Hog Management

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

Fri, 27 Sep 2024 17:11:57 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..

One Farmer's Idea to Avoid Yellowstone Drama When Transferring the Family Farm

Tue, 25 Nov 2025 14:30:54 GMT

At 8 cents a pound, pigs weren’t worth much when Todd Wiley formed Interstate Swine LLC with his dad in 1998. Nobody wanted weaned pigs. Facilities quickly became available as people left the pork industry. With a sincere desire to make a living raising pigs on his family’s farm, Wiley stepped out in faith. Nearly 30 years later, this multi-generational farming endeavor in eastern Iowa has survived some of the toughest times and some of the best times.

Maybe that’s why Wiley has taken a unique approach to bringing the third generation back to the farm.

“There’s no doubt that family is important to Todd,” says Pat McGonegle, CEO of the Iowa Pork Producers Association. “He puts family first, and the farm is a part of that discussion. He manages his family members that are part of that farm in a real professional way, but also with an eye towards the legacy that he and Denise want to leave on their farm.”

Would This Be Good For My Kids?

Growing up, Wiley’s parents talked about succession planning often with their three sons. The concept of planning for the generational transfer of the family farm came naturally to Wiley.

“When we started Interstate Swine, we needed to hire employees,” he says. “One of the things I was conscientious about was making sure the employment opportunity within our business would be conducive to our children filling those roles.”

From the beginning, Wiley instituted health insurance plans, matching IRA funds, paid time off, paid vacation, and other benefits that employees would typically look for when securing a job.

“I constantly asked myself if this would this be good for my kids someday?” he says.

Wiley and his wife, Denise, have four kids: Drew, a Kansas State University animal science graduate and former K-State Football defensive tackle; Isaac, an Iowa State University agribusiness graduate now employed with Ever.Ag; Emma, owner of Auntie Em’s - Event Florist and attended Des Moines Area Community College; and Joshua, a junior at Iowa State University in animal science.

In 2017-2018, the Wileys doubled their sow farm to create more opportunities for the children to have a place on the family farm.

“It was a fairly tedious process – not only from a business standpoint, but about what the next generation was going to do,” he says. “They were all too young back then, and there was no way I could ask them for any sort of commitment to our business. But I did ask a lot of professionals. I remember asking our accountant specifically, ‘In your experience, what is the likelihood of a farm family having the next generation be involved, providing you have a viable business?’”

The accountant’s response was, “It’s pretty high.”

“Denise and I knew we needed to have some economies of scale,” Wiley explains. “There’s not much point in succession planning, if there’s nothing to succeed to or succeed with. We were mindful of that when we moved forward. Now, we have room for additional people, not only for labor, but also in management where we can utilize their skills.”

No Yellowstone Drama Here

As a family, it is easy to recognize each other’s strengths as well as quirks, he points out. But he wanted a better way to evaluate his children’s strengths and weaknesses, as well as interests, on the farm.

“I remember when a successful family in eastern Iowa, with a number of businesses, built a feed mill and elevator,” Wiley shares. “The father of this family passed away unexpectedly. Come to find out, nobody in the family had any interest in this feed mill and elevator, so they end up selling it.”

This hit Wiley hard. What would his kids say about where their farm was investing capital? That sparked the construction of a succession planning instrument for the Wiley family.

(Lori Hays)

“The first page of the instrument (an Excel document) started two years ago with a list of 35 jobs that need to be done on our farm,” Wiley says. “Most of them are pig related, but we do crop farm some. It was pretty much everything I was doing in a spreadsheet.”

Each of their children (and one daughter in-law at the time) was asked to rate those 35 jobs from one to five under this scenario: It’s 2033 and Todd and Denise are serving in an advisory role only. You choose to be an active employee of the family businesses. Please answer by circling the corresponding number that best describes your interest in the listed activity.

“It was interesting to see who had interest in what, but it also told us pretty clearly where we needed to go in the future if we wanted our children involved in our business,” Wiley says. “Initially, I think they saw it as a fun activity, just another of Dad’s crazy ideas. But I learned a lot.”

This past summer, the family completed the exercise again.

“I needed to see if the kids were drifting in their interest,” he says. “In one case, there was significant movement in what one of our kids wanted to do. It surprised me to be truthful about it. In the other three cases, they held true to what they thought two years previous. But bear in mind, our youngest was a freshman in college two years ago and a lot can change in college.”

Wiley emphasizes that nobody is required to come back and be involved in the operation. He says there are a million ways to make a living out there and he wants his kids to pursue their dreams. In the version his family filled out in the summer of 2025, he added a second page with 45 statements.

“If you’re going to work with people in a business and a family in any organization, even if you’re not related, you need to have some idea of where they’re coming from,” Wiley says. “On the second page of statements, they were asked to rank their level of agreement with the statement.”

For example, one of the statements was: No matter what I may think of a family member’s job performance, I’ll always have their back publicly.

“If you’ve ever watched Yellowstone, that show creeped me out,” Wiley says. “When I saw the family dynamic portrayed, it made me uncomfortable. We can have our disagreements. But, as a family, you better have each other’s backs out in the community, especially in the business we’re in.”

Getting Out and Getting In

This instrument has been helpful for the Wileys in many ways as they prepare to transfer more of the farm to their children.

“It sheds light on areas where their belief system parallels ours,” he says. “We have a definite place of emphasis now. Our children have a pig feeding business called Fourth Gen Hogs LLC, where they’re each 20% owners, Denise is a 10% owner, and I’m a 10% owner. It has been a great exercise in giving them the responsibility of ownership.”

He says the timing mirrors the situation he was in when Interstate Swine was formed.

“They got in about a year ago when it was pretty doom and gloom. We went to the bank with this idea, and they’re like, ‘You want to do what?’”

He believes this business venture will be the vehicle for he and his wife to exit pig ownership as their children get into ownership.

“Uncle Sam would have his way with us if we sold out all at once,” Wiley says. “But if we can gradually exit individual barns or individual parts of our production flow and have them enter into it, that’s a fairly nice segue for us to get out and them to get in.”

Wiley shares more about his mini adventure raising rabbits, opportunities for talented young people back on the farm and the message he hopes pork producers hear right now and more on The PORK Podcast. You can watch it here on YouTube or listen anywhere podcasts are found.

Watch more episodes here.

Oikonomia on the Farm: Succession Planning is About More Than Wealth

Thu, 20 Nov 2025 14:57:20 GMT

Succession planning is often treated as a legal or financial exercise — a “simple” matter of wills, taxes and transfer dates. Yet for family-owned farms and agribusinesses, it’s something deeper: the deliberate handoff of a way of life.

The ancient Greeks had a word for this kind of management, oikonomia, from which we get the term economy. Understanding what they meant by it can reorient how families think about preparing the next generation.

In classical thought, oikonomia referred to the management of the oikos, the household or estate, but it was never only about efficiency or profit. The oikonomos, or household steward, was responsible for using resources wisely so the entire household could live well and endure long into the future.

Ancient philosophers viewed resources as abundant, not scarce, so economic action was judged not by the accumulation of wealth but by whether it enabled and served a praiseworthy end. Specifically, the flourishing of the family, the land and the community.

Perspective for the Present

That older vision aligns closely with what succession planning should be for agriculture. The task is not just to pass on land and assets, but to ensure the continuity of stewardship, the ethical responsibility to care for what has been entrusted.

From an oikonomia perspective, the senior generation’s goal is to prepare successors capable of managing abundance with restraint, gratitude and wisdom. This calls attention to the education of character. The next generation must learn more than production and finance; they must learn judgment, the ability to distinguish needs from wants and to act for the common good. Mentorship, gradual transfer of responsibility, and open discussion of values all form part of this ethical training.

Perhaps most importantly, oikonomia reminds us that a farm is both a business and a household. Financial plans that ignore family dynamics or the moral vision of the enterprise risk undermining the very legacy they seek to protect.

Succession planning works best when it integrates three elements at once: the technical (who owns and manages what), the relational (how the family communicates and cooperates) and the moral (why the farm exists and whom it serves).

In that light, passing the farm to the next generation becomes not just a transaction but an act of stewardship — a modern form of oikonomia. The question is no longer only how do we divide the assets but how do we preserve the household, the land and the purpose they represent for future generations?

South Dakota Awards Reinvestment Grants to Sow Farms and Dairies

Fri, 14 Nov 2025 20:51:37 GMT

The South Dakota Governor’s Office of Economic Development (GOED), Board of Economic Development, and the Economic Development Finance Authority (EDFA) recently approved projects that are expected to contribute more than $176 million in capital expenditure and 175 full-time jobs across South Dakota.

“When businesses grow in our small towns, it creates a ripple effect that strengthens the whole community,” GOED Commissioner Bill Even said in a release . “Each of these projects represents a partnership between the state, local leaders, and business owners working together to move South Dakota forward.”

