Most agree that a labor shortage is becoming one of the biggest challenges facing the agricultural industry in the coming years. Many producers are already experiencing the crunch. The question then becomes, in addition to retaining current employees, what steps can the industry take to find qualified employees?

Agriculture has been one of the most dangerous industries for decades. That's why a team of researchers and safety experts have developed the Feedyard 15 Program, a free safety training curriculum available for cattle feedyard operations.

Employee performance is important to the success of any business. The company provides a fair and livable wage and expects a certain and appropriate level of effort and outcome in return.

The parlor is a critical place on a dairy to have productivity and efficiency dialed in 365 days a year. When it comes to leveling up your parlor output, audits are a helpful tool in finding ways to fine-tune and uncover areas for improvement that drive milk harvest success – ultimately impacting the dairy’s bottom line. 

An important and often overlooked ingredient for skilled and engaged employees is investing in their growth and development.

It’s been said that people don’t leave bad jobs, they leave bad bosses. But I think there’s more to it than that. In my decades of experience, both in the office and on countless farms, people do leave bad jobs. They also leave bad environments, situations with high expectations and little guidance, and meager growth opportunity. This is true for all types of businesses, including agriculture.

Those in charge of a business and its employees have a direct influence on the culture and ethics of the workplace. Leaders should pay close attention to the culture they create. 

Beef production business and ranch managers have been anticipating and preparing for the fall busy season including weaning, selling calves, vaccinations, fall calving, etc., for weeks. Now it is time for managers to be doers. Right? Well, yes and no.