Dr. Bob Milligan 

We all know that a child’s favorite word during the ‘Terrible Twos’ is “NO”! So, what becomes the favorite word of older children? Let me suggest it is ‘WHY’! 

What’s going on inside the minds of children that ‘WHY’ becomes such a common response? Children are naturally inquisitive. What do they need to make better decisions? The answer is more information! How do they get more information? They ask ‘WHY’? 

What happens as we become adults? Do we need or desire less information? I think not; however, we do learn that asking ‘WHY’ isn’t always the adult way to act. And so, we often jump to conclusions that what’s happening around us is unfair because we lack evidence of fairness. We’re missing the ‘WHY’! 

What about employees? They’re especially unlikely to ask ‘WHY’ because they don’t want to seem confrontational toward ‘the Boss’. However, without a ‘WHY’ explanation, they often conclude that what they’re being told is unfair and become frustrated. 

Explaining ‘WHY’ is one of the easiest ways to enhance productivity, increase trust, foster self-confidence, and improve your relationship with your employees. 

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El Poder del POR QUÉ
Dr. Bob Milligan 

Todos sabemos que la palabra favorita de los niños pequeños es: ¡NO! Entonces, ¿cuál es la palabra favorita de los niños mayores? Permítanme sugerir que es: ¡POR QUÉ! 

¿Qué está ocurriendo en las mentes de los niños para que esta respuesta sea tan común? Los niños son naturalmente curiosos. ¿Qué necesitan para tomar mejores decisiones? ¡La respuesta es: más información! ¿Y cómo la obtienen? Ellos preguntan: ¡POR QUÉ! 

¿Qué sucede cuando nos convertimos en adultos? ¿Acaso necesitamos o deseamos menos información? No lo creo; sin embargo, aprendemos que preguntar el ‘POR QUÉ’ en cada situación no es considerado una conducta adulta. Entonces, a menudo llegamos a la conclusión de que lo que nos está sucediendo es o puede ser injusto porque carecemos de evidencia de lo que es justo. ¡Nos falta el ‘POR QUÉ’! 

Y, ¿qué ocurre con los empleados? Es especialmente improbable que quieran preguntar ‘¿POR QUÉ?’ porque esto podría interpretarse como una confrontación hacia el ‘Jefe’. Sin embargo, sin la explicación del POR QUÉ, es muy probable que concluyan que lo que les están diciendo es injusto y se frustrarán. 

Explicar el ‘POR QUÉ’ es una de las formas más sencillas de mejorar la productividad, aumentar la confianza, fomentar la autoconfianza y mejorar la relación con sus empleados. 

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By Dr. Bob Milligan, Ph.D. Translated by Mary Lewis, Cornell University. Permission granted to repost, quote, and reprint with author attribution.
The post The Power of WHY appeared in The Ag Workforce Journal.

The USDA began accepting applications on April 19, 2024, for financing to build new housing that will ensure year-round and seasonal domestic farmworkers have safe, modern, and affordable places to live. The $48 million dollar initiative will be available for both off-farm and on-farm housing for farmworkers. The application window for off-farm applications will close July 3, 2024, while the on-farm program will remain open until funds are exhausted.  

For the official USDA Stakeholder announcement go to:  

USDA Announces $48 Million Available for New Construction to Alleviate Shortage of Safe and Affordable Farm Labor Housing. 

For the on-farm program applicants may include: 

• Individual farm owner 
• Family farm partnership 
• Family farm corporation 
• Association of farmers 

The loan maximum is 100 percent of the allowable total development cost, with an interest rate of 1% and term of up to 33 years. Funding availability is on a first-come, first-served; or until funds are depleted basis. 

For more details and application instructions: 

• On-Farm Labor Housing Loans 
• Off-Farm Labor Housing Direct Loans & Grants 

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Information provided by Jay Canzonier, Cornell Agricultural Workforce Development.

