WEBVTT 00:00:11.720 --> 00:00:15.060 Breaking free from the chains of the past Where 00:00:15.060 --> 00:00:18.820 truth moves faster than a Holstein calf No law 00:00:18.820 --> 00:00:21.660 waiting on some printed page We're charting new 00:00:21.660 --> 00:00:25.300 ground in the digital age From genomic codes 00:00:25.300 --> 00:00:29.120 to robot facts We cut through the noise, no hold 00:00:29.280 --> 00:00:32.460 them back not your daddy's dairy news tonight 00:00:32.460 --> 00:01:01.049 we're sparking Welcome to the Bullvine Podcast, 00:01:01.530 --> 00:01:04.030 where we tackle the biggest challenges facing 00:01:04.030 --> 00:01:07.629 today's dairy industry head on. I'm your host, 00:01:07.709 --> 00:01:10.569 and today we're diving into what might be the 00:01:10.569 --> 00:01:13.349 most critical issue threatening the future of 00:01:13.349 --> 00:01:17.030 American dairy, the labor crisis. If you're a 00:01:17.030 --> 00:01:19.890 dairy farmer, manager, or industry professional, 00:01:20.170 --> 00:01:22.989 you know that finding and keeping good workers 00:01:22.989 --> 00:01:25.709 has become harder than achieving a perfect breeding 00:01:25.709 --> 00:01:28.780 program. But here's the thing. While most operations 00:01:28.780 --> 00:01:31.260 are still struggling with the same old approaches, 00:01:31.579 --> 00:01:34.359 some progressive farms have cracked the code. 00:01:34.680 --> 00:01:37.099 They're not just surviving the labor shortage, 00:01:37.340 --> 00:01:39.620 they're turning it into a competitive advantage. 00:01:40.040 --> 00:01:42.780 In today's episode, we're exploring the real 00:01:42.780 --> 00:01:45.959 cost of cheap labor, why progressive dairy farms 00:01:45.959 --> 00:01:48.980 are investing in people. You'll discover why 00:01:48.980 --> 00:01:51.799 traditional labor strategies are failing, what 00:01:51.799 --> 00:01:54.579 innovative farms are doing differently, and most 00:01:54.579 --> 00:01:57.329 importantly, how you can transform your workforce 00:01:57.329 --> 00:02:00.590 challenges into profit opportunities. This isn't 00:02:00.590 --> 00:02:03.109 just another discussion about wage competition. 00:02:03.510 --> 00:02:06.310 We're talking about real strategies with real 00:02:06.310 --> 00:02:09.789 ROI, like the Wisconsin dairy that cut turnover 00:02:09.789 --> 00:02:14.229 from 7 % to less than 1%, or the calf ranch that 00:02:14.229 --> 00:02:16.490 achieved a quarter -million -dollar return on 00:02:16.490 --> 00:02:19.590 investment through employee development. Whether 00:02:19.590 --> 00:02:22.669 you're milking 100 cows or 10 ,000, the insights 00:02:22.669 --> 00:02:25.009 you're about to hear could fundamentally change 00:02:25.389 --> 00:02:27.550 how you think about your most valuable asset, 00:02:27.750 --> 00:02:31.430 your people. Let's get started. Okay, let's jump 00:02:31.430 --> 00:02:33.509 straight into something that's definitely keeping 00:02:33.509 --> 00:02:35.629 a lot of you up at night. We're talking about 00:02:35.629 --> 00:02:39.879 finding good, reliable help on the dairy. It's 00:02:39.879 --> 00:02:41.879 more than just a hassle these days, isn't it? 00:02:41.919 --> 00:02:43.939 Oh, absolutely. For many farms, it really feels 00:02:43.939 --> 00:02:47.159 like a core question about can you actually keep 00:02:47.159 --> 00:02:50.159 the doors open long term? Exactly. And that's 00:02:50.159 --> 00:02:52.639 really the heart of what we're digging into today. 