A Reinvestment Payment Program grant of up to $1.3 million was approved for Century Swine RE, LLC, under Pipestone Management, to support construction of a 12,000-head breed-to-wean sow farm in Edmunds County. GOED notes the new facility will raise piglets to be grown and marketed, creating local jobs and sourcing feed and utilities from nearby vendors.

Hord Family Farms of SD, LLC, under Pipestone Management, also received a Reinvestment Payment Program grant of up to $862,806 to support construction of an 8,773-head breed-to-wean sow farm in Miner County. The facility will enhance local agricultural output and create new employment opportunities in the region, GOED said in a release.

EDFA issued a Livestock Nutrient Management Bond of up to $12 million for Silverstreak Dairies, LLP and Warner Dairy, LLP to support solid waste disposal expenses associated with the expansion of the Warner Dairy project in Brown County. GOED says the expansion will accommodate approximately 5,100 head of wet milking cows and more than 300 head of dry cows and replacements.

A Reinvestment Payment Program grant of up to $1.99 million was approved for Whitewood Dairy, LLC to support development of a 9,500-head dairy facility in Kingsbury County. The project will include new barns and milking systems designed to improve efficiency, GOED says.

“These projects highlight what drives South Dakota’s economy – responsible growth in agriculture and manufacturing,” Governor Larry Rhoden said in a release. “Ag is king in South Dakota, and supporting producers, processors, and innovators keeps our state strong for generations to come.”

Plan for Now, Adjust Later: Create Your Estate Plan Before It's Too Late

Wed, 22 Oct 2025 17:05:38 GMT

Nobody wants to think about death, but it’s something Polly Dobbs, an estate planning and wealth transfer attorney with Dobbs Legal Group LLC, thinks about every day.

“When I was a new lawyer, I was so nervous to say dead or death,” Dobbs recalls. “I was in a meeting with a partner and his client once when I stumbled over something and said, ‘in the unfortunate event you should pass away.’ After that meeting, the partner yanked me out in the hallway and said, ‘Stop stuttering. Just say when you die. It’s not if, it’s when.’”

She’s been dealing in death ever since, but she says that perspective allows her to serve her clients better.

“What if you got hit by a bus tomorrow?” Dobbs asks. “You should have a plan in place that fits today’s circumstances. If your grandson is playing with John Deere toys in the sandbox, let’s not create a succession plan that hinges on that grandson coming back to farm. Let’s have a plan in place that fits right now, in case you die tomorrow. If you don’t die and you get to see how those grandkids turn out and which direction their lives take, you can adjust that plan.”

People often think they can figure out their estate plan later – when they are older, richer, sicker, free from debt and the list goes on.

“Too often, people don’t have a plan, and they end up dying before they’ve got it just how they want it,” Dobbs says. “Have something that fits for today and dust it off as needed.”

What Should Drive Decisions?

When it comes to estate planning, Dobbs says there is no cookie-cutter-approach.

“You can’t copy what your neighbor did,” she says. “It has to be customized for your family, your facts, your assets, your goals, your family members and your farm.”

She often challenges farmers with tough questions like should your off-farm kids get bought out?

“Should they get bought out of equipment, improvements, grain bins, shops, shed and all of the silver things that we build on top of gravel lots to use in production agriculture?” she asks. “Do you feel like your off-farm heirs are entitled to a share of these operating assets? If so, fine. If not, that’s OK, too.”

Part of what Dobbs does is give permission to people to treat their children differently and to define their children’s inheritance.

“It’s not necessarily one quick check after an auction after your funeral,” she points out. “It is absolutely fine to treat your children differently. I preach over and over again that fair does not mean equal. There is no law that says the columns for your children must tally to the penny and be exactly equal with the assets they receive at your death. You’re aiming for a fair balance, and you define what is fair.”

Ultimately, she says, it comes down to peace of mind when you lay your head on the pillow. Do you have a fair plan in place?

Talk Now, Don’t Wait

Communicating the estate plan during your lifetime is very important, but it’s often the step that farmers fail to complete. She says transparency helps avoid entitlement.

“When someone thinks they’re going to get a certain amount of the value of your assets, they’re already calculating it and counting on it,” she says. “After your death, if the plan is different, that’s when the entitlement rears its head.”

She emphasizes the details must be defined by the farmer.

“A lot of my clients would rather put their head down and have the plan unveiled after death,” Dobbs says. “I understand that’s challenging. But it’s far better to have transparency and throw everything out on the conference room table so you can shine a light on it and talk about it.”

In addition to getting all the family in the room, Dobbs believes there should be more than one adviser at the table at a time.

“This is how you get the best plan, and you will always have a better plan if your advisers speak to each other,” she adds. “There is this falsehood out there that you need to stop your lawyer from talking to your accountant because that means they’re both charging you at the same time. I promise it will always be cheaper in the end, and a better plan, if your advisers talk to each other.”

Touchy Subjects

One of the sensitive subjects many farmers are dealing with today is the issue of sweat equity and treating it like deferred compensation, she says.

“When we have a successor coming in, depending on how long that successor has been working side by side with the senior generation, they’ve earned something,” Dobbs says. “We’re not talking about giving them a handout. If we give them a discounted price, or we give them assets off the top as a part of the succession plan or part of the estate plan, that’s not a handout.”

Deferred compensation says that if a young person had gone to work in a factory right out of school, they would be earning and investing in a 401K or perhaps stock compensation. They probably would have health insurance and HSA accounts that most family farms just don’t have, she explains.

“When the senior generation is putting together their succession and estate plan, consider the benefits the successor gave up by not working off farm,” she says. “Having some sort of benefit, discounts, family-friendly terms in the succession plan and in the estate plan should be considered deferred compensation.”

Read More:
Tax Acts and Estate Plans: What You Need to Know About the Changes for 2026

Wisconsin Ag Regulators Propose Massive Livestock Fee Increases

Thu, 11 Sep 2025 19:33:29 GMT

The Wisconsin Department of Agriculture, Trade and Consumer Protection (DATCP) is proposing changes to rules, ATCP 10 and 12 , regulating animal disease and movement and animal markets, dealers and truckers.

According to the Wisconsin Farm Bureau Federation (WFBF) , these changes include massive fee increases that will be a substantial financial burden to markets, dealers and truckers that will unavoidably be passed down to farmers.

The license fee for what the DATCP calls “Animal Market Class A” would change from $420 to $7,430. A late fee for those markets would also increase by nearly 1,700% by shifting from the current price of $84 to $1,486. The registration fee paid by about 1,000 truckers transporting livestock in the state would increase 517%, from the current price of $60 to $370.

(Wisconsin Farm Bureau)

WFBF Government Relations Director Jason Mugnaini says it is important to clarify that Wisconsin’s program had historically received state funding support through DATCP, but this proposal shifts that onto industry fees.

The WFBF also reports the inspections and public health activity costs of these programs have previously been partially funded by state funding in Wisconsin, as they are in neighboring states. DATCP’s proposal shifts the full cost of these programs onto industry fees.

DATCP Secretary Randy Romanski explains the fees have not been adjusted since 2009 and the increases are needed to maintain critical animal health and transportation services.

“This program is currently in deficit because these have not been adjusted for so long,” Romanski explains. “Costs have increased during that time.”

He is transparent about the financial realities driving these increases. While the percentage increase might seem large, it reflects 17 years of accumulated cost pressures. He summarizes the goal is not to burden the industry, but to ensure the continued provision of critical animal health and movement services.

According to Sam GO, DATCP communications director, the DATCP Division of Animal Health receives federal funding through cooperative agreements for specific goals and objectives, such as animal disease surveillance and animal traceability. The cooperative agreements are separate from the programs in the proposed fee rules and do not fund the programs in the proposed fee rules.

She explains as federal funding for the cooperative agreements has decreased, those activities that are partially federally funded (such as animal disease surveillance and animal traceability) need to have a larger portion of their costs covered by the state animal health general program revenue. That means there is less state GPR remaining to cover the deficit in program revenue for the ATCP 10 and ATCP 12 programs.

The ATCP 10 fees support the following animal health programs: Certificate of Veterinary Inspection (CVI) Forms, Intermediate Handling Facilities, Disease Certifications (Brucellosis, Tuberculosis, Pseudorabies), Equine Infectious Anemia Retests, Equine Quarantine Stations, Feed Lots, Medical Separation, National Poultry Improvement Plan (NPIP), Farm-Raised Deer, and Fish Farms.

The Process

Romanski explains the administrative rule process is collaborative and takes about two and a half years. He says the process is designed to be collaborative with multiple opportunities for public input and engagement. He encourages stakeholders to not just critique the increases, but to offer constructive feedback and potential alternative solutions.

The current stage is specifically about public comment and engagement. He says the department wants to hear from industry members, producers and other stakeholders. They are actively seeking input that can help shape the final rule package.

