Developing your employees into confident, high-performing team members is critical to the long-term success of your farm or ranch operation. Thoughtful onboarding, ongoing training, coaching and mentoring should work together to give new hires a strong start, build their skills over time, boost day-to-day job performance and support their growth as long-term members of your operation.
3.1 Onboarding
Onboarding is the process of helping a new employee settle into your farm or ranch during the first few days and weeks on the job. For Nebraska producers, a simple and intentional onboarding process can make a big difference in how quickly employees become comfortable, safe, and productive.
Early conversations should help employees understand how the operation runs, what is expected of them, and how their work contributes to the success of the business. It is also time to confirm that the employee’s skills, attitude, and interests are a good fit for the position.
Resources from University of Nebraska–Lincoln Extension and the UNL Center for Agricultural Profitability offer guidance on workforce management, employee retention, and building strong farm teams.
During onboarding, aim to:
- Welcome the employee and introduce them to the team
- Explain how your operation works and what you value
- Review job responsibilities and expectations
- Discuss safety procedures and workplace policies
- Give the employee time to ask questions
Starting employees off on a positive note helps build commitment to the operation. When new hires feel prepared and included, they are more likely to stay and succeed in their role. On the other hand, a confusing or rushed start can lead to frustration and turnover - something many Nebraska farms and ranches are trying to avoid in a tight labor market.
Onboarding is especially important for employees who are brand new to the operation, but it can also be helpful when an existing employee moves into a new role. In those cases, take time to review the updated job description, introduce new responsibilities, and connect the employee with the right supervisor or mentor.
3.1.1 Create an Onboarding Plan
Before a new hire’s first day, create a simple onboarding checklist to cover the topics that matter most. Ask a recent hire for input they can often point out what would have helped them feel more prepared and welcome.
Some items will apply to every new employee but consider customizing the checklist by role so each employee gets the information and training they need to succeed.
Nebraska producers can find helpful templates and guidance for building onboarding schedules through:
- University of Nebraska–Lincoln Extension (unl.edu)
- Center for Agricultural Profitability (cap.unl.edu)
- Cornell Agricultural Workforce Development (agworkforce.cals.cornell.edu)
3.1.2 Tips for Onboarding
A strong first day sets the tone for employee success. Consider these practical steps:
- Introduce your operation. Share your vision, mission, and goals. Explain who owns and runs the business and what the operation values.
- Give a tour. Show the employee key areas—workstations, parking, lunch areas, bathrooms, and safety zones. Introduce coworkers along the way.
- Explain job expectations. Cover the most important tasks, workplace policies, dress code, cellphone use, and safety practices. Point employees to the handbook or manual for details.
- Demonstrate processes. Show how to record and submit time sheets, review the job description, and provide important contacts (supervisors, emergency personnel, and team members).
- Provide technology access. If the employee will use a tablet, computer, phone, or email, make sure devices and login info are ready.
- Encourage questions and feedback. Leave time throughout the day for discussion. Ask the employee if they have what they need to succeed and for suggestions to improve the onboarding experience.
- Handle paperwork efficiently. Avoid spending too much time on forms on day one. Provide a packet employees can take home to review and return or share key documents in advance.
Finally, emphasize open communication. Let employees know they can ask questions, provide feedback, and request support as they settle in. A well-structured first day helps build confidence, commitment, and long-term success on your operation.
3.2 Training
Training is ongoing education that helps employees do their jobs safely, efficiently, and correctly. For new hires, training is critical in the first few months, but regular training for all employees ensures your team stays skilled and your operation runs smoothly.
Start by setting broad goals, then define specific, measurable objectives. Tie objectives to a timeline so employees know what to learn and by when. Current employees can help identify training priorities, as they know firsthand what skills are essential for the job.
3.2.1 Customize Training to Your Operation
Training needs vary by farm type.
- Livestock operations may focus on animal care, feeding, reproduction, worker safety, and product safety
- Crop operations may focus on equipment use, scouting for pests and disease, postharvest management, and precision agriculture data
Written standard operating procedures (SOPs) help ensure training is consistent and work is done correctly.
3.2.2 Know Your Audience
People learn differently. Some employees need to watch a task, some need to hear instructions, others learn by reading or by doing. Mix methods to accommodate learning styles and avoid overloading employees with too much information at once. Employees without an agriculture background may need extra guidance to understand the basics before tackling more complex tasks.
3.2.3 Training Methods
Use both formal and informal approaches.
- Formal methods: structured classes, seminars, or online courses
- Informal methods: on-the-job training, regular feedback, and demonstrations
Show employees how to complete a task and why it matters. Follow training with a Q&A session to clarify concepts and gather ideas to improve the operation. Vendors, veterinarians, seed reps, nutritionists, and equipment dealers can also provide training resources.
3.3 Coaching
Coaching focuses on improving specific job skills or performance areas. Unlike training, which introduces new skills, coaching helps employees refine and enhance skills they already have. Coaching is usually short-term and targeted, often lasting six months to a year.
3.3.1 Developing a Coaching Plan
- Assess needs: Identify the employees’ strengths and areas needing improvement. New employees may need broad coaching, while experienced employees may need targeted guidance.
- Prepare the plan: Choose coaches with the right technical and people skills. Set clear objectives, timelines, and check-in points.
- Implement the plan: Allow time for coaching to develop and encourage regular feedback and communication.
- Monitor and adjust: Track progress and adjust the plan as needed. Coaching works best when it is flexible and responsive to the employee’s needs.
Effective coaches can be current staff, former employees, or external experts. Coaching helps employees reach higher levels of performance and confidence while improving overall operation efficiency.
3.4 Mentoring
Mentoring supports long-term employee development. Unlike coaching, mentoring is broader and focuses on career growth, leadership skills, and overall professional development. Mentoring relationships are often longer than coaching—sometimes lasting several years.
3.4.1 Setting Up a Mentorship Program
- Define goals: Decide what employees and the operation should gain from mentoring—leadership skills, knowledge sharing, or internal networking.
- Develop a framework: Decide how mentors and mentees will interact, how often, and for how long. Programs can be formal or flexible.
- Pair mentors with mentees: Consider interests, experience, aptitudes, and personal preferences. Check in periodically and allow changes if the pairing isn’t working.
Mentoring benefits both sides. Experienced employees pass on knowledge, and less experienced employees bring fresh ideas. Explaining the program’s purpose and sharing success stories can encourage participation and show its value.
3.5 Resources List
Nebraska producers can find additional information and tools through:
These resources provide guidance on workforce management, employee training, and farm business planning.
University and Extension resources
- Onboarding resources from Cornell Agricultural Workforce Development
- Coaching and employee development guidance from South Dakota State University Extension
- Agricultural workforce training materials from Iowa State University Extension and Outreach
Industry and workforce resources
- Employee training strategies from Progressive Dairy
- Agricultural workforce insights from Women in Ag Learning Network