We can all agree that we’d much rather keep a talented employee than start the costly search for a replacement.  It seems impossible for employers to focus efforts when there are so many variables in what keeps each employee happy.  The formula is a complex mix of both tangible and intangible factors, and different for each employee.  Farms may be advised to take a holistic approach and cover as many bases as possible to keep employees engaged.  Retaining talent may mean the right mix of a number of factors including compensation, training, rewards, employee appreciation, and flexibility, just to name a few. 

When AgCareers.com asked employees what would motivate them to leave their current job for another opportunity, higher compensation was second only to career growth/advancement opportunities:

1. Career growth/advancement opportunity

2. Higher compensation

3. Better benefits

4. More flexibility

5. Company stability

So where do you start?

1. Know what to pay

Agricultural employers reported that they utilize better benefits (70%) followed by higher compensation (52%) to compete against other employers, according to the 2016-2017 U.S. Agribusiness HR Review. You would like to think that with the right mix of base and variable pay you could retain any employee, but we quickly realize that’s not the case when our well-paid talent walks out the door.  If you don’t invest in reviewing compensation and give adequate attention to rewarding employees fairly, you might lose them. 

If you can only focus on a few key initiatives, make this one of them.  Actively benchmarking and communicating about pay conveys the message “it is as important to us, as it is to you.”  It doesn’t mean you have to pay the most, but you shouldn’t be paying the least.  Farms can find online salary data or utilize an online salary survey such as the AgCareers.com Compensation Benchmark Review to see if their pay is competitive.  

Consider offering additional remuneration in the form of a bonus for your farm or employee’s performance. In the Agribusiness HR Review, 77% of agricultural employers said they motivate employees to keep them productive and challenged by providing a bonus.

2. Show you care

A large unmeasurable can be a manager’s own personal investment and connection to employees.  If employees feel like they matter and are emotionally attached, they are more likely to stay. The AgCareers.com Total Rewards Survey found that a friendly and amiable work environment is important to 90% of agriculture employees, who agreed at some level that the relationships/friendships they have developed with their coworkers greatly impacts their satisfaction with their employer.  This also speaks to company culture and as a manager, you greatly influence culture. You want to be an encouraging influence and foster an environment that is productive and positive. 

3. When in doubt, ask 

Think about conducting “stay interviews” -- this is a different approach from employee satisfaction or exit interviews.  These formal or informal surveys target engaged and committed employees that have chosen to stay with an organization.  These insights help organizations identify what they are doing right, which program they should continue, and where they can focus on replicating key satisfiers.

Once you have pay resolved, are engaged with your employees, you’ll be ready to receive feedback and identify themes needed to improve retention.  These themes can be translated into programs customized to suit your budget and organization.  Improving the “career experience” you provide employees works to enhance their perception of all they have to gain from your organization. As you seek to improve their environment and meet their needs, they will commit to staying.

The opinions of the author are not necessarily those of Farm Futures or Penton Agriculture.