The public can participate and provide feedback that can be considered by the department’s staff through several channels:

Attending public hearings
Submitting written comments by Oct. 15

The remaining hearings will be hosted virtually and at the Prairie Oaks State Office Building, Room 106, 2811 Agriculture Dr., Madison, WI 53708. For more information, dial-in instructions and to register for online access click on the ATCP 10 or 12.

ATCP 10:
• Monday, Sept. 15 – 1 p.m.
• Wednesday, Sept. 17 – 9 a.m.

ATCP 12 :
• Tuesday, Sept. 16 – 1 p.m.
• Wednesday, Sept. 17 – 1 p.m.

Individuals can submit written comments by Oct. 15 to: Angela.fisher1@wisconsin.gov or Angela Fisher, DATCP, P.O. Box 8911, Madison, WI 53708

Romanski explains after the public comment period, DATCP staff will review all submissions, consider suggested changes, and then present any revisions to their policy-making board. This ensures multiple layers of review and public involvement.

Neighboring State Comparisons

According to the proposal document , programs in adjacent states (Iowa, Michigan, Minnesota, Illinois) are similar to Wisconsin, as all are based on federal standards. Neighboring states primarily fund these types of programs through general program revenue; therefore, they have lower fees than Wisconsin’s current fees. While Wisconsin’s program fees are collected from a small number of licensees, these critical programs have impacts and benefits across animal health, animal industries and public health.

In Iowa, a livestock market permit is $50 per year. The livestock dealer and livestock market agent permits are $10 per year. A bull breeder license is $20 every two years. A livestock dealer or order buyer permit is $50 per year. A feeder pig dealer agent permit is $6 every two years. A pig dealer’s agent permit is $3 per year.

In Michigan, an action Class I is $400 per year. A buying station (Class II) is $250 per year. The remaining fees are waived for veterans: A dealer (Class III) is $50 per year. An agent broker (Class III) is $50 per year. A collection point (Class III) is $50 per year. A trucker (Class IV) is $25 per year.

In Minnesota, a livestock market agency and public stockyard is $300 per year. A livestock dealer is $100 per year. A livestock dealer agent is $50 per year.

In Illinois, a livestock auction market license is $200 per year. The livestock dealer license is $25 for a new license, $10 for the annual renewal, as well as $10 for each location in addition to the first location, and $5 for each employee. A feeder swine dealer license is $25, the renewal is $10, and there is a fee of $5 for each employee. There is no fee for a slaughter livestock buyer’s license, just a requirement to submit an annual report.

Industry Feedback

Both the Wisconsin Cattlemen’s Association (WCA) and WFBF have come out opposed to the fee increases.

Tressa Lacy, WCA president from Rio, Wis., voiced her concern at the first hearing on Sept. 11.

“The Wisconsin Cattlemen’s Association is in opposition to the proposed fee increases inspections and registrations related to a variety of activities by Wisconsin animal dealers, truckers and markets in ATCP 10 and 12,” she says. “I raise beef cattle with my husband and our 8-month-old in Columbia County. We both work off the farm in agriculture to financially afford our beef and hay farm operation, and I know the cost of these fees will be passed directly on to producers like us.

“The result of such significant increases will be fewer livestock marketing options, the potential for reduced disease traceability and fewer opportunities to sell livestock in the state of Wisconsin. Fewer options inevitably mean lower prices and thinner margins in an industry that is already being pushed on thin profit lines.”

She explains the inspections and animal health protections funded by these programs serve a broad public purpose — protecting animal health and consumer confidence in the meat raised in Wisconsin.

“It is fundamentally unfair to shift the entire cost onto the users as this is certainly a public food safety conversation,” Lacy adds. “I share the industry concern that these initial proposals are just the start of all programs in Wisconsin shifting to being user funded. Other states fund these programs with state support as the benefits are shared by everyone. DATCP should restore and continue the approach for these outlined programs.”

She concluded her comments saying: “WCA respectfully ask that DATCP reconsider these unreasonable fee increases and maintain a funding structure with state support that is fair, practical and supportive of both public health and Wisconsin agriculture.”

Mitch Giebel a WFBF member from Lyndon Station, Wis., also shared his thoughts on the proposed fee increases.

“I’m very concerned about the massive increases of fees being proposed,” he says. “As a young farmer, every dollar really does matter on our operation. We work hard to raise our livestock, and we already face high input costs, tight margins and unpredictability when it comes to marketing. Adding thousands of dollars in new fees, especially increases as massive as what is proposed doesn’t seem realistic. It’ll undoubtedly make it harder and tighter for the sale barns and livestock markets to survive, and unavoidably, it is probably going to be passed to us as the producers and farmers.”

He also explains programs such as animal health, disease control and traceability benefit everybody in the state, not just farmers.

“Healthy animals and safe food are the best interest for our state; other states recognize that and utilize state funding to maintain these programs and cover these costs,” he says. “Wisconsin needs to restore and maintain its state funding that has historically existed for these programs, rather than shifting a substantial burden on a small number of farmers and marketers. I am asking you to please reject these fee increases as they are written. They are too steep, too fast and out of line with our neighboring states.”

WFBF is calling on producers to share their concerns: “These unprecedented fee increases cannot move forward without your voice being heard. Share how these proposals would impact your farm, your business and Wisconsin agriculture.”

Keep Animals Safe and Healthy During Excessive Heat

Mon, 21 Jul 2025 13:25:57 GMT

Excessive heat will once again blast much of the U.S. this week, with heat indices predicted to reach 110 degrees Fahrenheit or more in many locations. University of Illinois Urbana-Champaign animal welfare expert Angela Green-Miller says pets and livestock are at risk, and it’s up to humans to keep them safe.

Green-Miller runs the Animal Welfare, Environment, and Sustainability Laboratory as an associate professor in the Department of Agricultural and Biological Engineering, part of the College of Agricultural, Consumer and Environmental Sciences and The Grainger College of Engineering at Illinois.

Green-Miller answers common questions from pet owners and livestock producers.

First of all, how do animals cool themselves?
Different animals use different methods, but some broad brush-strokes for all animals include seeking shade and shelter, lowering activity and feed intake to keep metabolism down, and drinking more water. Any of the cooling strategies we would use, they would use too.

Don’t some animals not sweat? How do they keep cool?
That’s true. Dogs and pigs, for example. They dissipate heat through panting, defecation, and urination. They may increase those activities, which makes it that much more important to replenish their water supply.

What can humans do to help animals when it’s hot? Let’s start with pets.
Anything you would do for yourself, you could do for them. Bring them into the air conditioning, if possible, make sure they have access to plenty of water, and try to have them rest indoors or in the shade during the hottest part of the day. For outdoor animals, shade is critically important. Also, if they can be elevated from hot surfaces, such as on an elevated bed, that will let air circulate around them and remove some of that heat.

What about livestock?
We need to make sure the air is moving, bringing fresh air into the barn, even if it’s hot outside. The animals are contributing energy and heat into the environment, so the more of that we can move out, the better. And moving air over their body surface helps them release some of that energy.

For animals in indoor confinement, producers can alter lighting and feeding schedules. The idea is for them to rest during the hottest part of the day, so keep the lights down and withhold feed until it starts to cool down. That’s not an uncommon strategy, but there may be some producers out there who could use a reminder.

It’s also critical to ensure that water lines are working and that there’s fresh water flowing. Double-check those drinkers a little more frequently to make sure they’re not clogged. This is the time of year when we emphasize the critical nature of maintenance. If there’s any deferred maintenance, bump it up to the top of the priority list because a broken fan in this type of weather is one of the worst situations we can have.

What are the potential economic impacts of excessive heat on the livestock industry? Are there predictable dips in productivity every summer?
Absolutely. Feed intake is reduced during heat events, so we see dips in productivity. They’re also losing energy in the form of heat instead of putting it toward growth. We see reproductive impacts as well. Breeding rates tend to drop whenever there’s a heat event, and sometimes we see gestational impacts as well, especially in animals that are late in gestation.

Feeling Stuck? Ask Yourself These 4 Questions

Wed, 21 May 2025 20:57:11 GMT

Everybody’s been stuck at some point in their life. Maybe you’ve felt stuck about knowing how to move forward in your career. Maybe you’ve felt stuck between two people’s different opinions. Maybe you’ve felt stuck because you are trying to do too many things at once. Maybe you’ve just felt stuck because you are tired or angry or frustrated.

“What happens when you’re on fire?” asks Kacee Bohle, founder and CEO at AGRIMINDS . “You stop, drop and roll. That’s the first thing that I advise when you feel stuck. Let’s stop and see what’s actually going on, then we can go forward from there.”

Feeling Stuck is Normal
Bohle says being stuck is a normal situation people find themselves in. To get unstuck, take a 360-degree evaluation of your reality. What’s actually going on? What’s the root of why you’re feeling the way that you are right now?

Although there isn’t one magical way to get unstuck, Bohle suggests it starts by looking inside.

“It’s going to be different for everybody, and it really depends on all the other factors you have going into this as well,” she says. “For example, what season of life are you in? Who else is involved in your decision making? What can you actually do right now? What resources are available to you? It’s just not this cookie cutter answer where I can say, if you’re stuck, do this thing and you’re a feel all better. That’s just not reality.”

