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Too much on your plate? Make communication a habit.

We all have habits- some that we appreciate and some that we wish we could kick!  No matter what habit, they all have one thing in common: their purpose is to increase efficiency.  Habits are the brain’s way of conserving energy by making a repetitive task almost subconscious.

I’m sure that you can think of a few repetitive tasks on your farm that benefit from habit formation.  The first things that come to mind are manual tasks like planting row crops, prepping cows for milking, and pruning vines. But did anyone think team meetings?  These “softer” tasks often pull up the rear, happening when we have a problem and therefore don’t become habits.

As farms grow in employee numbers and diversity, planned communication is essential to keep everyone working towards the same goals.  If your business needs a communication boost, here’s a recipe with simple ingredients to make team meetings a habit:

  • The cue. A champion needs to take ownership of setting the meeting frequency and giving the team a cue to remind them to join.  Example: shift change 6am Thursday morning, supervisor sends group text out the night before and flashes parlor lights that morning at 5:55 am.
  • The routine. The meeting is the routine so should be run consistently.  Use this Meeting Agenda to help you plan and stay organized.
  • The reward. If meetings are too long or unproductive the habit will never stick. The short-term reward for starting this new habit could be external like coffee and donuts but the long-term reward is employee engagement and a better working environment.  This takes management listening to and acting on employee feedback and employees being open to communicating their issues.

To keep motivated as you form this new habit, focus on the reward for your farm- a habit of communication reaps a reward of efficiency. Less break-downs and mishaps, more smiles and productivity.

By Kaitlyn Lutz, Cornell University. Permission granted to repost, quote, and reprint with author attribution.
The post Too much on your plate? Make communication a habit. appeared in The Ag Workforce Journal.

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Freezie Pops: The Key to Building a Culture of Teamwork

By Maeve Katics

At the core of every thriving agricultural operation, beyond the rows of crops and the hum of equipment, you’ll find people. Fostering a strong workplace culture and building a cohesive team isn’t just a nice-to-have—it’s as critical as a nutrient plan or an irrigation system. Teamwork isn’t merely a strategy. It’s the energy that carries us through tough jobs and long days under the sun.

I still remember the heat of an August afternoon in the Midwest—humidity draped over everything like a wet blanket. At my summer job as a kid, we had our share of tough assignments, but pushing the floating docks back to shore? That was the worst. The task itself was straightforward: gather a dozen of us, jump into the murky water, and push until the algae-coated, zebra-mussel-laden docks made it safely to land. They were heavy, slippery, and always offered the possibility of a disgruntled snapping turtle. Still, somehow, morale stayed high.

Why? Because we did it together.

Instead of splitting off into separate efforts, we moved like a crew. One person counted to keep our efforts in sync. Someone cracked a joke and got a laugh. Gloves were passed around. Not because anyone told us to, but because we understood that sweat and teamwork went hand in hand.

And then—when the job was finally done, when the last dock was finally back to shore—our boss appeared with a grin and a cooler full of freezie pops. Ice-cold, rainbow-colored, and glorious. They weren’t just a reward; they were a celebration. A gesture that said, You mattered. That work mattered. And we did it together.

That moment didn’t just bring the dock back—it built culture. We felt appreciated and connected. And while the freezie pops were delicious (seriously, nothing beats blue raspberry after manual labor), what meant more was what they represented: recognition, camaraderie, and shared purpose.

Teambuilding isn’t always about workshops or structured programs. Sometimes, it’s as simple as showing up with a cooler and a smile. Sometimes, it’s about knowing when to say, I see how hard you worked—and I’m grateful.

Whether you’re a crew leader, a farm owner, or someone in the thick of it, take a moment to think about the memories that define your team. What challenges have you faced together? What simple victories have you celebrated? In those stories lie the roots of your culture—and the promise of what your team can grow into.

La experiencia es oro

English translate to follow…

Cuando la experiencia vale más que el dólar

¡No todo está bajo el control del poderoso dólar! En el mundo agrícola, la experiencia es invaluable y puede ser incluso más valiosa que el dinero. Al brindar oportunidades para que nuestros compañeros adquieran experiencia, mejoramos su satisfacción en el trabajo, fortalecemos su compromiso con nuestro rancho y, en consecuencia, aumentamos la eficiencia y productividad. Aquí hay algunas áreas clave para ofrecer experiencia a nuestros compañeros:

  1. Capacitación Continua

¿Ha preguntado a sus compañeros si hay algo técnico que les gustaría aprender en el rancho? La capacitación es fundamental para adquirir nuevas habilidades y conocimientos. Tal vez tienen ideas sobre qué quieren aprender, y podría ser en un área totalmente diferente a la que están ahora. Permítales asistir a talleres prácticos, ya que no solo mejorarán sus competencias, sino que también los prepararán para roles de mayor responsabilidad.

  1. Rotación de Tareas

¿Será que Juan puede hacer más que uno solo rol en el rancho? ¡Imagínese si Juan pudiera trabajar tanto afuera como adentro! Dedique un día cada semana para rotar las posiciones. Esto es el principio del entrenamiento cruzado. No debemos esperar hasta que haya una ausencia para permitir que los trabajadores roten entre diferentes tareas. Así, los trabajadores pueden obtener una visión más completa del rancho y desarrollar una gama más amplia de habilidades.

