Building effective teams webinar questions and answers

On June 24th Kenton and Charlotte Bennett from strategic dairy farm Perry Farm were joined by people management expert Paul Harris of Real Success for a webinar to explore how to build effective teams.

Over 70 people joined online and there was lots of opportunity for questions. A full list of all the questions acommpanied with considered answers from Paul are listed below:

Can recruits complete profiling online where you get the results?

Many systems offer online portals to enable you to complete your profile and get an instant result. Whilst you can access VITA Profiling via an online portal with a link that is supplied directly to you, we believe that the most valuable use of the tool is by discovering the profiles of your colleagues.  Therefore, we encourage you to run a live workshop on farm where you all complete your profile at the same time with a detailed report that follows shortly after the workshop.  You can find out more about VITA Profiling here: www.vitaprofiling.com

How do you make a bad apple into a good apple?

This depends what you mean by a bad apple.  If the person is awkward, difficult to work with, misaligned to the business goals and generally not very effective – you may need to move them on.  However, if the member of staff simply doesn’t do things in the way that you do, they may not be a bad apple – they may just behave and think differently to you.  Profiling the “bad apple” may help you to understand whether the person needs to move on or how to flex your style to get the best from them.

How can I best guess which category potential employees fall into when at interview people are on best behaviour?

We all “ooze clues”.  From what we wear, to how we shake hands to the level of eye contact – we can spot the clues when we know what we’re looking for.  Also, asking open questions will enable you to gain more insight to peoples profile.  We need to avoid “leading questions” which generate and yes or no answer.  If we ask people what’s important to them about working on a farm – their answers may reveal their profile. If they are “Visionary” – they may say it’s about the success of the farm, being the best in the industry, or “milk in the tank”.  If they are “Investigators”, they answer that it’s about protocols, sticking to plans and high standards.  If they are Team Makers, they may say that an effective team, friendly atmosphere, or being family focussed are the most important.  If they are Adventurers, they may respond with “positive team, scope for new ideas, and farm owners being open to change.

What has Kenton and Charlotte learned/ changed as a result of working with Paul?

Kenton and Charlotte have recognised their own personality styles and now understand the way they need to communicate effectively with each member of their team.   They plan to run personal reviews with their team as the next stage.

If you all have the same profile does it work?

It can do with a small team as if you are all very similar, you’re likely to get on.  However, you may be lacking in the input that different styles can bring.  Therefore, with bigger teams, you will inevitably have a wider bank of styles to draw from, but you will have more conflict to deal with.

Kenton and charlotte have made some big decisions and changes - this seems to go against their personality profile, have there been other influencers on them? 

People who lead with Investigator profile CAN make big decisions – but they are unlikely to have made them impulsively.  They have researched in detail their options and taken advice from consultants and organisations such as genus and have travelled around the world to see what others have done.  This demonstrates that research preceded any big decisions – fully in line with his profile.

How much should you be looking to spend on recruitment?

An advert on farmers Weekly can cost from £900 to £3000 depending on the size of the farm. Adverts on Indeed can be free or ass little as £100 can generate many enquiries.  Social media such as Facebook or Instagram are completely free.

Should we be less cautious about employing people with little or no farming experience?

Yes, we should be less cautious as we will only bring new talent into the industry by being prepared to take someone on and train them.  My mantra is to recruit attitude and alignment and teach skills and knowledge.  Often someone who is determined, positive and fully aligned with the aims of your farm will be more successful and easier to work with than someone who has considerable skills and experience but thinks they know it all, is difficult to work with and doesn’t get behind the development or changes on the farm. 

How do you introduce this on to the farm?

(Assuming the question was about profiling?) It is introduced via a short on-farm workshop that everyone attends together.  It’s relaxed, engaging and fun – and everyone leaves having enjoyed it but more importantly - understanding a lot more about their colleagues and themselves.

Why don't we just hire people like us? That way we know we will be able to work with them

This can work in smaller teams.  But in larger teams, you gain the approach and thinking style of other people where they bring elements of behaviour that maybe less natural to you. 

How do you hire people if nobody applies? We live in a rural area and nobody wants to working farming?

If nobody is applying to your adverts – it may be where you’re advertising or how you’re writing your adverts.  Well written adverts can generate up to 300 applications – wherever you’re based.  And if you ARE (as most farms will be) in a rural location - focus on the positives and how beautiful the location of your farm might be, or the nearness to local towns or villages.

We struggle with laziness and corner cutting from staff... how do we address that?

This may be a personality style issue (some styles can come across as lacking focus, easily distracted or lazy) and we need to understand how to get the best out of this sort of person.  Well written, clear and vigorously enforced protocols can show your team WHY they need to stop cutting corners, along with communicating clearly to staff the implications to them and to the farm of cutting corners – whether it be cow health, health and safety or any other key aspect of farm life.

What should I supply by law for my employees?

This question is too broad without context to answer effectively.  From written particulars of  employment before they start or on their first day (legislation was changed in April 2020), itemised payslips, through to health and safety – with the correct workwear, through to how your managing Covid 19 on farm, t  There is vast employment legislation that farms should be aware of so please contact Real Success Ltd or your HR provider for more information.

I often find that people leave because their partner has a problem... what can a business really do to keep somebody's partner happy?

Understanding the needs of the families that work on your farm is critical to retaining staff.   But also, overworking your teams so that they never get time off or asking them to work extra hours at short notice when they may have already made plans with their families – are both sure fire ways to upset the partner.  Make sure that you say thank you often and show you appreciate busy periods on the farm by allowing staff to bring their families along to a farm BBQ in the summer or to take their families out for a meal and foot the bill.  Ensure the housing is well maintained and respond to issues quickly.  Recognise that whoever works for you – their families are more important than the farm, so get to know the partners and show and interest in them.

Why do some farms seem to have a waiting list for staff, and we struggle? What do they do that we don't?

Farms that have waiting lists are simply putting people at the centre of their business.  They recognise it is not the cows, the land or the banks that are the most important aspect of their success.  They work hard on building relationships with their teams and getting to know their families.  They provide clean and safe working conditions, comfortable housing, and sensible working hours.  The farm is well- maintained, and machinery is regularly serviced and repaired.  And the farm environment is a pleasant and rewarding place to work.  But more important than each of these is the farms with waiting lists know the personality styles of themselves and their teams, ensuring they flex their communication style to get the best from every person that works for them.