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Crop inputs: are your employees getting enough?

Summer: that magical time of the year when crops are developing quickly, drawing farmers out to admire the productive beauty of spring’s work. The first signs of success or failure are becoming clear: tillage, seed selection, planter accuracy, fertility, weed control…all good? It’s amazing what can be learned through a bug-splattered windshield. To the significant others forced to go along, don’t be fooled. Checking fields in a truck that hasn’t been cleaned since before the last frost…is NOT a date. Get a rain check.  

When was the last time you nosed your pickup into employee workspaces to make sure that they have the inputs they need to grow into the successful contributors your farm business depends on: 

  1. How well positioned is your farm business with leaders ready to lead through the challenges ahead?
  2. Who is the emerging talent within your team with growth potential to fill those needs? 
  3. When will your business need those leaders ready to engage bigger roles ensuring your farm a future with stability and growth? 
  4. What training and development opportunities do you have in place to cultivate those key employees?

Those are hard questions. If we were still talking crop, by now you’d be calling your seed salesman or equipment dealer…we all know new paint always arrives with promise, regardless of color. In this case the first conversation you need to have is with those employees that will be the brace roots that anchor your farms future. Discuss with them what their short- and long-term career goals are, and what career opportunities and aspirations you have for them as a key member of your team. 

The busy summer season is a great time to pull a “team sample” of where your workforce’s strengths and weaknesses are. Look for areas that could use a few more “units” of skills development. By evaluating now, plans can be made to take advantage of employee development opportunities in the upcoming off season. There are many that don’t come with the sticker shock of new iron; here are just a few to grow on: 

On-line Certificate Programs: (Many available in English and Spanish) 

Cornell Agricultural Workforce Development – Agricultural Supervisory Leadership  

Cornell Pro-Dairy Online Courses 

Cornell Small Farms Courses & Trainings 

Dairy Specialist Apprenticeship:  

New York State Registered Dairy Specialist Apprenticeship-Cornell Agricultural Workforce Development  

Safety Training: 

NYCAMH On-Farm Safety Trainings 

There are many programs available, not just about learning but mentorship and turning knowledge into practical skills that keep your best talent rooted in your farm. When your team sees that you’re invested in their growth, they’re more likely to stay and grow alongside your business. That means lower turnover, less time spent recruiting, and more time enjoying the fruits of your labor.

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By Jay Canzonier, Cornell University. Permission granted to repost, quote, and reprint with author attribution.
The post Crop inputs: are your employees getting enough? appeared in The Ag Workforce Journal.

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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Spanish & English Training for Farm Supervisors, Trainers, and Managers

Growing Great People: Training Skills for Dairy Farmers

Become an Effective On-The-Job Trainer

These trainings are supported by a grant from the New York Farm Viability Institute.

The performance triad with training, feedback and expectationsCornell Ag Workforce Development and the South Central NY Dairy, Livestock and Field Crops team are offering a series of hands-on regional training workshops from 1:00 to 4:00 PM at two locations on August 23 and 24.

“Growing Great People: Training Skills for Dairy Farmers” will take place from 1 pm to 4 pm on August 23 in Scipio Center and from 1 pm to 4 pm on August 24 in Homer. The same workshop will be offered both days, so choose the date and location that work best for you. We encourage farms to send multiple employees. Anyone who is involved in training other employees can benefit from the workshop!

Presenters Dr. Richard Stup from Cornell Agricultural Workforce Development and Dr. Kaitlyn Lutz from the CCE NWNY Team will deliver the training in English and Spanish. Participants will learn skills to plan and conduct effective trainings for dairy workers and immediately put them to practice during the workshop through hands-on activities. All attendees will receive a bilingual, illustrated handbook to take home.

Cost is $20 per person and includes lunch. Bring a standard operating procedure (SOP) from your farm. Register online at nwnyteam.cce.cornell.edu/events.php or call Donette Griffith at: 607-391-2662.

DATE AND LOCATIONS

1:00 to 4:00 PM | AUG 23, 2022
Sunnyside Dairy
2243 Indian Field Rd
Scipio Center, NY

1:00 to 4:00 PM | AUG 24, 2022
New Hope View Farm
5937 US Route 11
Homer, NY

Effective trainings contribute to success of employees and the farm business. With training employees learn how to best complete their task and why it is important to the farm’s success. When employees have the knowledge, skills, and attitudes needed to do the job right, it saves time and avoids problems. With good training, staff feel important and involved, which keeps them engaged and reduces employee turnover.

The webinar trainings will overview the learning system of:

TELL: Describe the procedure and why it is important

SHOW: Demonstrate the procedure and emphasize key points

DO: Allow the learner to try and answer any questions

REVIEW: Are the steps in the procedure done correctly?

After the webinar trainings you will be able to:

  1. Plan for organized and effective trainings
  2. Train in a way that works for most people
  3. Measure and follow up to make sure learning happened

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Learn to Supervise Farm Employees! Registration deadline today!

Agricultural Supervisory Leadership is a series of online courses where farm managers learn to be more effective supervisors. The courses combines self-paced learning with plenty of interaction with peers and instructors. Course 3 on improving employee performance closes registrations today. All 6 courses in the program can be taken in any order. New, experienced, and aspiring farm managers should sign up for the course today!

