In the demanding world of dairy farming, where the constant hustle and bustle never fades, understanding the true value of your employees is paramount. At the Milk Business Conference in Las Vegas, Nev., Tom Wall, the renowned Dairy Coach, often challenges dairy owners to consider whether their employees are merely an expense or a real asset. He advocates for a holistic approach to understanding employee value, highlighting the significant impact long-term employees can have on reducing herd health and maintenance costs.
Recognize Employee Importance
The connection between employees and farm success goes beyond just numbers. Employees need to feel valued and recognized. They need to know they matter. For long-time farm owners, this poses a unique challenge. Having never stepped down from the management role into an employee’s shoes, they may overlook the importance of nurturing a supportive work environment. But if they wish for others to find their farm a great place to work, they must channel energy and effort into people, fostering a culture of retention and growth.
The Employee’s Choice
Tom Wall draws an insightful comparison to the airline industry. Just as airlines remind passengers that they are choosing to fly with them, dairy farm owners should reflect on why employees choose to work for them. Initially, it’s often to pay bills and secure financial stability. However, to retain them, creating an environment of comfort and belonging is crucial, as emotional incentives can be powerful drivers of loyalty and performance.
Improving the Odds
Sure, nothing can guarantee employee results—just like you can’t guarantee your children will always heed your advice! However, Wall emphasizes the importance of improving the odds through positive culture. Core elements such as good pay, clear expectations, and a safe environment where employees aren’t worried about their personal belongings can significantly enhance employee satisfaction and engagement.
Jared Dueppengiesser from Proterra Genetics shared about his invaluable experience as a former herd manager at Rosendale Dairy, part of the MilkSource LLC. At Milk Business Conference. He emphasized the significance of cultivating a positive workplace culture.
Under his management, Dueppengiesser helped create an environment where employees thrived by dramatically reducing employee turnover, enhancements in milk quality and increased energy-corrected milk. He believes these successes were the result of thoughtful investment in people
According to Dueppengiesser, the key to building a strong culture lies in conceptualizing big ideas and dedicating time and resources to employee development. A vital component in this process is transparency regarding business goals. He advocates for letting employees clearly see and understand the direction the business is headed.
“Let them know where you are headed and put that in front of them on a daily basis,” says Dueppengiesser. Rosendale Dairy implemented this strategy by prominently displaying goals on a whiteboard, ensuring that everyone was aligned and motivated.
“If you’re not intentionally focusing on culture, it’s going to create itself,” he says. “Cows are the easy part. I challenge you to shift that mentality from a cow first to a people first mentality.”
Shaping Effective Leadership
Intentional planning is second nature when managing cows, covering genetics, nutrition, and comfort. Yet, applying the same meticulous planning to people, by developing what Wall calls a “people plan,” is equally crucial. Great people combined with great cows create a thriving farm; on the other hand, he warns, negates the success of the best livestock.
Efficient dairy farm operation begins with leadership. Bosses heavily influence the farm environment, and research suggests poor leadership is a primary cause of employee turnover. Negative qualities in a boss include saying one thing while doing another, micromanaging, and remaining disconnected—employees sense this negativity immediately. Conversely, good leadership provides structure, respect, and opportunities for advancement, which are vital for maintaining a motivated workforce.
Action Plan: Managers Core-4
Wall shares four characteristics essential for good bosses:
1. Recognize Who’s Who: Identify performers and non-performers to align rewards with performance. Rewarding attendance or seniority versus actual performance can affect long-term growth standards.
2. Clarity: A well-organized environment fosters clarity. Everyone should understand their roles and performance standards to avoid confusion and conflict. Clarity enhances accountability, requiring expectations to be documented and shared.
3. Communicate: Even skilled communicators often have room for improvement. Ensure your messages are heard as intended. Encourage responses to confirm receipt and prevent misunderstandings, and always take time to praise strengths and address areas needing improvement.
4. Connect: In a relationship-focused business, trust is fundamental. Trust is built through appreciation, respect, and prioritizing employees’ safety and job satisfaction. Ignoring issues like a broken gate undermines trust—show employees they matter by being responsive.
Embracing the view that employees are core to the heart of a dairy farm transforms management approaches. By creating an environment where employees feel respected and implementing a strategic people plan, farms can thrive, attracting people who are excited about their roles. Embrace the challenge of enhancing your operations for not just the cows, but for the people who care for them daily.
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