5 Traits All Great Farm Leaders Should Possess
From the bustling big city streets to the store fronts of small-town America, “help wanted” signs can be seen in almost every business window. It’s a problem our country has been facing for years, and agriculture, unfortunately, is not immune.
The U.S. Chamber of Commerce reports more than 50 million U.S. workers quit their jobs in 2022, many of whom were in search of an improved work-life balance and flexibility, increased compensation, and a strong company culture. But according to Fast Company, lack of leadership is another main culprit as to why employees are leaving.
To boost employee retention, farms need leaders who can effectively inspire and guide others. This may sound simple, but the job often requires its leaders to possess a handful of characteristics not necessarily used on other areas of the farm. These traits include:
Providing Context – As leaders, it is our responsibility to know the ins and outs of our operation. But what about our employees? Shouldn’t they also know what it takes to keep the farm profitable? According to Bob Milligan, Senior Consultant with Dairy Strategies, LLC, they should.
“Nearly all employees are interested in what is happening with the business that employs them – in your case, the farm. This knowledge is key to engagement,” Milligan says. “As farms become larger and employees more specialized, keeping everyone informed becomes more challenging and will likely require a higher priority and some formality. That system will be different for each farm, depending on the characteristics of the workforce, the uniquenesses of the farm, and the priorities of the owners.”
Even if the news isn’t good, transparency can build trust. Take time to keep your employees in-the-know on the business side of your operation.
Being Proactive – When employees leave, managers often wonder what they could have done to prevent that employee from quitting. Good leaders, however, stay proactive to prevent employees from quitting in the first place.
“Leaders should remain continually engaged with their employees, asking them about their goals and needs, if they are feeling engaged and challenged, and how they can make the employee’s work life better,” says Ola Chowning, partner at global technology research and advisory firm ISG.
This requires leaders to show interest and compassion while also taking mitigating actions before an employee begins to think about leaving.
“Employees work for leaders from whom they can learn,” Chowning adds. “Share knowledge, share insights, be vulnerable and open. Allow employees the environment to ask questions and learn.”
Being Empathetic – All managers know that working with people can sometimes be one of the hardest parts of the job. But to be a great leader, one must possess empathy.
“At its core, leadership is ultimately about others. It means inspiring them to take actions beyond their capabilities, leading them in a direction that is compelling and inspiring. Empathy is the foundation of those actions,” says Lolly Daskal, leadership coach and CEO of Lead From Within.
Being empathetic with your employees allows you to better understand their perspective and gain insights behind their decisions, she adds. Furthermore, it also allows you to communicate in way that makes people feel safe to talk to you, making it more likely that they will come to you when a problem arises.
Encouraging Growth – Great leaders see the potential and bring out the best from within their employees. Instead of allowing an employee to stay stagnant within their position, they encourage and help foster growth.
“Help employees find where their right fit is from a capability perspective,” Chowning says. “Give them candid feedback on how they perform to better allow them to recognize and further expand strengths and mitigate weaknesses. Give them stretch tasks that allow them to learn and grow. And, more importantly, stand behind employees when they are successful.”
Value Input - Your role as a leader isn’t to know all the answers; it’s to help your team develop the answers, says Shanna Hocking, a leadership consultant and author.
“Ask questions and truly listen to what your employees say,” she says. “They often have insights on what can be done to make the work better and more efficient. This is especially valuable when you’re starting a new project or initiative. Employees who feel heard and valued are more likely to want to contribute to projects and do their best work.”
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