Part-time dairy farm employees - developing mutually beneficial working relationships
To remain competitive with other sectors, it is necessary for dairy farms to become more attractive workplaces, and to meet the changing career-lifestyle expectations of the available workforce.
The increase in dairy farm scale since milk quota abolition has created new employment opportunities within the Irish dairy industry.
Many people in local communities hold skills and aptitudes that are compatible with part-time work roles on dairy farms, however, embedded perceptions may be limiting employment opportunities from both the employer and employees point of view.
A study was undertaken to identify employees’ perceptions of employment on dairy farms; this was conducted through semi-structured interviews with current and previous farm employees, including students and part-time farmers.
A second objective was to determine how dairy farms can become more attractive workplaces for employees. This involved examining case studies of part-time employment scenarios on farms, to determine how they could be structured to mutually benefit the employer and employee.
Perceptions of dairy farm employment
Prospective employees identified a number of negative perceptions that would deter them from pursuing a career on a dairy farm. Some negatives related to industry-wide issues (e.g., the lack of social relationships when working on farms) but others could be addressed by the individual farmer (e.g., facilities). Four key challenges identified were:
Salary
Prospective employees identified the perceived poor salary as a deterrent to dairy farm employment. It was clear that getting paid for a defined time or specific task was important. Additionally, there was often an expectation of being asked to do additional tasks on a given day without being remunerated accordingly.
“The problem about being employed by a dairy farmer is that you go to do the milking and that’s what you’re getting paid for and then all of a sudden they want you to do more, but you’re not getting paid to do it”.
Working conditions
The relatively small scale of farm workplaces compared with competing sectors where multiple employees could be present was another negative for prospective employees. The importance of social relationships in the workplace should not be underestimated and consideration should be given to the relationship between employer and employee when recruiting farm staff.
“If you’re on a building site, there are more employees, so there is a more even spread of the workload and a bit of craic. On a dairy farm, it may just be the farmer and the employee, which can be a bit intimidating for the employee.”
Seasonality of work
Many of the interviewees perceived jobs on dairy farms to be short term due to the seasonal nature of workload on many farms and this was highlighted as a negative to dairy farm employment.
“I see jobs advertised where dairy farmers want lads for calving during February or March. Who is going to turn up for a month’s work and have nothing then after?”
Prospective employees stressed the permanency of similar work in factories as an advantage over dairy farm employment.
“My job in the factory is permanent. I know my hours every week and it’s as simple as that.”
Facilities
Inadequate facilities were highlighted as a limiting factor when considering employment on dairy farms. There was a perception from some prospective employees interviewed that they would be spending too long milking due to insufficient milking facilities.
“You don’t want to be there milking 12-15 rows of cows, morning and evening every day. Over 10 rows or over two hours in a pit is too long.”
Factors for a successful employment relationship
A number of factors were identified which could contribute to a successful employment relationship.
Regular working hours
There was a clear desire for fixed start and finish times for employees so that they could plan their day around these times.
“From the employee’s point of view, having a set end time to the day is important. Rather than finishing at six one evening and half seven the next.”
Regardless of the number of hours worked per week, part-time workers required work over the full duration of the year. Sufficient time and planning should be given to rostering the employee’s desired hours as tasks change over the course of the year.
Proximity
A contributing factor to the success of dairy farm employment arrangements was the close proximity of the employee to the dairy farm. Working in a local area reduced commutes to work for the employee and allowed them to go home during the day if necessary. From one case study the employer highlights the benefits of this for a part-time employee.
“I think it works well for him also, he only lives 15 minutes down the road. He has a set rota and knows his own hours and can do his own work during the day.”
Clearly defined roles
It is particularly important in part-time working arrangements that roles are clearly defined or task-specific. Vague job descriptions are a contributing factor to staff turnover. Where a working arrangement is task specific it is important that the employee is not asked to perform additional tasks unless otherwise agreed in advance.
Growing over time
With part-time scenarios, long-lasting working relationships were found to have started small and developed over time as the relationship and trust developed between the employer and the employee.
“I started off there doing four milkings a week and now it’s double that. I suppose I got more familiar with the place and he got more familiar with me and approached me to do a few more and it’s working well.”
Conclusions
The study identified a number of factors that would make workplaces more attractive for prospective employees. Successful part-time working arrangements at farm level featured factors such as regular work hours, close proximity to the workplace, clearly defined roles, and employee growth within the role. These are important success factors in the observed arrangements, as they are mutually beneficial to both the employee and the employer.
This paper by Eamonn O’Flaherty, Salesian Agriculture College, and Joe Patton, Head of Dairy Knowledge Transfer in Teagasc, first appeared in the Moorepark 2023 Open Day book. Access the publication here.
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