00:02:52.719 --> 00:02:55.479 We're looking at this really insightful article 00:02:55.479 --> 00:02:59.580 from www .thebullvine .com. It's called The Real 00:02:59.580 --> 00:03:02.479 Cost of Cheap Labor, Why Progressive Dairy Farms 00:03:02.479 --> 00:03:04.860 Are Investing in People. That Bullvine article, 00:03:05.020 --> 00:03:07.810 yeah. It really does challenge some, let's say, 00:03:07.849 --> 00:03:09.849 traditional thinking about loader costs on the 00:03:09.849 --> 00:03:12.669 farm. Totally. So our mission here is to unpack 00:03:12.669 --> 00:03:16.629 what the article sees as the root causes of this 00:03:16.629 --> 00:03:18.830 labor crunch. We want to push back on some maybe 00:03:18.830 --> 00:03:21.550 outdated ideas and, most importantly, pull out 00:03:21.550 --> 00:03:23.569 the practical strategies. You know, what are 00:03:23.569 --> 00:03:25.849 the top farms actually doing to build a workforce 00:03:25.849 --> 00:03:27.949 that stays and performs? Right. We want to give 00:03:27.949 --> 00:03:29.870 you specific things you can actually think about 00:03:29.870 --> 00:03:32.009 using on your own operation, maybe even starting 00:03:32.009 --> 00:03:35.460 tomorrow. Okay. So first things first. The article 00:03:35.460 --> 00:03:38.240 makes it clear there's been a huge shift, a fundamental 00:03:38.240 --> 00:03:40.620 change in dairy labor. It wasn't always this 00:03:40.620 --> 00:03:43.060 way. No, not at all. It used to be heavily family 00:03:43.060 --> 00:03:45.479 run, right? Generations work in the same farm. 00:03:45.599 --> 00:03:47.419 But that's just not the picture for most places 00:03:47.419 --> 00:03:50.280 now. The article points out non -family folks 00:03:50.280 --> 00:03:52.199 are making up, what, at least half the workforce 00:03:52.199 --> 00:03:55.620 on many dairies. At least. And, you know, the 00:03:55.620 --> 00:03:58.379 article really highlights the absolutely vital 00:03:58.379 --> 00:04:01.340 role of immigrant workers in today's industry. 00:04:01.850 --> 00:04:03.810 Essential is the word. The numbers are pretty 00:04:03.810 --> 00:04:05.889 stark. Immigrant workers are estimated at somewhere 00:04:05.889 --> 00:04:10.590 between 40 % and like 51 % of all U .S. dairy 00:04:10.590 --> 00:04:13.349 labor. And get this, the farms that employ immigrant 00:04:13.349 --> 00:04:17.149 workers, they're producing roughly 79 % of the 00:04:17.149 --> 00:04:20.470 nation's milk supply. Wow. Yeah. So the article's 00:04:20.470 --> 00:04:22.910 point is sharp. These workers are as critical 00:04:22.910 --> 00:04:25.410 for milk production as, say, getting your rations 00:04:25.410 --> 00:04:27.730 right. That comparison really hits home, doesn't 00:04:27.730 --> 00:04:30.230 it? It makes you stop and think. It does. And 00:04:30.230 --> 00:04:32.290 the article quotes Hank Halflager from Cedar 00:04:32.290 --> 00:04:34.389 Ridge Dairy. He just says it plain. Yeah. Labor 00:04:34.389 --> 00:04:36.949 is one of our biggest issues. Yeah. And Rick 00:04:36.949 --> 00:04:38.829 Narebout from the Idaho Dairymen's Association, 00:04:39.129 --> 00:04:42.110 he talks about that shift away from family labor. 00:04:42.310 --> 00:04:44.509 It's just a different world now. We have to start 00:04:44.509 --> 00:04:46.750 there. And acknowledging that reliance, well, 00:04:46.910 --> 00:04:49.149 it forces the next big question the article tackles. 00:04:49.449 --> 00:04:52.019 Okay, so why are workers leaving? Because if 00:04:52.019 --> 00:04:55.959 we depend so much on non -family, often foreign 00:04:55.959 --> 00:04:59.000 -born labor, high turnover is a massive problem. 