EVERY dairyfarm involves people.
From single person managers or owners and large corporate farms, the ability to effectively engage people to operate the farm business is relevant.
A realistic goal for any farm business should be to ensure that the business is not constrained by people issues.
If the industry is to attract and retain good people it must be competitive with other industries.
Although remuneration plays a part, there are other factors that make a business attractive to work in.
What do 'people efficient' farm businesses have in common?
There will be some fundamental strategic issues that are right on these farms.
The business will have a well thought out strategic vision; be adequately resourced in terms of infrastructure and capability to match the strategy; and have well defined roles and appropriately appointed responsibilities.
People-efficient farms will be productive, smoothly running operations where people want to stay and growing the business is an attractive option.
These farms invest wisely in technology; have efficient work practices; are well laid out and in good order; and have simplified farming systems to accommodate people's needs.
There are also a number of generic human resource management principles that are common to any well managed business regardless of its size, including clear contracts and agreements, documented position descriptions, procedures and safety protocols, induction programs, performance appraisals and flexible work rosters, training programs, team meetings and effective team work.
The environment or culture of a business is set from the top.
An effective leader sets the tone for the team, encourages a positive workplace culture and is able to bring about cultural change.
Workplace culture comprises the shared attitudes, beliefs, behaviours, values and expectations that influence the way people work on farm.
Many factors that influence whether a workplace has a positive outlook are within the control of people who work on the farm.
There are also factors out of their control, such as slumps in global milk prices, weather events, or shrinking local communities.
The team can, however, control how they respond to these factors.
An important part of managing ourselves and staff is monitoring our mental and physical wellbeing to maintain optimal health - just as farmers need to maintain machinery, tools and livestock to get the best out of them.
Unmanaged stress can contribute to the 'fight or flight' response which triggers stress hormones to raise our blood pressure, blood sugar and depress our immune function.
It can impact on our mood, sleep and contribute to poor communication and relationship breakdown.
* Full report in Stock Journal, June 26, 2014 issue.