In “Culture Starts in the Toilet!”, Mary Lewis reminds us that “bathroom etiquette should be taught along with all the other protocols and onboarding.” Employee housing is best when performance goals, expectations, and responsibilities are clearly understood among occupants and management, new employee onboarding should also cover provided housing. Just as you explain to your new hires how to limit fruit bruising and prevent a high somatic cell count, you must also explain how to care for the housing you provide.  

Spring is a great time of the year to re-establish housing expectations and encourage a positive housing culture with new arrivals and existing employees. The following steps from the Orientation Guide for Occupants of Farm Housing are guidelines for farm-provided employee housing managers.  

Goals: Setting goals helps establish new habits and sharpens focus.
Have goals been identified? 
Are they clearly communicated? 

Responsibilities: Assigning responsibilities can guide decision making that can lead to improved conditions. 
What are the responsibilities and how are they assigned?
Are they posted for all parties to view?
What are the consequences for not performing them? 

The following link is to a helpful poster available from the New York State Department of Health: 
Responsibilities of Operator and Occupants of Migrant Farmworker Housing 

Inspections: Performing routine inspections ensures the housing is being maintained safely and prevents costly repairs due to neglect. 

Is there a manager designated to conduct inspections?
What is the protocol for addressing failure to meet expectations? 

Housing Rules: Establishing written house rules can help keep employees and their families safe and may protect you from liability.  

Are rules established and posted?
Who enforces the rules? 

The Orientation Guide for Occupants of Farm Housing also contains recommendations on kitchen care and food safety, bedroom, bathroom, and basic mechanical operations.

For further assistance contact Jay Canzonier at Cornell Agricultural Workforce Development.  

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By Jay Canzonier, Cornell University. Permission granted to repost, quote, and reprint with author attribution.
The post Get a Fresh Start for Employee Housing this Spring! appeared in The Ag Workforce Journal.

“How much do you pay per hour?” Typically, this may be the first, and sometimes the only question prospective farm employees ask. However, this question sets the tone for a potentially disgruntled employee and may result in turnover on your farm. Your employees’ benefits extend far beyond the hourly rate you offer. This information could make all the difference to an employee who needs more buy-in and begins before the interview process. This knowledge can be posted on a wall and often reviewed with current employees. Your current employees are your loudest advocates and recruiters of the farm. When your employees discuss job openings, you want to ensure they emphasize all benefits of working on the farm, not just the hourly wage.

Have you thought about what makes your farm unique and a valuable place for employees? Do you highlight these benefits so much that everyone on and off the farm knows them? Most of these benefits are hidden or invisible – but they exist. These wonderful benefits can make all the difference when an employee starts ‘shopping’ or ‘price comparing’ your farm to another farm. They could be:

• Vacation days/paid time off/sick days
• Pizza parties
• Housing (with free utilities / WiFi / Direct T.V. / etc.)
• Bonuses
• Insurance plans
• Access to free beverages during the day / night shifts
• Transportation to the farm or access to a work truck / vehicle
• Transportation to health visits / grocery store / etc.
• Opportunities for overtime hours
• Advanced technology / equipment on the farm to make their jobs easier
• Opportunities for advancement within the farm
• Higher-paid positions for supervisors or trainers
• Paid professional growth through training/educational classes
• Paid English classes
• Safety supplies/safety training/uniforms
• Any free produce/beef/apples or products that come from their hard work on the farm
• A good, nontoxic, friendly, and respectful workplace
• A family environment with long-term employees that are celebrated and rewarded for their service
• And most of all: a highly involved, kind, and humble boss who sincerely cares

Your farm has its own flavor. You are truly a unique workplace. Do you have a long waiting line of people wanting to work on your farm? Do you have long-term employees who have given many years of service to your farm? If you do, you must be doing something right! If you are having a hard time staffing and retaining employees, you may need to revisit the “invisible paycheck” you are advertising among the workforce and in the community. “A person who feels appreciated will always do more than what is expected.” – Amy Rees Anderson

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By Mary Lewis, Cornell University. Permission granted to repost, quote, and reprint with author attribution.
The post Your Unique Invisible Paycheck on the Farm appeared in The Ag Workforce Journal.