Have you come to the end of a long day and still felt guilty about not working harder and longer? Have you felt guilty about not spending more time with your family and friends but kept working? Have you worked long hours but wondered whether you were making any progress?

I have had many conversations with my clients about past emotional conversations and assisting them in preparing for an upcoming conversation they fear may become emotional. This article is to assist you in preparing to succeed as a supervisor in those conversations.

In this article, we will look at eight tips for dairy farm recruiting today in three categories: recruiting focus, recruitment materials and recruitment campaign.

Recall how you felt or how you would feel if you hired an employee who left after a day, three days or a week. Unfortunately, this is common today. In fact, research shows that approximately half of all new employees seriously consider quitting in the first week.

In today’s world, your recruitment should have three components: continuous marketing of your ranch/farm business, recruitment materials and a recruitment blitz.

The purpose of this article is to increase your comfort level in performance discussions. There are two types of performance discussions. The first focuses on training and assigning new tasks and/or responsibilities. The second is providing feedback on the execution of those tasks and responsibilities. The focus of this article is the latter – feedback – although all but the first section applies to both.

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