But everyone can sit back and evaluate what’s going on in their life a little more. Bohle uses a Japanese concept called ikigai to get her started.

Ikigai is a Japanese concept that translates to ‘a reason for being’ or ‘a reason to get up in the morning.’ Bohle says it’s essentially about finding what gives your life purpose, meaning and joy.

The four questions are simple ways to get yourself thinking, she says. They include:

Am I doing stuff that I love?
Am I doing stuff that I’m good at?
Am I able to get paid for it?
Does the world need what I have?

Finding a healthy balance leads to a more fulfilled life, Bohle says. But sometimes, it’s not possible to do any of those things.

“Sometimes we’re leaning really heavy in one of those areas and not even touching the other three,” she explains. “But if you know what your center could be – if you know what to get back to or what you’re working towards – it’s a lot easier to know what your next step is going to be.”

Action Creates Clarity
So, then what? Bohle says if you’re not sure what your next step is, just start doing something.

“If it feels aligned, keep doing more of that,” she says. “If it doesn’t, then shift gears and pivot into something else. Start dipping your toes into different areas.”

This can look like many things from making a big decision to make a career move to volunteering in your community. For others, it can look like having conversations and meeting new people to get that spark back, she says.

“Take small steps toward feeling something positive. The more that you do that, the more clarity you’re going to get,” Bohle says.

Do Something Unpredictable
It’s easy to get analysis paralysis when you feel stuck.

“I am a big thinker,” she says. “Sometimes I overthink it to death to the point I have considered every possible solution, and now I’m still stuck and don’t know what to do. You must do something, and that something is going to tell you whether this was the right move or not. But at least you’re doing the process of elimination, and realizing that’s the thing I shouldn’t be doing.”

In one of Bohle’s favorite shows, Covert Affairs, a spy shared that the best spy advice she ever received was to “be unpredictable.”

“I’ve always loved that advice,” Bohle says. “Don’t be ordinary. Change your routines. Do something people wouldn’t expect you to do. When you start doing stuff differently, it changes something inside of you.”

From taking a different road home than you typically do to ordering something new the next time you go to a restaurant, she says breaking out of routine can help you get unstuck.

Stop Spinning
Everything that we know or believe has either been caught or taught, Bohle says.

“If you think about our industry and who we’ve learned from, who we’ve been around, we’ve probably been influenced by them and conditioned by them,” she explains. “It takes a conscious effort to change what we’ve been taught.”

Bohle believes there’s been a lack of knowledge about available resources.

“When I think back to my professional career, and even my education, I don’t recall anybody sharing that with me,” she says. “It wasn’t until I sought out these resources that I came across them. I think there’s a lack of knowledge about how many resources exist to support you in whatever thing that you’re dealing with.”

She also says there’s a fear that it may not work, will hurt someone’s feelings or inconvenience others.

“It’s one of those endless cycles,” Bohle says. “We’re stuck spinning, spinning, spinning, and we don’t know how to get out of the whirlwind, which is why it’s so important to communicate with either your trusted circle or a professional. It can be as simple as raising your hand and saying, ‘I need some help.’”

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

3 Steps To Honestly Evaluate Your Farm's Performance

Thu, 27 Mar 2025 14:18:04 GMT

You’re only ever in three stages of life:

As good as you think you are
Better than you think you are
Worse than you think you are

Most of the time it’s No. 3. “But, Shay, my feelings!” Settle down, this isn’t to make you feel bad about yourself. It’s to reflect on how you’re treating yourself.

Step 1
The first step is expectations and goal management. Your perception of how well you are doing is probably dictated by the ability to achieve your expectations. Do your expectations only live in your head? Then you need to write them down. People who write down their goals are 80% more likely to achieve them. Then you need to evaluate, are these realistic expectations?

Step 2
The second step is prioritizing. You can only improve what you measure, and you shouldn’t measure what you aren’t willing to manage. Whether it is time management, work-life balance, profitability projections, marketing plans or yield goals, if you don’t measure how you’re doing, how will you ever improve? On the other hand, why are you worried about the markets if you aren’t going to forward market? Does stressing about the price of fuel matter if you’re going to keep the grain cart tractor idling all day at $175 per engine hour anyway? Prioritize what matters and measure it diligently.

Step 3
The third step is being honest with yourself. It’s important to look at each aspect of your business and rate yourself. You can come up with your own metrics, but it might look something like this.

Are my financial reporting mechanisms in order: cash flow, balance sheet, accounting system, tax preparation, etc.?
How would my team rate my leadership and engagement over the past 90 days?
Am I communicating effectively to landowners, team members and stakeholders?
Are opportunities being fairly assessed for economic progress and determination of alignment with our business?
Is my equipment maintenance plan what it should be and am I doing the work in a timely manner?
Am I taking care of my personal health and family obligations, as well as prioritizing the things that really matter to me in life?

Design your own metrics for business success. Honestly, my scores are pretty darn low in a lot of these categories right now, but it is an important metric for me to track and implement changes where I can to steer the ship in the right direction.

Set your expectations appropriately and get them on paper. Prioritize what needs to be done and spend less time doing what you aren’t willing to change. Be honest with yourself and assess how your farm is performing.

As you read this, are you as good as you think you are, better than you think you are, or worse than you think you are?

Take the Stress Out of Social Media: Navigate Detractors

Thu, 20 Feb 2025 14:56:23 GMT

Have you ever wanted to post on social media but were worried about potential backlash? You want to share your farm, but are worried about receiving potentially negative comments about sow housing? Maybe you are worried about getting tough questions about the use of hormones or antibiotics when it comes to feeding your animals or treating them for illnesses?

Unfortunately, this scenario is all too common for farmers, veterinarians and others in the ag community advocating for animal agriculture on social media. Negative comments have the potential to steer the conversation down an unproductive path. However, if you know how to handle contentious issues online then you can help people understand the animal agriculture community’s commitment to animal care, responsible antibiotic use, sustainability and other core values.

Before deciding how (and if) to respond to comments, take a deep breath and ask yourself a few key questions:

1. Is the comment relevant or is it completely off-topic?

2. Who has made the comments? Are they genuinely curious or are they a known extreme animal rights activist?

3. Consider, “Is it possible they have a different perspective?” or “Is there something that could have shaped this person’s opinion?”

4. Will responding to the comment help other people who will read your response?

If the person has left a completely irrelevant comment, don’t feel obligated to respond. If the comment included offensive remarks, feel confident in hiding the comment or blocking the person from commenting again. Remember, your social media page is your space, and you can set community guidelines.

Depending on who has left the comment can determine how you respond. By clicking on the commentor’s profile you can quickly learn if their comments come from a place of true concern and interest, like a parent concerned about feeding his or her children safe, nutrient-dense foods, or potentially an animal rights extremist with no intention of having a productive conversation about animal agriculture.

If you have concluded that the commenter is likely not open to having a dialogue, still ask yourself if responding to the comment will help others understand your perspective. Social media is a very public space and there are many more people reading your posts and comment sections than actually engaging.

Once you have asked yourself these questions and have decided that responding is your next step, look for common ground on a related topic – such as food safety and family values. Before jumping into the safety and animal welfare benefits of using antibiotics, validate their concerns and offer empathy. Then, ask permission to share your personal experience with using antibiotics on the farm. If the conversation is going well, follow up with the science and offer resources or other people to follow on social media if they are interested in learning more.

Most importantly, know that you can always ask for help. Bring in your friends who also have experience responding to contentious issues, reach out to your local partners, or the Animal Agriculture Alliance to help you moderate difficult conversations.

This is just a preview of the content and training available in the Animal Agriculture Alliance’s Animal Ag Allies program. To sign up to become an Animal Ag Ally, go to and fill out the interest form to join our next class!

Your Next Read: Build Your Team Across the Entire Supply Chain

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.

Your Next Read: I’ll Never Regret Giving Them the Stock Show Life

3 Leadership Trends You Need to Adopt in 2024

Fri, 27 Sep 2024 17:06:41 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:

Protect Your Farm From Animal Rights Extremists

Mon, 16 Sep 2024 17:47:18 GMT

Let’s take a minute and get back to basics. Farm security is important for many reasons but can often be overlooked as farmers are busy with so many other important tasks. It can be easy to be lured into a sense of complacency when you know your neighbors, but those targeting animal agriculture are looking for any opportunity to strike.

