THREE WAYS TO RETAIN GOOD EMPLOYEES

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THREE WAYS TO RETAIN GOOD EMPLOYEES

 

PROBLEM: WHAT ELSE CAN I DO TO RETAIN MY GOOD EMPLOYEES?

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I’ve farmed for a lot of years and as the farm’s leader, I work hard to make sure we implement best practices. Apparently, that’s not enough for those currently working for me. They seem to have expectations I don’t understand. It’s so hard to get good help nowadays, and I really don’t want anyone to leave. They are paid well, they know their jobs, and we have annual reviews. Why isn’t that enough?

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SOLUTION

Good for you for recognizing there are expectations and discontent among your work team that need to be addressed. You know that something must change to meet the farm’s goals, get the work done, and build loyalty among the team.

What you may not want to know is that you, as the leader, have the choice to change your current behaviors to get this done. I’m privileged to speak at events for young and beginning farmers and ranchers across the United States, and I’ve also consulted with hundreds of families of multiple generations. Here are three things I’ve learned.

 

READ MORE: How to Transform Your Life in One Year (MUST READ)

1. EMPLOYEES WORK WELL WHEN THEY HAVE A COACH, NOT A BOSS.

Our traditional way of coaching in agriculture, “Watch and then you’ll know,” or “Get out of my way … I can do it quicker,” or “Read my mind,” needs to transform to specific leadership clarity. As a true coach, you will make sure employees understand their jobs (expectations are clear) and have the tools and resources to do the work. Plus, you will have a way to hold yourself and your employees accountable.

ATTENTION: Click “HERE” to receive More updates directly on your WhatsApp!

2. EMPLOYEES PREFER FREQUENT FEEDBACK, NOT JUST AN ANNUAL PERFORMANCE REVIEW.

The usual approach is often, “Assume you are doing a good job, and I will let you know if you’re doing something wrong.” Yet, the way we let them know what’s “wrong” has not always been in the best interest of the business or the individual.

Instead, have ongoing conversations that include frequent updates on progress, correction, praise, and appreciation. You will ask, “How can I or others help you do your job better?” These conversations don’t require much time, but they do require a commitment from you, the leader, to be intentionally present and initiate those updates.

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1. FARM MANAGERS ( Poultry, Fish, Pig, Crop and others as needed)

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 6. VETERINARY DOCTORS

 7. VET SALES REPRESENTATIVES

 8. FEED MILL MANAGERS

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 10. HATCHERY/ FISH FARM MANAGERS

11. GREEN HOUSE MANAGERS

 12. FOOD TECHNOLOGISTS & SCIENTIST  

13. FOOD QUALITY ASSURANCE OFFICERS

14. SOIL SCIENTIST

15. FOOD PROCESSING ENGINEER

 16. PLANT MANAGERS

 17. FOOD CHEMIST

18. FARM ACCOUNT OFFICER/ ACCOUNTANTS

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21. FEMALE SALES ASSISTANT

22. MALE SALES ASSISTANT and many more… 🏵 *Just tell us what you need and we will deliver…* 

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READ MORE: Why Blackhead Disease Impacts Turkeys more than Chickens

3. EMPLOYEES ARE LOOKING FOR A JOB IN A BUSINESS THAT IS INSPIRING, REWARDING, AND CONSISTENT WITH THEIR PERSONAL AND FAMILY GOALS.

This is a two-pronged reality. First, you need a business that has a clear purpose and working environment that daily renews their motivation. Employees understand why you are in business and what they are to do, and they have daily interaction that is positive for individuals and business growth.

ATTENTION: Click “HERE” to receive More updates directly on your WhatsApp!

The second requires you, as a leader, to understand what is important to each employee. This might be flexible time to attend their children’s activities, opportunities to participate in training sessions to grow their skills and knowledge, or compensation based on the real value they bring to the business, not just loyalty of years worked. You’ll need to ask to know. I’ve learned that strong leaders know they’re in the people business and that it’s much better to have a satisfied, energized work team than to always be looking for new employees.

Contributed By Jolene Brown

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