00:04:59.240 --> 00:05:01.439 And the Bullvine article argues pretty strongly, 00:05:01.579 --> 00:05:04.620 it's not just about the paycheck. Right. This 00:05:04.620 --> 00:05:06.319 is where it kind of pushes back on conventional 00:05:06.319 --> 00:05:09.360 wisdom. Yes. OK, the wage gap is there. The article 00:05:09.360 --> 00:05:13.180 cites 2023 numbers, average farm wage, $17 .55 00:05:13.180 --> 00:05:18.079 an hour versus like $28 .93 for non -farm jobs. 00:05:18.379 --> 00:05:20.680 That difference is real, even with farm wages 00:05:20.680 --> 00:05:22.720 climbing a bit over the last few years. But the 00:05:22.720 --> 00:05:24.860 article argues just focusing on that dollar figure, 00:05:25.000 --> 00:05:27.050 you're missing the bigger picture. Totally. It 00:05:27.050 --> 00:05:30.230 uses the term grueling lifestyle. And I mean, 00:05:30.250 --> 00:05:32.009 let's be honest, that's pretty accurate for dairy, 00:05:32.089 --> 00:05:34.350 right? It's relentless. It's consistent year 00:05:34.350 --> 00:05:37.730 round. Milking doesn't stop for holidays. TMR 00:05:37.730 --> 00:05:40.709 needs mixing every day. Fresh cows, calf care, 00:05:40.829 --> 00:05:43.870 maintenance. It's constant. It's not like cropping 00:05:43.870 --> 00:05:45.709 where you might get an off season. And here's 00:05:45.709 --> 00:05:47.290 the part that might make some people uncomfortable, 00:05:47.410 --> 00:05:49.709 but the article lays it out there. We invest 00:05:49.709 --> 00:05:53.490 so much time, energy, money into cow comfort, 00:05:53.709 --> 00:05:57.279 minimizing stress. Consistent routines, perfect 00:05:57.279 --> 00:06:00.920 feed. Right. Fans, sprinklers, bedding, ventilation. 00:06:01.500 --> 00:06:04.360 Exactly. But then do we apply those same principles, 00:06:04.560 --> 00:06:07.079 minimizing stress, creating consistency, providing 00:06:07.079 --> 00:06:10.439 support to the human workforce? Often the article 00:06:10.439 --> 00:06:12.879 suggests maybe not so much. It hits you with 00:06:12.879 --> 00:06:15.740 a powerful analogy. Are you spending more strategically 00:06:15.740 --> 00:06:18.980 on preventing metritis or ketosis than you are 00:06:18.980 --> 00:06:21.579 on, say, properly onboarding a new employee? 00:06:22.540 --> 00:06:24.500 If the answer is yes, the article basically says 00:06:24.500 --> 00:06:26.980 your priorities might be skewed for long -term 00:06:26.980 --> 00:06:29.459 success. And that misallocation, it has a real 00:06:29.459 --> 00:06:31.639 tangible cost. The article mentions turnover 00:06:31.639 --> 00:06:34.519 rates, what was it, between 30 % and almost 39 00:06:34.519 --> 00:06:36.560 % annually. Yeah, think about that. That's higher 00:06:36.560 --> 00:06:38.360 than the call rate on a lot of really well -run 00:06:38.360 --> 00:06:40.600 dairies. That's incredible. And the research 00:06:40.600 --> 00:06:44.040 it cites is clear. A good, structured onboarding 00:06:44.040 --> 00:06:47.819 process that leads to 69 % higher retention over 00:06:47.819 --> 00:06:50.879 three years. Plus... those employees tend to 00:06:50.879 --> 00:06:54.160 be about 50 % more productive. 69 % higher retention. 00:06:54.420 --> 00:06:57.459 50 % more productive. Yet, how many farms really 00:06:57.459 --> 00:07:00.000 put serious effort into that first week, first 00:07:00.000 --> 00:07:02.519 month? It's a huge missed opportunity. Then there's 00:07:02.519 --> 00:07:04.800 housing. The article really digs into this. Oh 00:07:04.800 --> 00:07:07.339 yeah, finding decent, affordable places to live 00:07:07.339 --> 00:07:10.120 in rural areas. It can feel like searching for 00:07:10.120 --> 00:07:12.500 that perfect genomic heifer you need right now. 00:07:12.699 --> 00:07:15.560 Exactly. It's a massive hurdle for workers. But 00:07:15.560 --> 00:07:18.040 the article also frames it as, hey, Maybe this 00:07:18.040 --> 00:07:19.860 is an opportunity for employers who are willing 00:07:19.860 --> 00:07:21.819 to step up and find solutions. Then you've got 00:07:21.819 --> 00:07:23.500 the skills issue. It's like a double whammy. 