Animal rights extremists continually attempt to gain access to farms and facilities by any means necessary – and oftentimes that comes with a lack of biosecurity measures like proper clothing and sanitizing. In the times of avian influenza and other contagious diseases, it’s more important than ever that we ensure we’re not opening up our farms to extremists and any potential new pathogens they may bring in. As you work to protect your animals, your property, and your employees, there are several aspects of implementing a strong farm security plan that can serve as your first line of defense. Here are three tips to get you started:

1. Start by making your farm “YouTube proof.”

Pretend someone is taking a video of your farm to share on YouTube. Are you comfortable with that scenario? Typically, we don’t get a heads up or time to prepare when anti-animal agriculture visitors stop by. Be proactive in ensuring you’re doing everything right ahead of time.
Protect yourself and your animals by always using science-based animal care and environmental policies. Make sure family members and employees are trained on these policies as well.
Conduct self-audits to find new ways to improve and ensure current practices and protocols are being properly followed.

2. Make yourself a harder target!

Put up “No Trespassing” signs.
Install motion sensor lighting and security cameras.
Have gates and fencing with locks – and make sure they’re locked when not in use!

3. Be cautious with hiring.

You might have done all you can do to protect yourself from unwanted visitors entering your farm, but extremists know other ways to gain access to your property, including through employment. It’s important to never cut corners on your hiring process and to always have a formal policy. This should include a written application with references and past employers. It’s imperative that you take proper precautions and call the employers to verify that this person is who they say they are.
Trust your gut. If something feels off, trust your instincts. Don’t hire someone that could be a potential liability down the road.

As we continue to combat animal rights extremism, it is increasingly important for everyone in the animal agriculture and food communities to keep security top-of-mind. America’s farms, ranches and food processing facilities are the front lines of our food supply. Keeping them safe and secure is essential to animal health and well-being, in addition to ensuring the safety of our milk, meat, poultry, eggs and seafood and protecting the reputation of our community.

Click here for more detailed advice.

Your Next Read: Animal Activists Persist: What It Means for Your Farm

Abby Kornegay is the manager of issues and engagement for the Animal Agriculture Alliance.

Four Experts You Need On Your Succession Planning Team

Wed, 31 Jul 2024 18:14:24 GMT

When it comes time to get serious about succession planning, many operations turn to their lawyer to kick off the process. And while that’s a good place to start, Matt Gunderson, vice president of Farmers National Company, wants to make sure your journey doesn’t end there.

“A lot of times when folks think about estate planning, they think, ‘Well, I just need to go see an attorney, right?’ And to some degree, that answer is correct. But what we try to talk about is how to set up a good team,” he says.

Gunderson recently joined an episode of the Top Producer Podcast to share the four professionals he recommends for any succession plan, likening the process to building as sturdy of a stool as you can.

“What’s the best, most sturdy type of stool out there? Well, it’s a four-legged stool,” he says. “Think about that farm or ranch land asset as the seat. Then we start looking at the four legs.”

The Four Legs
1. Attorney
Gunderson stresses the importance of choosing the right lawyer for this process.

“There are different types of attorneys out there. So one, finding an attorney who does estate planning is important. But two, it really comes down to finding an attorney who understands estate planning and agricultural assets,” he says.

Be sure to also consider the state your land is in, and not just where you reside.

“We’ve seen where attorneys in one state drafted something according to that state’s laws, but where the land is at as a completely different example in terms of what that looks like from an estate standpoint,” Gunderson says.

2. CPA
He shares the second leg of the stool should be a CPA. This expert will help you understand the plan’s current tax implications and will also stay up to date on how that could change.

3. Financial Planner
The third leg is a financial planner. Financial planners can help you in some ways a CPA can’t. According to Gunderson, this role looks at future considerations for the plan, such as what it looks like for the upcoming generations.

Just as with attorneys, however, there are different types of financial planners, and it’s important to find one familiar with agriculture and the various accounts you will have.

4. Professional Manager
The fourth leg of Gunderson’s estate planning stool is a professional manager for the property.

“A professional manager can help take care of that land asset for the next generation if they’re not actively engaged in farming or they’re not actively near the property,” he says.

Gunderson adds that after this team is formed and your plan developed, you shouldn’t set it and forget it.

“Don’t throw it on the shelf or put it in a drawer. You better get that team back together every three years to look at that plan because things change, laws change and family dynamics change,” he says. “Was there a birth? Was there a death? Was there a marriage or divorce? Get that team back together to make sure that it’s up to date or it can still come back and bite you in a negative way.”

Catch up on episodes of the Top Producer Podcast

Start Talking about the Succession of Your Family Farm Today

Thu, 04 Apr 2024 14:00:00 GMT

Tim Schaefer, the founder of Encore Consultants, says succession planning doesn’t have to be complicated and that there are not enough structured discussions happening on farms that talk about passing the farm onto the next generation.

“The longer this goes on, where we’re not talking about these deep and important issues, it becomes more and more uncomfortable to even start,” Schaefer recently told AgriTalk host, Chip Flory.

Schaefer shared that the 2017 USDA Census Report documented that 99% of all farms in the U.S. are operated by families, but less than a third have a succession transition plan in place.

The conversation about how the farming business is going to be transitioned from an established generation to the next generation is a conversation these families cannot afford to put off for another day.

“Nobody takes the farm to the grave with them,” Schaefer stated, adding that the first step to get a plan in place is to get owners and next generation farmers together in a room to talk about what the farm hopes to accomplish.

“What do we want for the future of this farm? Where are we strong? Where are we weak?” Schaefer asks. “Farms are constantly changing and they’re changing just right alongside the family and dynamics as well. So, it starts by having those detailed conversations but then also agreeing. Ultimately, you have to agree on a process. What process are we going to follow in this transition plan?”

While farms have changed considerably over the last decade, the next decade will likely see even more change, and Shaefer states that having those early discussions and writing goals and hopes down helps build a roadmap for the future.

“We so often take the people that we love -- our family, and key employees -- for granted more than what we should,” Schaefer says, sharing that talking about succession transaction is emotional as the senior generation feels like the succession isn’t just about the farm, but about their legacy.

Farmers work too darn hard to leave the succession plan of their family farm up to fate. To listen to the entire conversation with Tim Schaefer, dairy editorial director, Karen Bohnert and AgriTalk host, Chip Flory, click on AgriTalk-3-19-24-Tim Schaefer - AgriTalk - Omny.fm

Check These Succession Planning Stories Out:

The Pros and Cons of Visa Worker Programs

Tue, 19 Mar 2024 13:00:01 GMT

H-2A. J1. TN. Don’t be intimidated by this short list of visa worker programs, Dianne Bettin of Bettin Consulting said during her presentation at the Ohio Pork Congress.

Visa programs connect U.S. farms with access to “amazing people with great work ethic,” she explains.

Bettin serves the pork industry today as a consultant helping farmers understand foreign labor options and connecting foreign workers to jobs in the U.S. pork industry. She recently retired as the human resources manager at LB Pork, Inc.

She says each visa worker program offers farms with opportunities, but she also points out that the programs each have their own challenges, too. From embassy issues and politics to housing and language, the struggles are real.

“In general, foreign labor is a very reliable work force – they show up to work every day, they rarely call in sick, and there are very few ‘no shows.’ In fact, I often have to remind them ‘you can’t work so many hours,’” Bettin says.

Think About This Before You Utilize Foreign Labor

Before utilizing foreign labor on any Visa, Bettin offers these five reminders:

1. Think about how the foreign workers will fit in with your work force and consider who will help them assimilate into work and everyday life here.

2. Housing will need to be provided or assistance in locating housing before employees arrive. This is especially difficult if they want to bring their families.

3. Transportation is key. How will they get to work? How will they get groceries?

4. Remember they will need a Social Security Number (if this is their first work visa in the U.S.) and assistance in securing a bank account.

5. Most foreign workers are used to a very different situation for medical care and struggle to understand our expensive and complicated system. Be prepared to help them understand!

If you are ready to meet these needs, here are the main foreign labor options Bettin recommends, along with pros and cons of each.

3 Foreign Labor Options

● J1 program
The J1 program is a government program that requires employers to work through an agency. Bettin explains that it is considered a cultural exchange program – not a work visa. With an agency’s assistance, an employer would develop a training plan, review applications and conduct an online interview, accept a trainee and then wait for their approval at the Embassy.

“The agency generally will charge a placement fee and a monthly fee,” Bettin says. “The trainee is responsible for their own travel and insurance. You can have trainees/interns normally for up to a year. There are some exceptions to the timeline, but not many.”

With the J1 program, employers are responsible for teaching new employees about agriculture and raising pigs all while giving them opportunities to learn language and culture in the U.S.

“The biggest drawback to the program is the 1-year timeframe paired with the fact that generally the trainee cannot come back to the same farm until they have been gone two years,” Bettin says. “This is very disappointing when you find someone who is a good fit for your company.”

● H2-A Visa
The H2-A program is for seasonal ag labor. Bettin says it is a very valuable visa for crop labor, seasonal trucking and maintenance, manure hauling, etc. She points out that managing H2-A paperwork is very detailed, so producers should use an agency to manage the process. There are also additional visa fees to the Department of Homeland Security as well as the placement fee and monthly fees to the agency.

