Sure, a positive workplace culture can make your farm a more enjoyable place to work, and who doesn’t want a few more smiles in their day? But will a better workplace culture really improve your bottom line? According to a growing body of psychological research, the answer is a clear “yes.”
The new science says a positive workplace culture provides dramatic benefits not only for employers and employees but also for the business itself. For example, when employees feel recognized and appreciated, they report being four times more engaged. This is definitely a perk for your business because engaged employees are 73 per cent more productive and also because, at the other end, disengaged workers ring up 37 per cent higher absenteeism, 49 per cent more accidents and 60 per cent more errors and defects.
Employees who don’t feel recognized and appreciated are also 74 per cent more likely to leave their jobs within a year, which is critical because the cost of hiring and onboarding the typical employee these days is pegged at $5,000 to $15,000.
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Manitoba-based HR specialist Lyndsay Gillon-Seafoot has witnessed the benefits of a positive workplace culture first-hand. When farm managers become intentional about creating a positive workplace culture after taking her training course, she says, they see staff productivity go up and turnover go down, and the farm is also better able to attract new employees.
“People leave workplaces due to dislike of the culture,” says Gillon-Seafoot.
Workplace culture also relates directly to employee health and absenteeism, says Gillon-Seafoot. “People often call in sick, not because of illness, but because of dread and avoidance of work.”
On many farms, the payroll line is a growing expense. Yet farm managers often ignore the things that have the most impact on employee efficiency, such as a positive workplace culture, strong leadership and ensuring team members feel valued, says Gillon-Seafoot.
In her opinion, this should be the number one focus for farm managers whether you have two employees or 200.
What exactly is a workplace culture?
Workplace culture is an “invisible web… it’s how people communicate and work together in the workplace,” says Gillon-Seafoot, who has more than a decade of experience in HR in the agriculture and construction industries. “Workplace culture is the glue that keeps people attracted and retained,” she says, and it’s shaped by the attitudes, beliefs, traditions and values of the people who work together.
A positive work culture prioritizes the well-being of employees and encourages respect, trust, empathy and support. “People prefer to stay where they feel cared for… where the boss says ‘hello’ and knows an employee’s family,” says Gillon-Seafoot. “It’s not branded T-shirts and going to community events.”
Gauging workplace culture
How do you know if your farm’s workplace culture needs help? Be alert for a high turnover rate, especially if people are leaving to work in similar positions for similar pay at other farms, which is a sign of a toxic workplace culture, says Gillon-Seafoot. Other signs include poor communication, a lot of conflict, low engagement and low productivity.
“Look for signs of ‘quiet quitting’ where people are not doing their jobs,” she adds.
Employee surveys and performance evaluations can be used to solicit feedback on workplace culture. Gillon-Seafoot encourages managers to be curious and to ask questions.
Creating a positive workplace culture
Workplace culture is an evolving thing. Creating a positive workplace culture starts with the leadership, says Gillon-Seafoot. Management can lead by example, modeling their commitment to well-being through their actions and decisions.
“People need to be able to ask questions when they have them without fear or anxiety about how they will be perceived,” says Gillon-Seafoot.
Managers, she adds, should recognize their employees’ efforts at least weekly by saying thank you or acknowledging the impact that the employees’ work has on the farm and other employees. This can be done as a group or individually depending on worker preference.
Gillon-Seafoot also recommends asking for suggestions from employees on how things can be improved and then taking those ideas into consideration. “People feel committed and engaged when they have a chance to participate.”
Books worth reading
- Start with Why: How Great Leaders Inspire Everyone to Take Action, by Simon Sinek
- Dare to Lead: Brave Work. Tough Conversations. Whole Hearts, by Brené Brown
- Start Right… Stay Right: Every Employee’s Straight-Talk Guide to Job Success, by Steve Ventura
- Overcoming the Five Dysfunctions of a Team, by Patrick Lencioni
– This article was originally published in the March 2024 issue of Country Guide.
