Hiring is one thing, but keeping great people and nurturing talent? That’s where the real work begins. In agriculture – and frankly, in life – anyone can recruit someone with the right CV. But only the sharpest managers know how to keep them engaged, learning, and only mildly considering that job offer from the competitor down the road. Here’s how to keep your people feeling like they’re right where they belong: on your team.
Figuring out what makes each person tick
People are sometimes strange and wonderful creatures, aren’t they? They don’t all want the same things, and shockingly, not everyone is motivated purely by pay. Some of your team might be ambitious go-getters, while others just want to get on with the job, do it well, and maybe avoid too many meetings. Take a bit of time to find out what each person values—it’ll save you from guessing.
Maybe they’re looking for a bit of career development. Or maybe they’re perfectly happy but would appreciate a bit more autonomy. Understanding these nuances can help you keep them satisfied, motivated, and far less likely to ‘accidentally’ miss an early morning team meeting. Development doesn’t have to mean putting everyone through the same rinse-and-repeat seminar. You’ll find people are more likely to stick around if they feel like you’re invested in their growth—not just in ticking a “training completed” box.
We all know training days can be a slog and have the potential to induce sudden, severe cases of “I-just-remembered-I’m-very-busy.” Avoid that by offering development opportunities that actually interest your team. Skip the generic PowerPoints and focus on practical skills they’ll actually use. For instance, if your crop managers could use a crash course in the latest tech, send them. If one of your junior team members fancies themselves the next big agronomy whiz, why not help them get there?
Creating a culture of respect and inclusion
The agri-business world may be all about soil, but there’s no room for dirt when it comes to company culture. A respectful work environment isn’t just about being polite and remembering people’s names. It’s about creating a place where everyone feels like their ideas are taken seriously—no matter if they’re in the office or knee-deep in compost.
Inclusion shouldn’t be a buzzword; it’s a way to make sure every voice is heard. And, trust me, people will know if you’re only doing it for show. Cultivate a genuinely respectful environment, and you’ll find your team doesn’t just stick around—they bring their best ideas forward, knowing they’re valued and respected. Plus, there’s something to be said for a workplace where people actually like each other (at least most days).
Flexibility: because life happens, even in the field
If you’re still insisting on 9-to-5 in an industry that laughs in the face of “standard hours,” it’s time for a rethink. Agriculture is seasonal, demanding, and often unpredictable—so it’s only fair to offer a bit of give-and-take. Maybe it’s flexible hours or allowing the team to rotate responsibilities, especially during those intense harvest weeks. When people feel trusted to manage their schedules, they’re not just more productive—they’re also less likely to leave their boots at the gate. And let’s be clear: flexibility doesn’t mean ‘work from home on a farm’, it’s about making space for people’s lives and adapting when they need it.
Recognising efforts minus the cheesy certificates
One of the best ways to keep people motivated is to let them know their hard work isn’t going unnoticed. And no, we don’t mean weekly “Employee of the Month” awards with confetti and a cake. Sometimes, all it takes is a well-timed “thanks” or a quiet acknowledgement during a meeting to make someone’s day. If one of your team members went above and beyond during a rough season, let them know. If someone consistently does their job exceptionally well, remind them that it doesn’t go unnoticed. You don’t have to go full cheerleader, but a bit of genuine appreciation goes a long way. Think less “ra-ra,” more “steady nod of approval.”
Engaging for the long haul
The best way to keep people loyal without a ball and chain? Show them they’re part of something meaningful. Help them see the bigger picture. No one wants to feel like a cog in the wheel, especially in a field where their work can directly impact the land and local community. Share your company’s vision, keep them informed about where you’re headed, and remind them how their work contributes to this broader purpose. Purpose-driven teams tend to be loyal teams. Because in the end, people are more likely to stay if they feel like they’re working toward something that matters—and let’s be honest, it’s far easier to get people invested in a shared mission than in endless company memos.
That’s a wrap
Keeping people happy isn’t rocket science—it’s knowing when to show appreciation. People want to feel valued, they want to grow, and they want to work somewhere they’re respected. If you can nail those three things, you’ll be well on your way to building a workforce that doesn’t just do the job but feels genuinely invested in it. The best teams are like good crops: they need genuine attention and the right conditions to thrive and grow with you.
Ready to grow with March?