“It is difficult for pork producers to utilize for pig work since raising livestock is a year-round enterprise. The process is highly monitored by the U.S. Department of Labor and audits are not uncommon. There is pending legislation to make this visa more available for livestock farmers but it has been a struggle to get the legislature to move it forward,” Bettin says.

Although you set the time frame you would like to have workers in the application, she says when they actually arrive depends on the visa approval process in each country.

“This visa is more expensive than the J1 because you are required to pay their travel expenses, provide housing at no expense to them, and pay a designated wage,” Bettin points out. “Beginning in 2024, the DOL has separated out some of the ag categories, such as trucking, into an even higher H2-A wage rate.”

Although every visa program has challenges, she says the greatest strength of the H2-A visa is that it allows farms to bring back former workers that know their operation and that they know they can trust with their farm equipment.

TN Visa

The TN Visa is part of NAFTA (North American Free Trade Agreement) and the applicants must be professionals with a bachelor’s degree or equivalent, Bettin says. The applicant’s title must match to an occupation on the United States Citizenship and Immigration Services’ (USCIS) Designated Profession List.

“One of the big advantages of the TN Visa over J1 and H2-A is that it is good for up to three years,” she says. “You also don’t need an agency to utilize the TN visa but there are required steps and items to consider, so many choose to use an agency or consultant to cover all the bases.”

First, you need to find the candidates, Bettin explains. Then, it’s up to the consultant or employer to request a resume, set up an online interview and explain the TN visa requirements to make sure the candidate is eligible.

Once a potential employee is identified, she prepares letters and information needed for the employee’s DS160 and interview at the consulate.

“The Embassy interview is the most difficult part of the process,” Bettin says. “The applicant will meet with an Embassy employee who will decide whether or not to grant the visa. Once the applicant gets approved, they just need to wait for their passport to come back with the visa information.”

It’s important to note that the visa is to work for a specific company. Once they are there, if they wish to change companies, they must apply to USCIS for a change of company and get it changed or reapply. They cannot legally go work for anyone else until the change is approved.

“For all the visas, there are rules and fees along the way. For most, the TN visa is the easier to navigate and much less expensive than an H2-A,” Bettin adds.

Read More:

Attract and Retain Workers: What the Pork Industry Needs to Do Now

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.

Employers Pivot Focus to Retention Strategies

Thu, 15 Feb 2024 22:47:56 GMT

In recent years, agricultural employers consistently emphasized talent acquisition, but there has been a noticeable shift towards prioritizing retention as the primary focus in 2024. Agriculture and food employers express that employee retention is their top human resource concern currently, according to the AgCareers.com HR Revie w. This survey offers an annual HR trend analysis specific to the agriculture and food industry.

Retention also emerged as a priority when we inquired about employers’ recruitment focus for the upcoming year. In the coming year, the primary goal for agriculture and food employers is to retain the existing talent within their organizations. The most substantial growth in recruitment focuses for 2024 is internal hiring.

Companies reported that regular pay increases were the primary tactic for retaining staff. Notably, flexible schedules, remote or hybrid work options, and retention bonuses were top retention strategies that experienced a sizable increase. Many of the strategies employers have utilized to attract and hire employees in recent years continue to be some of the most effective methods for retaining them.

Factors that contribute to employee motivation in their roles are also likely to influence employee retention. The top two strategies for keeping employees motivated and challenged were bonuses and training and development. A bonus can serve to reinforce and incentivize excellent performance, while training and development are essential to achieve results, providing employees with the tools they need to be successful.

Flexibility in the workplace continues to be a key theme for employee retention as well. Flexibility will differ among organizations and may hold different meanings for each employee. Hybrid work arrangements were the most common tactic, allowing employees to spend time in an office and home. Flexibility in schedules can also reward employees, enabling them to adjust their schedules while meeting the organization’s needs. Regardless of the type of flexibility, it is crucial to listen to the needs of employees, as this can enhance retention and productivity efforts.

Salary increases were also a key finding from this year’s HR Review. In the last several years, companies have experienced market pressures to increase wages at higher-than-normal rates. While employers must remain aligned with market trends to remain competitive, the prevalence of higher increases waned compared to last year. In the U.S., the predominant salary increase was over 5%. In 2024, the predominant range reported will be 3.6% to 4%.

Salary Surveys, like the AgCareers.com Compensation Benchmark Review , can arm agricultural organizations with accurate pay data by ensuring employees are compensated accurately for their job duties and responsibilities. Demonstrating to employees that your organization has dedicated time and resources to reviewing company data can boost employee morale and motivation.

To learn about more human resources trends and to view the full Agriculture and Food HR Review, download a free copy here .

Whose Team Are They On? Improving Hiring Practices in 2024

Mon, 05 Feb 2024 16:00:00 GMT

One of the most common ways farms and facilities are targeted is by unknowingly giving an animal rights extremist access to the property via employment. There are several animal rights groups that hire “investigators” with the sole intention of finding “undercover” employment at a farm or facility.

Don’t wait for an employee issue or crisis to arise before you act. Here’s what should be on your 2024 hiring checklist:

Make your application process more formal.

It wasn’t long ago that some deals were made with a handshake and a verbal agreement, but it’s time to upgrade. It’s important to have a written application and a place for applicants to sign off verifying their identity and any claims made on the application.

Ask potential employees to consent to a background check.

Your application should ask applicants to consent to a background check and be signed by the individual applying, authorizing the company to perform background checks. If they refuse to consent, this should be a red flag.

Ask the right questions during the interview process.

Make the most of your time face to face with potential employees and ask the right questions. Here are some examples to help you dig deeper:
o Why do you want this job?
o What do you do for fun?
o What relevant experience do you have in agriculture?

Lean on the experts.

As always, make sure you are working with legal counsel to make sure your hiring process follows all state and local employment laws.

This important work doesn’t stop once the hiring process is complete. It’s important to make sure your company creates a culture where employee welfare is taken just as seriously as animal welfare. The ag community relies on our employees to help do the important work of raising animals and producing safe, nutritious food. Without help, it wouldn’t be possible to do what we do, and animal rights extremists are often searching for vulnerable targets to join their cause and help spread misinformation from the inside. Making sure your employees feel heard, valued, and integrated into your farm or companies culture helps make sure that we don’t give them this opportunity.

Resolve to make yourself a harder target in 2024 by reviewing this checklist and ensuring you’re able to confidently tick each item off when it comes to hiring new staff. We also encourage you to attend our 2024 Stakeholders Summit, set for May 8-9 in Kansas City, Mo., where Inspire PR’s founder Hinda Mitchell will being diving further into this topic. You can also reach out to the Animal Agriculture Alliance for more resources on hiring and farm and facility security. Lastly, always let the Alliance know if you ever notice suspicious animal rights-related activity in your area.

Read More:

Animal Activists Persist: What It Means for Your Farm

Why Meat Matters

Overcome Family Dysfunction with the 3 C’s

Wed, 08 Nov 2023 20:55:23 GMT

Passing down a family farm from one generation to the next is as old as agriculture itself. It is both a dream and a responsibility. However, the path from one generation to the next is often fraught with challenges, conflicts and family dysfunction. Succession planning in the context of a family farm is more than just a business transition. It’s a journey that involves several critical steps.

Successful succession planning must revolve around consensus, commitment and the consequences of the decisions made.

Step 1: Consensus

Consensus is the cornerstone of any successful succession plan. In the context of a family farm, consensus means achieving a shared vision and understanding among all family members involved in the transition. Here are key considerations:

Have Open and Honest Communication. Family members must openly discuss their aspirations, expectations and concerns. Encouraging dialogue ensures that everyone’s opinions are heard and respected. Though this can be challenging, as family dynamics have potential to lead to misunderstandings and miscommunications, it is a vital first step.
Develop a Shared Vision. The family should work together to create a shared vision for the future of the farm. It should encompass not only the economic goals but also the values, principles and long-term objectives the family wants to preserve and promote.
Define Roles and Responsibilities. Establishing clear roles and responsibilities is essential to avoid conflicts and confusion. Each family member’s contributions and expectations should be outlined with their defined role in the farm’s future. This clarity helps mitigate potential disputes later on.
Seek Professional Guidance. Family farm succession planning requires legal, financial and tax expertise. Engaging professionals, such as lawyers and financial advisers, can help navigate complexities and ensure the succession plan adheres to legal and tax requirements.

Step 2: Commitment

Consensus is essential, but commitment is the driving force behind a successful plan. Family members need to be committed to the agreed-upon plan and dedicated to its execution. Here are critical aspects of commitment in succession planning:

Recognize Individual Goals. While consensus is crucial, it is equally essential to acknowledge the individual goals and aspirations of each family member involved in the farm. Commitment should stem from a genuine desire to see these goals fulfilled.
Set Timelines and Milestones. Establishing a clear schedule of events helps the succession plan progress effectively. Family members should adhere to these timelines, keeping the process on track and avoiding procrastination. It is helpful to identify a succession planning coordinator in the family who is accountable for keeping everyone engaged and on task.
Be Flexible and Adaptable. Commitment doesn’t mean rigidity. Family farms are dynamic, and unexpected circumstances can arise. Family members must be willing to adapt and make adjustments to the plan as conditions change.
Create a Family Code of Conduct. A code of conduct should outline acceptable behavior, conflict resolution mechanisms and ethical standards within the family farm. This helps maintain commitment by fostering a healthy and respectful environment.

