This article is the first in a series of online exclusive columns from Lori Lennard, the founder of AgProvise Consulting. Check back monthly for dairy employee management advice, leadership training and farm/family business strategies. Do you ever feel you are the only one thinking on your team? The rest of the group is simply going through the motions without providing extra effort? I hear this complaint on farms all the time. I often get the question, “How can I get my team to care about the business and act like an owner?"
Despite employees being non-owners with less skin in the game, managers still have power to spark more passion, more productivity and better results within the team. Owners should always be thinking how they can maximize their capital investments, including human capital.
Fact: An employee who is engaged and motivated in their job will achieve greater results for the company.
I dread using the words “engaged and motivated,” as managers often assume I am implying management be soft, offer monetary rewards or worse yet excessive high-fives with their staff. Managers can influence and drive performance but it’s definitely not in those ways.
There is a reason people play sports and games. It’s because people have an inherent desire to compete and win. At the end of the day that same concept applies to work.
Employees want to succeed, but in order for them to do so they need to know the rules of the game. Managers must set clearly defined targets/goals for their crew as they crave that sense of accomplishment.
It is actually counterproductive when there are no goals. Employees may be working hard at tasks, but they will be unable to impact the business where it matters most without direction from the top.
It is essential management know the overall business strategy, set targets for each team member aligned with the strategy and monitor progress. Involve and communicate with the team on progress and they will be even more committed to helping the cause.
Besides set targets, employees want to be in a role that fits them. Have you ever moved a high-performer from one position to another only to be disappointed in their efforts?
Everyone has inherent talents and interests. If those traits are aligned with the job they are doing, performance is accelerated. When possible, make the effort to place your team in the right roles and you both will be more satisfied with the results.
Start developing a culture where new ideas are brought in from all levels of the organization. Employees long to be strong contributors in a thriving team. They want to add value and be recognized for their efforts, you long for more thinkers, it’s a win-win if you can get them talking.
Your team is typically on the front-line of your operation and sees it all. Ideas are free.
Gather first hand from your crew where they see inefficiencies, struggles, bad hand-offs, herd health issues, etc.
Initiate scheduled, structured meetings where the team openly talks and brainstorms about improvements Implementation is always harder than what’s written on paper.
Remember, it may take a while for your staff to warm up to chatting openly. You must work hard on developing trust and being able to receive both good and bad feedback. I haven’t met a perfect operation yet, so simply acknowledge problems and work together on a solution.
To ignite more ideas, make sure to implement all feasible concepts even if the positive impact is minimal. What you bought is more ideas down the road. Those actions are what develop loyal, high-contributing employees.
As owners and managers, we have the keys to increase performance among our staff. Labor is often a high operational expense and it is vital to invest the time to maximize that capital. Ignite communication, gather ideas from the team and give them the targets they crave. PD
Lori Lennard
Owner
AgProvise Consulting