Managing Performance online course registration closes Friday
Cornell Agricultural Workforce Development’s Managing Performance, six-week online course, is offered as part of the Agricultural Supervisory Leadership Certificate program. Live weekly Zoom discussions will be held from 3 to 4 PM EST each Tuesday from November 16 through December 21. Participation in the live sessions is highly encouraged and provides a valued opportunity for peer to peer learning and networking. Registration closes November 12 and cost is $275. Course topics will include:

  • Understand motivation
  • Harness the power of performance feedback and coaching
  • Build clear and effective workplace communications
  • Set safety expectations
  • Conduct effective performance improvements

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Can Farm Employers Require Employees to Wear Face Coverings/Masks?

The science about wearing face coverings/masks to reduce the spread of novel coronavirus is increasingly clear; wearing a mask dramatically reduces the amount and range of virus particles that Delaware County Hand Sanitizer & Face Covering Giveaway for Farms ...an infected person emits into the air to potentially infect other people. Wearing a mask to protect our family, co-workers, and community seems like a small individual sacrifice considering COVID-19 has already killed over 127,000 Americans. Farm employers need to know that both federal and state authorities recommend face coverings in the workplace in addition to social distancing (keeping at least 6 feet apart). At the federal level CDC Guidance for agriculture contains a whole section on wearing face coverings.  New York’s Interim Guidance for Prevention and Response of COVID-19 at Farms contains clear directives at the top of page 2 requiring face coverings.

EEOC Guidance

Farm employers, working closely with government and Extension, have put new procedures in place to provide face coverings at work and require their use. Unfortunately, there are some farm employees who, for whatever reason, refuse to wear face coverings. Employers have asked: “Can I require an employee to wear a face covering/mask at work?” Fortunately, the U.S. Equal Employment Opportunity Commission (EEOC) answered this question, see quote below and full details here: https://www.eeoc.gov/laws/guidance/pandemic-preparedness-workplace-and-americans-disabilities-act.

12. During a pandemic, may an employer require its employees to wear personal protective equipment (e.g., face masks, gloves, or gowns) designed to reduce the transmission of pandemic infection?

Yes. An employer may require employees to wear personal protective equipment during a pandemic. However, where an employee with a disability needs a related reasonable accommodation under the ADA (e.g., non-latex gloves, or gowns designed for individuals who use wheelchairs), the employer should provide these, absent undue hardship.

Note the second half of the answer mentions “reasonable accommodation” for an employee with a disability. Reasonable accommodation is a legal term under the Americans with Disabilities Act (ADA) that requires employees to make modifications or adjustments to a job to meet the needs of an employee with a disability, within reason. For example, an employee with asthma or other breathing issues might have a legitimate problem with wearing a mask, an employer’s reasonable accommodation for that employee might be to limit him or her to only job activities that can be completed outside in the open air and further than 6 feet from other employees. If the person’s job is a milker, which requires working indoors and closer than 6 feet to other people, then the employer might not be able to make a reasonable accommodation for the employee unless other work can be found.

Employer Best Practices

Farm employers need to make mask wearing a policy for every employee (your business safety plan might be a good place for this) and be clear about when it is required. For example, anytime two or more employees are together indoors or anytime employees are within 6 feet of each other outside. The policy should apply equally to all employees and be enforced consistently and without bias. Importantly, all farm owners and managers must diligently follow the face covering policy themselves in order to lead with the right example and to establish the right culture in the workplace. Similarly, employers should train employees about why the farm has a face covering policy and why it is important to protect the health of everyone. See these multilingual resources: CDC, New York, Cornell, and this farm-focused COVID-19 Video in Spanish (English subtitles)

If an employee still fails or refuses to wear face coverings appropriately, then the employer would have to use discipline. Discipline should start with a calm, verbal conversation between the employee and the supervisor: describe the employee’s behavior, describe the policy and expectation, discuss how the employee’s behavior does not meet expectations and needs to change going forward. Most problems will stop after the verbal conversation. Next steps might include written warnings and eventually, termination. If an employee simply refuses the employer’s direct instructions then that would be insubordination and could be grounds for immediate termination. As always, documentation of any employee disciplinary actions is a critical part of effective human resource management.

Common Sense

Let’s keep a little common sense in the equation whenever possible. Most of the coronavirus guidelines are written with office, retail, and manufacturing type work in mind…all mainly indoor activities where the exchange of fresh air is limited by the structure and ventilation systems. Farming certainly includes indoor activities (shop, office, milking parlor, inside the pickup truck, etc.), but it also includes times when employees are outside (fields, orchards, vineyards) or entirely alone (as in a tractor cab alone). Employees don’t need to wear a face covering when they are working entirely alone and don’t expect to encounter anyone else. Similarly, employees working in the fields and orchards (where the air volume and exchange is massive), and spread out from others well more than 6 feet, don’t need to wear face coverings either. It’s a good idea for everyone to carry a face covering on their person for those times when they come in close contact with someone else.

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By Richard Stup, Cornell University. Permission granted to repost, quote, and reprint with author attribution.
The post Can Farm Employers Require Employees to Wear Face Coverings/Masks? appeared first in The Ag Workforce Journal 

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