Farm Progress

Keeping top performers happy is a delicate balancing act, but well worth the effort.

Lori Culler, Blogger

March 15, 2016

2 Min Read

Here are nine simple things that managers can do to help create an engaging workplace culture and therefore improve the effectiveness of the overall team.

1. Spend time with your ‘A’ players.
This not only motivates the ‘A’ players, but it can motivate those that aren’t to try to achieve an ‘A’ player status.

2. Help employees achieve a work/life balance.
Distractions outside of the workplace often have an impact. Actively trying to help employees achieve this balance can eliminate some of those distractions and helps to create that personal connection between employee and supervisor.

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3. Communicate and provide feedback frequently.
Give praise, but also constructive feedback. Address things as you see them rather than letting things fester until a formal review. This helps alleviate frustrations elevating and gives the employee the opportunity to correct the issue, which quite frankly they may be unaware was a problem.

4. Ask your staff for feedback on your management style.
That means you must listen (without getting defensive) and try to implement suggestions when possible. If unable to implement all suggestions, take the opportunity to explain why things are the way they are.

5. Compensate employees fairly.
Again, compensation really isn’t a motivator, but it can be a de-motivator. To compete with other industries seeking our talent, make sure you are in line.

6. Offer competitive benefits.
A higher salary isn’t always feasible, but this is where an organization can make up ground. Consider unique ideas -- hunting rights, housing, vehicles, meal plans, business travel dollars, gas cards, etc.

7. Help your employees grow professionally.
Invest in your employees and provide them opportunities to get outside training or see another aspect of the operation.  Outline their career advancement opportunities within the operation, so they see a clear path to where they could get with hard work and dedication. This doesn’t necessarily have to be up the career ladder either, but can be more about their professional growth and knowledge.

8. Recognize employees when deserved and as often as possible.
Make sure it is warranted and sincere. Recognition in front of peers also often intensifies the motivation response and like the first suggestion, it helps inspire other employees. Consider small tokens of appreciation, such as gas cards, an extra hour off, etc. Last and perhaps most important:

9. Have passion for what you do!
Lead by example. What your employees see in you will have a direct influence in what you see from them.

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

About the Author(s)

Lori Culler

Blogger

Lori Culler owns and manages AgProVise, a management consulting firm dedicated to providing leadership and direction to farms and agribusinesses focusing on business development, human capital strategies, organizational development and talent management. She also founded AgHires, a job board for the ag industry where employers can post open positions and candidates can apply to jobs. AgHires offers hybrid sourcing recruitment solutions to help clients find candidates. Lori’s family has a third-generation, 7,500 acre potato and grain farm with locations in Michigan and Indiana. Reach her at [email protected].

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