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Intangible benefits can boost overall job satisfaction.
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Many farms in Western Canada have one or more star employees – people with great skills and deep knowledge of the farm and what makes it successful. Now ask yourself: what if they quit?
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“If you lose that key person, there could be bumps on the road ahead and replacing them could be a challenge,” says University of Saskatchewan Professor Eric Micheels.
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Micheels points to research showing that financial factors – while important – aren’t always the driver they’re thought to be. He suggests farm owners look at three other motivators that give talented, ambitious people satisfaction.
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Autonomy. “Employees aren’t robots,” says Micheels. “Many want to have the space to make decisions.” Today, grain farms can have owned and rented land spread far out from the home farm. Having authority over designated fields can energize and incentivize your staff.
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Connection. Let employees know how important they are to the farm’s success. “If people feel they’re more than an hourly employee, that they’re truly part of the business, it can provide tremendous motivation,” says Micheels.
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Growth. No one wants to feel stuck. If people see a clear path to a better future working on your farm, they might be less inclined to seek alternatives.
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“We are all motivated by a range of factors,” says Micheels. “If you try to build a true relationship with your employees, you’ll be better able to understand what’s most important to them.”
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RBC can assist you with helping retain the talent that makes your operation successful by providing business planning insights to take your farm to the next level. Contact us today to see how we can help put some of these ideas into action.
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Looking for ideas your farm can use? We’re here to help.
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*This article is intended as general information only and is not to be relied upon as constituting legal, financial or other professional advice. A professional advisor should be consulted regarding your specific situation. Information presented is believed to be factual and up-to-date but we do not guarantee its accuracy and it should not be regarded as a complete analysis of the subjects discussed. All expressions of opinion reflect the judgment of the authors as of the date of publication and are subject to change. No endorsement of any third parties or their advice, opinions, information, products or services is expressly given or implied by Royal Bank of Canada or any of its affiliates.
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