Finding and hiring good seasonal talent is a challenge for many farms and food production organizations. And once you do find seasonal employees who you’re impressed with, the next biggest challenge is retaining them.
Whether you’d like to bring seasonal employees back to your farm operation for the next season or bring on a seasonal hire full time, these tips will help them to stay at or return to your farming operation.
1. Prioritize strong onboarding
Even if they’re only employed there for a few months, investing in training, clear expectations, and a welcoming start makes employees feel valued and equipped to do their job from day one.
When strong training is provided at the start, it also makes it easier for a seasonal employee to return the next season and hit the ground running, with minimal time spent on training.
2. Offer competitive pay and incentives
If budgets allow, pay slightly above local competitors. Add performance-based bonuses or end-of-season completion bonuses to encourage employees to finish the season.
Additional perks such as provided lunch or a uniform allowance can also be attractive.
3. Provide housing or transportation support
For many seasonal workers, reliable transportation or affordable housing is the biggest challenge. When it’s possible to provide assistance here, it can be a game changer in retention. If you can’t provide on-farm housing, a stipend can be a great way to support employees in this way.
4. Create a positive work environment
Simple things like recognizing hard work, providing water and snacks during long days, and building camaraderie go a long way. Small gestures like thank-you meals, gift cards, or recognition events make employees feel their efforts are noticed and valued.
A positive culture will set your farm apart and bring seasonal employees back.
5. Offer professional development and advancement opportunities
When employees can learn new skills, whether that be equipment operation, crop knowledge, or leadership opportunities, they’re more likely to see seasonal work as part of a career path rather than just a temporary job.
If someone starts as seasonal labor, consider promoting returning workers into lead or supervisor roles in future seasons. Long-term loyalty is built when employees have opportunities to not only grow their skills but also advance in the company.
6. Stay connected and be proactive
You don’t want to assume that seasonal employees will apply for next year’s openings. If you were impressed with a seasonal employee, before their employment term ends, make it known that they have a spot on your team next season and that you will be in touch when the time comes. Being proactive helps you rehire loyal staff.
Staying in touch year-round helps them keep you at top of mind, too. Send them an occasional text, holiday card, or meet for lunch during the off-season.
7. Be flexible when possible
Many seasonal ag workers juggle school, family, or other jobs. Offering flexibility in shifts or scheduling when possible helps them stick around.
8. Ask for feedback
At the end of the season, ask employees what worked well and what could be improved. Showing that you value their input builds trust and increases the chance they’ll return. Even if they don’t return, it allows you to gather honest feedback that can help retain your current employees.
Need help hiring seasonal or year-round employees for your farm or ag business?
AgHires is the leading agriculture recruitment firm, specializing in hiring for the full supply chain of ag. We help small farms to Fortune 500 companies grow their organizations with the best of the best talent.
We offer a variety of hiring solutions to fit your needs, from full-service recruitment to job posting and advertising packages. Call 1-844-244-4737 or set up a time to meet with us to learn more about how we can help find your next great hire.
For more hiring tips and advice, check out our resource library.
