Recruiting and retaining the Ag industry’s top talent isn’t a job for the faint of heart. It’s a big enough challenge to find the right candidates for open positions, but if your employees are looking elsewhere for growth opportunities, you’re burning the candle at both ends.

Employee retention should be a well-communicated and supported corporate priority. By focusing on retention, you can increase positivity and motivation of your employees, reduce unnecessary turnover costs, and make sure that your projects are staffed by experienced and trained workers for the long term.

The good news is that modern agriculture industry professionals are looking for a few key things from their employers. Here’s what you need to make sure you are addressing in terms of your retention strategy to make sure your best workers are ready and willing to stick around for the long haul.

Focus on Engagement

Retention requires investing in your current workforce and making sure they are interested in their work, feel their efforts are valued, and have the resources they need to be successful on the job. Engagement leads to commitment and loyalty. Employees who are invested in their work and the company they work for are more likely to perform better and stay with the company for extended periods of time. In order to keep your rock-star employees engaged, you should connect with them regularly about their work experience, their goals, and their engagement level.

Stay Competitive in Your Market

In today’s job market, employers are the ones competing for top talent. They need to offer competitive compensation packages and appealing benefits to ensure their top performers feel appreciated. Successful retention strategies can include regular cost of living raises, well-rounded retirement plans, and a strong corporate culture of rewarding long-term employees. Today’s modern worker wants to know that their employer sees the value in a positive work-life balance and values employee health and wellness.  Engineers show loyalty to the companies who appreciate their efforts and work hard to keep them, so make sure you provide them with the sort of environment where they feel valued in their current job.

Think Long Term as Well as Short Term

Keep in mind that each employee has a different way in which they feel appreciated, and it is the task of their managers to pin down how their employees should be rewarded for their successes. Don’t just focus on how you can help your team achieve success in the short term. Think long term in terms of career planning conversations as well. Provide them with the professional development and learning opportunities that will support them in their search for growth with your company. If you don’t provide them with the path to success internally, chances are they will go looking for that path externally.

Are you hiring?

For more advice on building and leading the best team you can, connect with the industry experts at Ag 1 Source today. Our leadership consultants will help connect you with the talent you can trust to get the job done right.