Step 3: Consequences

Succession planning is not just about the present; it’s about securing the future of the family farm. As such, family members must consider the consequences of their decisions carefully. The decisions made at this stage will have a profound impact on the future of the farm and the family. Here are some critical considerations:

Financial Implications. The financial consequences of a succession plan are significant. It is essential to understand the financial implications of the plan, including taxes, estate planning and the allocation of assets to prevent financial strain on the farm.
Emotional and Interpersonal. Consequences. Family dynamics and relationships can be heavily affected in this process. Family members should be prepared for potential conflicts, emotional strain and necessary conflict resolution. It’s important to find healthy ways to address the emotional toll these decisions can take.
Legacy Preservation. The decisions made in succession planning will determine the legacy of the family farm. It’s crucial for the farm’s history, values and traditions to be preserved, even as new generations take over. Balancing innovation with tradition is a delicate but necessary aspect of the plan.
Evaluate Sustainability. The successful transition of a family farm is not just about passing down property. It must also ensure the farm’s sustainability for future generations. Decision makers should assess the ability of the next generation of leaders to work well together. This includes not only the ability to make decisions as a team but also the ability to plan for the future while preserving cash flow.

Top Producer Summit Pre-Event Workshop: Take Control Of Your Succession Plan
Date: Monday, February 5, 2024
Time: 8:30 am - 4:30 pm

Family farm succession planning is a complex and emotionally charged process that requires careful consideration of consensus, commitment and consequences. Achieving consensus among family members, committing to the plan and understanding the potential consequences are vital to secure the future of the family farm.

Successful succession planning doesn’t guarantee a smooth or conflict-free transition, but it does provide a structured framework for addressing challenges and disputes as they arise. By implementing strategies such as open and honest communication, clearly defined roles and responsibilities and a shared vision for the future, those involved are able to build a solid foundation for their succession plan. Family members’ commitment to the plan ensures its execution, while flexibility and adaptability allow for adjustments.

Lastly, understanding the plan’s financial, emotional and legacy consequences is essential. With thoughtful consideration, a family can navigate challenges and create a sustainable and prosperous future for their family farm, preserving its traditions and values. Succession planning is more than a business transition; it’s your legacy in the making.

Stamp Out Entitlement: Develop Ownership Criteria For Your Farm

Thu, 20 Jul 2023 20:15:23 GMT

A desire to be part of the farm can quickly slide into an expectation of control. As you look at transitioning leadership and ownership of your farm to the next generation, be ready to tackle entitlement issues.

“If you are experiencing the phenomena of entitlement, you must acknowledge it and develop a plan for how you’re going to deal with it,” says Rena Striegel, president of Transition Point Business Advisors. “The longer you wait, the harder it’s going to be to get rid of it.”

What is entitlement? Essentially, she says, it is either the belief someone has a right to something or it is the belief one is deserving of privileges or special treatment.

Entitlement can actually occur on two different levels:

It can happen on an individual level where a person believes something has been promised.
It can happen when a parent creates an environment where their children are treated differently than other people in the operation.

“In either case, the outcome can be a really big source of disagreement between spouses and families who might have different philosophies,” Striegel says.

THREE STEPS TO TAKE

Your goal is to create a framework and tools for these tough conversations, Striegel says, so no one feels singled out or mistreated. First,
create a family employment policy. Keep it simple, she advises.

Gather your family and agree on how family members will be hired, compensated, managed and rewarded in terms of bonuses or other rewards, she says.

“Be sure to emphasize ownership and employment are two different issues — earning a check as an employee is very different than owning a piece of the farm business,” Striegel says.

Next, create ownership criteria. Detail the types of assets that can be owned and when by family members (see checklist). Be specific with duties and timelines.

“You want to use official language because this is an official document,” Striegel says.

Finally, make sure you have roles and accountability clearly defined for those involved in the farm. This can come in the form of job descriptions, organizational charts or other farm structure documents.

CALL OUT THE SPADES

As you create these documents and framework, Striegel says you will need to lead your team and focus on the end goal.

“Working through these important issues takes leadership and the ability to call a spade a spade,” she says. “If you see a problem, call it out and work through it. That’s how you’ll establish healthy boundaries and expectations with your team and with your family.”

Ownership Assessment: Who, How, When And Why

This checklist from Rena Striegel’s The DIRTT Project can be used as a guide to create ownership criteria for your operation. You can also use the tool to determine where potential owners might need coaching, mentoring or leadership development. Use the following to help create your requirements. Feel free to add.

Does a family member need to be employed full-time in the operation?

Does the family member need to demonstrate leadership?

Does the family member need to demonstrate responsibility displayed in all areas of the operation?

Is a track record of success required?

Does the family member need to be engaged and present or can they just “show up”?

Does the family member have a solid skill set that provides value to the operation in the role they currently play?

Does the family member need to be able to work collaboratively and cooperatively with others?

Does the family member need to understand the finances and show responsibility for them?

Does the family member need to show accountability to other owners and employees?

Does the family member need to support the vision of the operation and take action to make it a reality?

Does the family member need to communicate in an open, honest and respectful way?

Does the family member need to share and display the values of the operation?

Does the family member need to have the ability to be flexible and make changes when necessary?

Does the family member need to be willing to make sacrifices for the greater good?

Does the family member need to demonstrate emotional control and resilience?

Does the family member need to be committed to constant and never-ending improvement?

Read more stories from the 2023 Top Producer Summit:

Preventative Maintenance for Your People: How to Reduce Turnover and Boost Morale

How to Run An Innovation Sprint on Your Farm

Nominate Outstanding Farmers for Awards from Top Producer

Take Time to Celebrate Accomplishments

5 Business Principles That Define Success

Farming Boom or Bust in the Decade Ahead? How to Manage Price Cycles

Be Inspired by Five Remarkable Farm Operations

Ideas Big and Small: Create a Culture of Creativity on Your Farm

4 Things to Do When Your Kids Come Home to Farm

Thu, 20 Jul 2023 18:56:54 GMT

Matt and Lisa Moreland hoped at least one of their sons would return to their farm based near Medford, Okla. What they didn’t anticipate was all three sons – James, Will and David – wanted to join the family business once they completed their college degrees.

“It put me back on my heels. I thought, ‘Wow, we’re going to have to find a way to grow,’” Matt recalls.

That was seven years ago. Here are four things Moreland says he has learned in the process.

1. DON’T SLICE YOUR “PIE” INTO SMALLER PIECES. Instead, make a bigger one. The Morelands have grown their operation to accommodate each son’s return.

With James, they added an Angus cowherd. Will has taken the lead on all things agronomic on the farm, which grows corn, soybeans, winter wheat and cotton. David runs the excavation/construction side of the operation.

Scaling up the faming enterprise as each son returned has enabled the Morelands to compensate them accordingly. “They also get an annual bonus and equity in the operation,” Matt says.

2. LET YOUR LEADERS LEAD. “I quickly learned as we’ve grown there’s only so much I can do. I can guide, but I can’t be a control freak,” Moreland says.

How that plays out: each son leads in their respective areas of expertise, and then he and the farm’s eight employees provide support as needed.

“We meet as a group every Monday morning to look at what needs to be done in the week ahead, make assignments and then modify them as necessary,” he says.

Don’t underestimate the value of having clearly defined roles and accountability when children return to the farm, suggests Rena Striegel, president of Transition Point Business Advisors.

“Create a template to delegate responsibility and build in accountability to develop the next generation of leaders,” she advises.

3. CARVE OUT YOUR ROLE. Moreland functions as the managing partner in the operation, overseeing the cash flow for the farm as well as the big-picture direction for the operation. He also takes the lead on lender, landlord and Farm Service Agency (FSA) relationships.

4. HARNESS HELP FROM EXPERTS TO CREATE PLANS. “The investment of good counsel is minimal compared to the cost of mistakes,” says Kitt Tovar Jensen, staff attorney at the Iowa State University Center for Agricultural Law and Taxation.

Moreland knew, even with professional counsel, mistakes can be made. His solution: “Vet your plans with key individuals and organizations. For financial planning, you have to consider the accounting side of things as well as the legal components, and it can be challenging to understand what might work for the FSA, as well as for your accountant and even the IRS,” he says.

Some key questions Moreland asks of experts: What do you think of our plan? How can we make it better? What else should we do?

Take Control Of Your Succession Plan at the Top Producer Summit!

Date: Monday, January 23, 2023
Time: 8:30 am - 4:30 pm
Cost: $219

Use the topics and tools included in The DIRTT Project to jump-start the succession planning process for your operation whether you are just beginning or need to get on track.

