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over time can return tens of thousands of dollars back to a farm. This “free” added capital can
then be used to reinvest in employees through bonuses, profit sharing or higher wages.
 LOCAL CONNECTIONS
Another often-untapped source for farming staff is local high schools and colleges. In rural
areas especially, schools often offer classes and coursework specifically tailored to farming.
Future Farmers of America (FFA) groups and agriculture students are often looking to
gain hands-on experience. Teachers and professors who teach classes and plan events for
these groups are a great source for information and assistance in recruiting able workers.
Visiting local nurseries and partnering with farms that have opposite or limited harvest
times can also be a great way to find dependable skilled workers who are actively seeking
employment.
 INCENTIVES FOR GROWTH
Potential capital can be lost when low productivity and wages are compounded by high
turnover rates. Finding, recruiting, and training a single farm staffer can cost 2-3 times
more than retaining current workers and investing in them with added training or higher
wages. Consider a recent study from the USDA which showed that farms who invested
in their staff with training and above-average wages saw higher productivity, larger
profits, and experienced faster growth than other local farms. The study also noted that
setting clear production goals, an “open-door policy” for worker concerns, and clearly
communicated daily expectations were proven to increase worker production, morale,
and retention.
 MONEY THROUGH MANAGEMENT
Many farms have successfully taken a “lean” approach at managing their operation. By
managing their overall production costs closely, savings can be found in areas such as
fuel costs, insurance costs, equipment payments, and other often overlooked areas.
Farms can immediately “reinvest” these savings into higher hourly wages for their
workers, benefitting both the farm and the employees.
 PERFORMANCE BONUSES
Borrowing upon common practices in the corporate sector, many turf producers have
begun offering bonus schedules to workers. Bonuses based on increased production
or piece rates are popular ways to recruit new workers. Another technique that works
well for seasoned staff that may suffer from low morale or motivation is to offer
concession bonuses. By reducing cost overruns such as fuel, unplanned equipment
repair costs, or overtime, the worker earns a percentage of the saved revenue in the
form of a bonus.
 A NEW SET OF DRIVERS
Through partnerships with local employment offices or even high school guidance
counselors, some farms are offering to pay for commercial driver’s licenses and
training. By contracting with these soon-to-be drivers, farms “lock in” the driver for
a period, often for 1-2 years, after obtaining their license in exchange for the cost
of the training. This relationship allows farms to protect their investment and set
up a “conveyor belt” system of drivers if post-contract retention is a concern.
THE FINAL FRONTIER

Getting creative when looking to add or retain workers is something that every
farm will have to do at some point. While coming up with ways to bring new
workers into your operation can seem daunting, it’s a task that’s best met head-
on and with a “can-do” approach. Creating a proactive, planned system utilizing
several of the methods and techniques mentioned above is a sure-fire way to
build a solid foundation for continued growth on your farm for years to come.

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2021 »THECUT