  1. Participación en Decisiones

¿Cómo prefiere que le dirijan: recibir instrucciones sin comentarios o tener la oportunidad de dar su opinión sobre cómo realizar el trabajo? Involucrar a los trabajadores en la toma de decisiones marca la diferencia entre ser un ‘mandón’ y ser un ‘líder’. Quienes ejecutan las tareas suelen tener ideas valiosas para mejorar los procesos, ya que son quienes están en el centro de la acción. Solicitar su opinión les proporciona un sentido de pertenencia y responsabilidad.

  1. Reconocimiento y Recompensas

¿Tienen algún lugar de reconocimiento para honrar al empleado más destacado de una temporada específica? ¿Cómo están reconociendo a sus empleados? El reconocimiento, junto con una recompensa, va más allá de los incentivos económicos; los elogios públicos crean un ambiente donde se valora y se reconoce el esfuerzo individual, motivando a los trabajadores a mejorar continuamente hacia metas específicas.

  1. Mentoría

¿Quién es mi mentor y a quién estoy mentorando? Como dice el refrán: “El hierro con hierro se afila”. Para seguir avanzando profesionalmente, necesito tener un sucesor preparado, o de lo contrario, nunca podré seguir creciendo. La mentoría es un proceso profundamente satisfactorio que fomenta una relación de amistad profesional que puede ser valiosa durante muchos años, incluso más allá del ámbito laboral.

  1. Cursos de Idiomas

¿Son los supervisores en mi rancho los mejores líderes de personas o fueron elegidos simplemente por su capacidad para hablar diferentes idiomas? Las clases de inglés pueden abrir muchas puertas para el avance profesional. Aprender un nuevo idioma es un proceso largo. Busquemos pequeñas oportunidades para experimentar la cultura americana: Super Bowl Party, Thanksgiving Dinner, fuegos artificiales del 4 de Julio, etc., y así podemos fomentar un interés por aprender más.

Conclusión

¡La experiencia realmente vale su peso en oro! Utiliza estas ideas para dar un pequeño paso hacia el aumento de su experiencia y la de su equipo. Haz una lista de sus logros y los de su equipo, y verán cómo sus esfuerzos se multiplican.

(translated)

Experience is Worth It’s Weight in Gold

Not everything revolves around the almighty dollar! In agriculture, experience is priceless and often more valuable than money itself. By offering our team opportunities to gain experience, we boost their job satisfaction, reinforce their dedication to our farm, and thereby improve efficiency and productivity. Here are some areas where we can provide valuable experience to our team:

  1. Continuous Training

Have you inquired with your team about any specific technical skills they would like to develop on the farm? Practical training plays a crucial role in acquiring new skills and knowledge. It’s important to ask because their interests might lead to learning opportunities in entirely different areas than their current roles. Encourage them to participate in various workshops, as this will not only enhance their skills but also prepare them for greater responsibilities.

  1. Cross Training

Could Juan take on multiple roles on the farm? Imagine if Juan could work both outdoors and indoors! Allocate one day each week to rotate positions. This is the essence of cross-training. We shouldn’t wait for absences to allow workers to rotate between tasks. This approach helps workers gain a broader understanding of the ranch and cultivate a diverse set of skills.

  1. Participation in Decision Making

How do you prefer to receive instructions: being commanded without any input, or having the opportunity to share your thoughts on how to do a job? Engaging workers in decision-making distinguishes between being a ‘boss’ and being a ‘leader’. Those actively involved in tasks often offer valuable insights for process improvement, given their direct involvement. Seeking their input also fosters a sense of ownership and accountability.

  1. Recognition and Compensation

Do you have a designated area on the farm to honor the outstanding employee of each season? How do you show appreciation to your employees? Recognition, alongside compensation, transcends mere financial incentives; public acknowledgment fosters an environment where individual contributions are valued and celebrated, inspiring employees to strive for continuous improvement toward specific goals.

  1. Mentorship

Who is my mentor, and whom am I mentoring? As the saying goes, “Iron sharpens iron.” To continue advancing professionally, I must find a successor, or my own advancement will stagnate. Mentorship is a rewarding process that cultivates a professional friendship lasting many years, extending beyond the workplace.

  1. Language Courses

Are the supervisors on my farm effective leaders of people, or were they selected primarily for their bilingual skills? English classes can significantly enhance opportunities for professional growth. Learning a new language is a gradual process. Let’s seek out small opportunities to help our workforce learn about our American culture—such as Super Bowl parties, Thanksgiving dinners, Fourth of July fireworks, and more—to cultivate a deeper interest in learning.

Conclusion

Experience truly is golden! Use these ideas to take a small step toward enhancing your team’s expertise. Compile a list of your achievements and those of your team, and you’ll witness how your efforts yield multiplied results.

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By Mary Lewis, Cornell University. Permission granted to repost, quote, and reprint with author attribution.
The La experiencia es oro post appeared in The Ag Workforce Journal.

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