“Employees pay more attention to what you do than what you say,” commented cattleman and manager Harry Knobbe.  Knobbe shared his 50 years’ experience of managing employees at his West Point, Neb., operation which consists of a feedyard, a livestock commodity business and grain production. Employees are as valuable to your operation as any other production parameter that you may focus on, Knobbe said.

With many years of hands on experience of hiring, training and managing employees, Knobbe offered these practical suggestions for other farm labor managers to keep in mind.

1) Establish a clear specific job description. With a job description should come a title. The title should be more than just hired hand; it should be something that outlines the employee’s importance to the operation and allow them to have pride in their title, e.g. Feed manager/supervisor. It’s important for employees to feel they are part of the operation and a clear job description sets the expectations of the position.

2) Reward your employees with an incentive program. Recognizing good work and dedication always pays off in the end. For example, bonuses are given for promptness. If an employee comes to work on time, they get a bonus that is calculated regularly and rewarded back to the employee. Employees also received special bonuses during their anniversary with the company. For those who work on a holiday, they receive double pay. This incentive shifts the employee’s focus away from having to work, to knowing they are appreciated for being away from their family on a holiday.

3) Give recognition. It’s important to give spontaneous recognition at the time the employee does something that deserves being rewarded, not weeks later. People appreciate recognition and a thank you for doing good work. This also helps in building a solid rapport with the employee. “A key in a winning relationship is to let the other person feel important,” Knobbe said.

4) Meet on a regular basis. Monday morning meetings keep the lines of communication open and the employees know the meeting will always occur and open discussion is encouraged. These regular meetings demonstrate consistency from the management. Lunch is also provided daily for all employees, at no cost to the employee, and is a time for sharing and discussion among the staff and management.

5) Support community and industry involvement. Living in a rural area, employees and their families are often involved in community activities. Knobbe finds it important to support the employee’s community involvement. In addition, employees are encouraged and given the opportunity to attend local cattlemen’s meetings, functions and educational sessions.

This article is based on a presentation at the Range Beef Cow Symposium, Nov 29-Dec 1, 2011 in Mitchell, NE. The symposium is jointly sponsored and coordinated by the Extension Services of South Dakota, Nebraska, Colorado and Wyoming.