Learn how to set goals for both the transitioning owners and the operation.
Learn how to create a plan to ensure that your heirs and successors are ready to lead and work effectively together.
Learn how to address family disharmony or handle communication with successors who do not get along.
Learn how to choose your professional team and hold them accountable for the work they will be doing for you.
Network with and learn from other farmers in transition.

Learn more and register now!

If you are in the process of succession planning, be sure to check out the tools Farm Journal offers. To learn more, visit FarmJournalLegacyProject.com

Malecha Enterprises: 8 Core Values Bridge the Dynamics of Family and Business

How to Create a Short-Term Operating Plan for Your Farm

How to Make a Successful Transition to the Next Generation

Who Gets What? Take This Important Estate Planning Step

Comp & Flex: What Really Matters

Fri, 28 Apr 2023 14:00:00 GMT

According to the AgCareers.com Agriculture & Food HR Review , competing for talent is the most concerning human resource matter for agriculture and food employers, followed by recruiting difficulties. Benefits and compensation packages are some of the top ways these employers are competing for talent and retaining staff.

To support the agricultural and food industries in developing stronger benefit and incentive packages for their organization, AgCareers.com surveyed over 1,800 candidates and employees of agriculture and food employers in 2022. The AgCareers.com Candidate & Employee Benefits Survey Results illustrate the critical aspects of pay and flexibility in the workplace.

Flexibility

Employees want challenging and meaningful work, plus professional development, and continuous learning opportunities. But when the survey inquired which employer perk was the most important, flexibility took the top spot, including flexible working hours, job sharing and a compressed workweek. Employees were also looking for telework benefits—working from home or outside the office. Examining employer perks by demographics, flexibility and remote work was most imperative for professionals with 21 to 25 years of experience. Flexibility and remote work were significantly more important to female than male respondents.

Increased flexibility was also one of the top five reasons respondents said they would leave their current job for a new opportunity—flexibility was even higher than company culture. It’s recognized that a good deal of agriculture and food production jobs are strictly on site. Examining other ways to offer flexibility in scheduling presents a challenge, but also a way for those employers to compete for talent using flexible working hours, job sharing, or a compressed workweek.

Compensation

Pay really matters to today’s employee and job seeker; higher compensation was the top motivator for employees to leave their current job for another opportunity. Looking at employee level, salary was of lesser importance to senior executives and most important to part-time employees, temp/contract/seasonal workers, and hourly staff.

The benefits survey asked candidates what made them choose an employer, and employees what made them stay at a particular employer. Results also reiterated candidates’ and employees’ focus on money when asked about the factors influencing their choice in an employer. The salary or compensation package was the top factor, followed by location and benefits when selecting their employer of choice.

In this current competitive labor market, employers need to highlight what is top-of-mind to candidates, and in 2023, that is pay and flexibility. Employers can see how their pay measures up with a salary benchmarking tool like the AgCareers.com Compensation Benchmark Review salary survey .

More from Farm Journal’s PORK:

Preventative Maintenance for Your People: How to Reduce Turnover and Boost Morale

Labor Crisis Spurs Action from Illinois Pork Producers Association

Here’s How to Make Tough Talks Easier

What’s Holding You Back from Utilizing the TN Visa Program to Grow Your Team?

Thu, 02 Mar 2023 15:10:12 GMT

When it comes to looking for potential candidates from Mexico to come work on your farm, there are many things to think about and consider before you make the move. During the Ohio Pork Congress, Victor Ochoa of Swineworks answered some of the big questions on producers’ minds.

Q. What’s the most important thing you need to know before embarking on the process to hire an international employee?

A. First, you have to identify what position you want to fill. Why? There are many visa options that can bring over workers, but you need to determine what kind of position you need to fill so you can identify what type of visa you’re going to use to qualify the candidate. Then, determine how many positions you will need and how often.

Q. What makes an appealing job offer for employees from Mexico?

A. When you create a job offer, 401K programs and insurances are not top of mind for employees from Mexico. To be honest, they are not thinking about the future that much. They are thinking about work-life balance. So, when you are structuring your offer and benefit package, more time off is often a bigger benefit than a 401K program or health insurance. They’re more attracted to the wages than the benefits.

Q. Why is housing such an important consideration before bringing in employees from Mexico?

A. Remember, the majority of these potential employees won’t know anybody when they come here from Mexico. Make sure you can help them with housing for at least the first two to three months. We recommend hiring more than one employee at a time so they can share a house and don’t feel so isolated and lonely.

Q. How much should I pay a TN Visa worker?

A. Just because they have a college degree doesn’t mean you have to overpay for TN workers, my advice is always to pay the same wages you are paying your current employees, that way you create a healthy work environment for your current and new employees. In the other hand we are in a very competitive labor market so in order to compete with other industries we need to be creative not necessarily in their wage but in your benefit package for example: housing and time off is sometimes more attractive than 401 k and health insurance for some TN visa worker.

Q. What are some of the challenges this could cause your current team?

A. Keep your current crew in mind when you bring in workers on TN visas. Make sure you talk with your current crew, because they may feel threatened by these new workers if they come with more education. They will need to train new workers who don’t know how to do things at the farm. It can create some problems if you pay new workers more because they come with a TN Visa. You have to take care of all of your employees and set your expectations straight.

Q. How do dependents fit into the picture when you bring someone over on a TN visa?

A. Dependents can come over with their family member who is on a TN visa. However, with the typically lower salaries in the swine industry, it’s going to be very hard for one person to support an entire family in the U.S. Often, they leave their families in Mexico until they figure out the cost of living in the U.S. That’s another reason why time off to see family is of such great value in the job offer.

Q. What’s one of the most important lessons you’ve learned about hiring international employees?

A. Plan ahead. I always call my clients and say, ‘Hey, are you okay with staffing?’ And they say, ‘Yeah, we don’t need any more people.’ Then, they call me later to say two of their employees quit and they need someone right away. Consider your turnover rate and how many replacements you may need. Immigration can take 2-6 months to get people to the U.S. If you have a plan in place, it’s going to be easier for you to avoid being short staffed for a long time.

Read more:

7 Things You Need to Know Before Hiring Workers from Mexico

The Three Things You Need to Know to Keep Your Farm Data Safe

Tue, 22 Feb 2022 21:55:32 GMT

Cybercrime has become an increasing threat to today’s farmers. Ransomware and cyberattacks targeting the food and agriculture sector has been on the rise, and unfortunately, no operation, whether large or small, is immune from this risk.

According to dataprise, an IT management and consultant business, the infrastructure in the agriculture industry is becoming more enticing to cybercriminals because the sector has adopted more smart technologies that open doors to other crime opportunities.

Experts warn that as an industry, agriculture has a very soft digital underbelly that’s easily breached due to very limited investment in cybersecurity to date. While it’s easy to think, “That will never happen on my farm,” cyberattacks happen every single day, and they’re creeping into rural America.

Doug Jacobson and Ally Frickel, electrical and computer engineering specialists at Iowa State University, offer these tips to help prevent cybercrime from happening on your operation.

Keep an Eye on Your Email

“Email is a huge opportunity for attackers to trick victims into downloading malware,” the pair state. “This tactic is called phishing. In emails, senders will disguise themselves to sound like someone important to the victim. In regard to farmers, attackers may pretend to be a cooperative, supplier, implement dealer - anyone that is critical to farmers’ jobs.”

For a phishing attack to work, it requires the email recipient to click on a link or attachment that is connected to the malware. This will cause the computer to download and install harmful technology to their device.

To prevent this from happening, Jacobson and Frickel suggest the following: “Trust your instincts. If the email looks fishy, it probably is. Do not trust unfamiliar email addresses. If you suspect an email is a phishing email, do not click on any link or attachment. Delete the email.”

Protect Your Passwords

We’re all guilty of using the same password over and over again, but this can be a dangerous practice for your operation.

When creating a password, the duo encourages farmers to focus on password strength. This means creating a password no one can guess. Additionally, this may also mean creating dozens of different, hard-to-remember passwords for various websites and programs.

“It’s understandable to be a bit overwhelmed,” the team shares. “One suggestion is to write the passwords down in a small notebook and keep it in a safe place. Do not create a document on your computer with account information and passwords.”

Lastly, it’s important to not share passwords with others. This may seem obvious but think about all of the different people involved in your operation. If the password is shared amongst other, it may put your farm’s private information in jeopardy.

Backup Your Data

If a cybercrime were to happen on your farm, it’s possible you could lose valuable information forever.

“To prevent losing this data, perform a periodic archive to secure storage,” the duo adds. “The point to backing data up to a secure storage - the cloud - is to be able to recover the data later.”

Another way to help make sure your information isn’t lost is to backup data via cloud storage or via a USB device. However, the key to making sure information isn’t lost is to backup data on a routine basis. Don’t wait until it is already lost!

To learn more on how to prevent a cyberattack, read: