Focusing on Employee Needs to Address Labor Challenges
Labor has always been a hot topic in horticulture. In recent years, labor scarcity has become an increasing concern among green industry firms. Firms are implementing old and new strategies to reduce labor challenges. Some of these strategies include hiring staffing companies, using H-2A labor, reskilling or upskilling existing employees, implementing flexible scheduling, creating a desirable and inclusive work culture, considering employee partnerships or ownership opportunities, adopting automation or mechanization to reduce manual labor needs, increasing wages, offering benefits, among others. These are good ideas from the business perspective, but what about the employee? Below the five essential needs of employees are discussed as well as ways to meet those needs to improve employee happiness.
Generally, employees have five essential needs that need to be met in order to be happy at their place of work: physiological, self-actualization, esteem, social, and safety and security needs. Each of these are slightly unique. Physiological needs include health (medical, dental, wellness, food/beverage) and firms can adjust their company culture, benefits and leave options to help with this need. Self-actualization needs include personal development and service. Providing employees the opportunity to learn, be mentored, or engage in meaningful ways aid in fulfilling this need. Esteem needs include prestige and decision-making power. Providing upward mobility or opportunities for professional growth are two ways to address this need. Often clearly articulating goals and outcomes(e.g., promotion opportunities, sales numbers, bonuses) while having employees achieve these goals are key. Social needs include relationships such as mentoring or coaching, assistance programs, and company culture. Lastly, safety and security needs include benefits and financial and employment security. When considering the employee’s needs, think of ways that your firm can offer fulfillment on each level and clearly inform employees about these strategies.
Lastly, there are a lot of available resources for green industry firms that are considering ways to address labor challenges. AmericanHort (americanhort.org) has information readily available on its website (https://www.americanhort.org/?s=labor). The Let’s Talk About Labor podcast focuses on H-2A information for potential employers (https://tiny.utk.edu/laborpodcast). Each state has its own Extension services and many of them offer resources related to labor in agriculture. In Tennessee we have two Extension reports related to using automation to address labor concerns (https://utia.tennessee.edu/publications/wp-content/uploads/sites/269/2023/10/W1147.pdf; https://utia.tennessee.edu/publications/wp-content/uploads/sites/269/2023/10/W1080.pdf). Seed Your Future is an organization with the mission to attract new workforce members to horticulture (seedyourfuture.org). Lastly, pay attention to other industries and what actions they are taking to attract and retain employees. Adapt those actions that are relevant for your firm to improve employee engagement.
Alicia L. Rihn
Assistant Professor, University of TennesseeAlicia has been at the University of Tennessee since July 2020. Her area of expertise is in marketing and consumer behavior with an emphasis on ornamental horticulture products. She also addresses niche markets, value-added ag, willingness-to-pay, and promotional strategies to encourage plant purchasing behavior.
