit to follow up with the people or businesses to make sure they receive it.
Switch to online payment options. Your financial institution likely offers e-checks, ACH automatic drafts or other online bill pay options.
Confirm the goods. When it comes to making purchases from an unknown source, such as on Facebook Marketplace or Craigslist, Lewis shares it’s a good idea to meet the seller in person and verify the goods prior to sending the money. “Newer scams we’re seeing involve the use of payment apps, such as Cash App, Paypal, Venmo and Zelle, and social engineering to convince people to send money for fraudulent goods or services or to send money to fraudulent accounts,” Lewis says. “Once the funds have been sent, they are difficult to recover.”

If you do fall victim to a scam, there are a number of organizations, in addition to your bank, available to help. For example, several states have a division within their department of agriculture dedicated to this type of crime.

According to the Tennessee Department of Agriculture’s public information officer Kim Doddridge, the organization’s agriculture crimes unit is responsible for tracking and investigating crimes in Tennessee related to agriculture, forestry and wildland arson, animal health and agribusinesses. While many of their cases are related to livestock cruelty, arson and equipment theft, Doddridge shares they have dealt with reports of cattle purchasing scams, cattle selling scams and email scams.

In addition, USDA’s Office of the Inspector General has a fraud hotline to report violations of laws and regulations in regard to USDA programs. These can be reported anonymously either online or by phone.

New Survey Shows Labor is Serious Challenge for Ag Industry

Thu, 28 Dec 2023 18:00:19 GMT

A new survey from the Minneapolis Fed found ag bankers rank labor availability as a top concern for their farm clients.

The survey, which was conducted with ag bankers from the ninth district (Minnesota, Montana, North Dakota, South Dakota and Wisconsin), found the issue is viewed as a “serious challenge” for 63% of respondents and a minor challenge for the majority of the remaining 37%.

“It’s becoming more and more difficult to obtain the labor needed to operate,” a Minnesota-based banker told the Minneapolis Fed.

The availability of livestock workers was seen as more limited than crop workers and those surveyed also shared that finding long-term help is more difficult than temporary help due to the seasonal nature of the ag industry.

As far as how this compares to past conditions, 39% of respondents said labor availability has gotten “much worse” over the past five years and 44% said it’s “a little worse”.

The Minneapolis Fed attributes this challenge to the region’s low influx of migrant workers and aging workforce.

According to U.S. Census Bureau data, 10% of animal production employees in the area are foreign born, compared to 18% nationally. The number is even lower for crop production with just 5% of workers being foreign born, compared to 32% nationally.

The region also has some of the lowest unemployment rates in the U.S.

(Farm Journal)

At the same time, the median age of workers in the region rose from 51 to 56 in 2021. The number of workers between 45 to 54 has declined over the past decade with a small increase of those between the ages of 25 to 44 and a large increase of those over 55.

(Farm Journal)