This year will be no different, as farm assistants, managers and sharemilkers take on new opportunities and challenges. As people settle into new roles they will begin to build a picture of what the new farm they work on is like, who the staff they are working with are, and how processes are best undertaken on the farm.
This adjustment and learning period can be daunting and stressful for some and one of the best ways to get employees off to a good start is by providing an effective orientation.
Having a comprehensive orientation period onfarm for new staff can have long-term benefits and reduce simple errors. Staff who are taken through a formal orientation process learn about the farm faster and are more effective in their role. It reduces stress, increases productivity and boosts motivation and satisfaction for both employers and employees.
Increased ownership
Waikato farmer Brad Cockrell employs four staff on the family-owned dairy farm in Mercer and sees the benefits in running staff through an official orientation period.
“It gives the new employee a sense of ownership around their tasks,” he says.
In his experience, Cockrell has found having an orientation process in place helps ensure staff are happier, more comfortable and quicker to adapt in their role than they would have been if they were left to learn things themselves.
Cockrell says it also gives him a chance to better identify what their strengths and weaknesses are, allowing him to maximise and improve on these.
The orientation process continues throughout the year to ensure the staff members are happy.
“Unhappy staff members result in things not being done well, and that’s because normally there is some kind of communication breakdown,” he says.
“New staff need to feel comfortable in the team to ask ‘stupid’ questions, because if those ‘stupid’ questions are not asked, ‘stupid’ mistakes are then made.”
The orientation process
An orientation process covers administration, introductions, business overview, roles and responsibilities, rules and procedures, farm layout, culture, health and safety, key operations, and recreational activities that are available in the area.
Cockrell says spending two full days with the new employee driving around the farm with a map is key.
“It provides an opportunity to show who does what, how things are done and to identify the new staff member’s interests,” he says.
He also takes the opportunity to observe how new staff approach tasks, which allows him to iron out bad habits or learn new skills from the new employee. A solid period is dedicated to explaining the farm’s goals so everyone on the farm has a sense of ownership towards the goals, creating extra drive in the team.
Setting up a staff orientation is simple with the DairyNZ QuickStart Recruitment Kit. It’s available for four different onfarm roles – farm assistant, herd manager, assistant manager and farm manager. It steps through what is required in an orientation, what the benefits are and provides an example staff orientation checklist to build from. Using this resource can build the foundations new staff need to help them feel competent and comfortable in their new role, and subsequently perform to their potential. To download or order a QuickStart Recruitment Kit, visit dairynz.co.nz/recruitment.
For more information on employing and managing people, visit dairynz.co.nz/people.
