My speaking colleague, Donald Cooper, wants us to understand the costs of re-training and the cost of losing a great employee. He presented the topic, “Eight essential steps to attracting, engaging and leading a top-performing team” at the Farm Tech 2017 conference in Edmonton, Alberta.
This article is comprised of his tips, along with my edits.
1. Clarity is the first step
What is the job description? What is the vision for the business? What do we commit to become? Cooper is really big on commitment, which is different than motivation. Commitment means there is action at your business to accomplish what you set out to do; you are not just “trying.”
2. Mission is the action we commit to do each year to move towards our vision
How do we commit to behave along the way ? Cooper talked about becoming bitter about your job – and then comes death. He would prefer we show up on our farms with passion.
“You get to choose your journey,” Cooper said. “Choose passion. Are your lights of joy on?”
No one will love your business more than you do. Farmers need commitment to act. Are you keeping your promises for action on your farm?
What is your purpose for your customers and for your investors?
3. Take ownership of the problem
You can only solve problems you take ownership of. The best people have to work for somebody, and you have to deserve them. “Whining is not very effective,” Cooper said.
4. What kind of ag business would the best people want to work for?
Specifically, what must we do to become that kind of business? Good people want the opportunity to grow; clear, honest, consistent communication; a positive, uplifting environment with values they can be proud of; and recognition of work-life balance.
Make jobs more engaging and make people more productive. How can you enrich jobs so people are not bored? Young people are smarter and better informed. A work-life balance is important to them. They know they have career choices.
Collaboration is the key word for young people. They want to know “why.”
5. Determine the specific skills, qualities and experience required
We become what we hire. You can’t build an extraordinary business by hiring ordinary people. Do you know who you are looking for?
When hiring, seek out individuals with knowledge, experience, positive attitude and personality, judgment and maturity, ambition, physical requirement who are a fit with your culture, values and standards.
Where do we find the people with the qualities we need? Where have you looked successfully? Cooper suggested giving your farm business card to people who serve you well and invite them to take a look at working for your farm.
6. Find better team members
Get the interview right. Ask better questions to get better answers. Some questions to use: What did you like and not like about your previous jobs? Why did you leave?
What would you like to get out of this job? What would you like to get out of your career? What would you like to be doing in three years? What would make this a great working experience for you?
Try writing a script to help you during the interview.
Check references. One creative way to do so is by leaving a voicemail: “Would you rehire the person? Only call me back if they were great.”
7. Create an introduction, training and ongoing communication for your employees
Teach your history and share your vision. Live by values that people can be proud of. Share your results. Let them know they are part of a winning team. Create a career path for those with the desire and ability. Celebrate and reward success and deal with non-performance.
“Train them so well they can leave, and then treat them so well they don’t want to leave,” Sir Richard Branson said.
People cannot read your mind. Be sure you explain why you are doing what you are doing. Communicate and explain your why. Get their ideas and input. We can learn from them by listening and honour them by doing so. You want people to be more than informed; you want them to be committed.
Create regular idea-fests three times a year. Do you capture great ideas from your team? Challenge them to operate more efficiently, safely. Reward them with cash, e.g., $50. Do you give opportunities for your team to challenge and empower themselves?
Create a sense of urgency – say, “By when can we agree this will be completed?” Cooper said, “Turn procrastination intoinsubordination. Create a culture of accountability.”
8. Create a culture of celebration. Acknowledge, reward and celebrate success
Cooper says we have four currencies in our lives: money, time, feeling safe and feeling special. Read 1501 Ways to Reward your Employees by Bob Nelson to get some ideas.
Give a thank-you every day to your employees. Believe that you make a difference.
I appreciate that Cooper, who at age 75 has decades of business life experience, makes a difference in how he translates creating a better culture on our farms. 
For useful tools from Cooper, go to Donal Cooper - International Management Consultant and business speaker to download.
Elaine Froese, CSP, CAFA, CHICoach, loves to see farm families achieve their goals and live in harmony to build their legacy. “Like” Elaine Froese FARM FAMILY COACH on Facebook.
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Elaine Froese
- CSP, CAFA, CHICoach
- Boissevain, Manitoba
- Email Elaine Froese
