Most dairy producers can probably think of an employee who deserves more recognition than they receive.
Maybe it is the person who always volunteers to stay late, catches problems before they turn into bigger issues or helps hold the rest of the team together during stressful stretches. Producers know those employees are valuable, but with the nonstop pace of running a dairy, showing appreciation or investing extra time into employee development can easily get pushed down the priority list.
But ag workforce specialists say those efforts should not be overlooked.
Research shows employees are more likely to stick around when they feel valued and know the farm is willing to invest in them. On dairy farms, that can be as simple as recognizing someone for doing a good job or giving them the opportunity to attend a conference, or leadership event to build new skills and confidence.
“Strategic engagement is more than simply managing labor,” the article explained. “It is a commitment to building meaningful relationships with the people who power agriculture.”
Investing Beyond the Paycheck
Researchers emphasize that investing in employees does not always mean raising wages or offering bonuses. Sometimes, it means giving employees opportunities they may not otherwise experience.
On dairy farms, that investment can include English classes, equipment training, calf care workshops or trips to dairy conferences and educational meetings.
“Training is not just about improving productivity; it is about investing in people,” says Suzanna Windon, assistant professor of youth and adult leadership at Pennsylvania State University.
For many employees, attending an industry conference or workshop can be a major confidence boost. It allows them to step away from the daily routine and see the broader dairy industry, hear from speakers, ask questions and connect with others doing similar work.
One of those opportunities is the Milk Business Conference, where dairy professionals come together to share ideas, learn from industry leaders and take home practical strategies to apply on the farm. Employees who attend often return with new perspective, stronger confidence and ideas that can be put to work right away.
Producers say those experiences often translate into stronger engagement back home. An employee who attends a calf care session may return with suggestions for improving protocols. Someone who participates in leadership training may become more comfortable helping manage workflows or training newer employees.
There is also opportunity to recognize those employees who go above and beyond through the Employee of Excellence Award, which highlights individuals making a difference in their roles and on their teams.
Windon says employees ranked growth opportunities nearly as high as financial bonuses because those opportunities signaled long-term investment in their future.
For dairy farms trying to improve retention, those opportunities can also help employees envision a future within the operation instead of seeing the role as simply another job.
Including Employees in Conversations
Windon also highlights the importance of involving employees in decisions that directly affect their work.
That may include conversations around scheduling, workflow changes, training priorities or barn procedures. In a study involving H-2A workers, employees reported feeling more respected and more committed to their jobs when they were included in discussions about workplace policies and training opportunities.
On dairy farms, even small efforts such as asking employees for input during meetings or involving them in problem-solving discussions can strengthen buy-in across the team.
Recognition Still Goes a Long Way
While bonuses and incentives remain valuable, Windon says appreciation and communication are just as important.
Thanking employees after a demanding week, recognizing strong performance during meetings or celebrating work anniversaries can improve morale and strengthen loyalty.
“When agricultural workers perceive their efforts as overlooked or undervalued, their level of engagement tends to decline,” Windon says.
With long hours and nonstop schedules, it can be easy to move from one task to the next without slowing down to recognize employees. But consistent appreciation can help employees feel valued for the role they play in the operation.
Building Stronger Teams
Windon notes that communication, respect and employee development all contribute to stronger retention and workplace culture. She adds that many of these strategies do not require major financial investments. Instead, they focus on helping employees feel supported, included and encouraged to grow professionally.
For dairy producers, investing in employees through conferences, workshops and training programs may improve more than day-to-day performance. It can also help build stronger teams and encourage employees to take greater pride in both their work and the future of the operation.