00:07:23.500 --> 00:07:25.939 Right. The article says 70 % of farms report 00:07:25.939 --> 00:07:28.180 struggling with this. You need people for the 00:07:28.180 --> 00:07:30.579 physically demanding work, obviously. But you 00:07:30.579 --> 00:07:32.500 also need people who can handle the tech side, 00:07:32.839 --> 00:07:35.579 the parlor automation, the sensors, the software, 00:07:35.800 --> 00:07:38.160 interpreting data. It's a different skill set. 00:07:38.360 --> 00:07:40.800 And layered on top of all that, especially for 00:07:40.800 --> 00:07:43.060 immigrant workers in rural spots, is social isolation. 00:07:43.560 --> 00:07:47.009 Hmm. Language barriers? maybe limited health 00:07:47.009 --> 00:07:49.850 care access, being far from their cultural communities. 00:07:50.170 --> 00:07:53.649 The article compares that kind of stress to like 00:07:53.649 --> 00:07:56.430 subclinical mastitis in a cow that's already 00:07:56.430 --> 00:07:58.649 facing challenges. It just drags everything down, 00:07:58.709 --> 00:08:00.930 makes performance harder. Okay, so that's the 00:08:00.930 --> 00:08:03.550 challenging landscape. We depend on this workforce. 00:08:03.689 --> 00:08:06.129 They leave for reasons way beyond just wages. 00:08:06.649 --> 00:08:10.209 So how are these progressive farms the article 00:08:10.209 --> 00:08:12.750 mentions actually making it work? How do they 00:08:12.750 --> 00:08:15.800 build a resilient team? Well, the core idea, 00:08:15.980 --> 00:08:18.600 according to the article, isn't necessarily about 00:08:18.600 --> 00:08:21.160 having deeper pockets. It's about a fundamental 00:08:21.160 --> 00:08:23.439 shift in how you think about labor. Meaning? 00:08:23.540 --> 00:08:25.819 Meaning stop seeing it purely as a cost line 00:08:25.819 --> 00:08:27.959 item to be squeezed, like your electric bill, 00:08:28.019 --> 00:08:30.240 and start viewing it as a critical investment, 00:08:30.459 --> 00:08:32.240 something that directly drives productivity, 00:08:32.440 --> 00:08:34.659 profitability, the whole engine of the farm. 00:08:34.779 --> 00:08:36.879 Like investing in a better TMR mixer because 00:08:36.879 --> 00:08:39.159 you know the ROI is there. Exactly. The article 00:08:39.159 --> 00:08:41.600 makes an exact comparison. Investing in people 00:08:41.600 --> 00:08:43.559 can have a massive return, just like a big equipment 00:08:43.559 --> 00:08:46.399 purchase. And that investment goes beyond the 00:08:46.399 --> 00:08:48.940 paycheck, as the article puts it. Wages need 00:08:48.940 --> 00:08:50.840 to be competitive? Sure, that's the baseline. 00:08:51.139 --> 00:08:53.360 But just like a good rash needs more than just 00:08:53.360 --> 00:08:56.480 crude protein. Huh, nice one. A truly competitive 00:08:56.480 --> 00:08:59.440 total compensation package needs more than just 00:08:59.440 --> 00:09:02.769 the hourly rate. Benefits are huge. Like housing 00:09:02.769 --> 00:09:06.049 again? Absolutely. Quality farm -provided housing 00:09:06.049 --> 00:09:08.250 is becoming almost as essential for keeping good 00:09:08.250 --> 00:09:12.309 people as, say, nailing your transition cow management 00:09:12.309 --> 00:09:14.570 is for getting good production. That Wisconsin 00:09:14.570 --> 00:09:17.490 farm example they used was striking. They invested 00:09:17.490 --> 00:09:20.710 seriously in housing. And their turnover plummeted. 00:09:21.080 --> 00:09:24.379 From 7 % down to less than 1%, they even ended 00:09:24.379 --> 00:09:26.399 up with a waiting list. Imagine that, a waiting 00:09:26.399 --> 00:09:29.039 list for dairy farm jobs. It really flips the 00:09:29.039 --> 00:09:30.919 usual narrative. It does. And it leads to that 00:09:30.919 --> 00:09:32.960 tough question the article asks you, the listener. 00:09:33.480 --> 00:09:35.820 If you were looking for a job, knowing what you 00:09:35.820 --> 00:09:39.379 know about your farm and others around, honestly, 00:09:39.620 --> 00:09:42.100 would you choose to work at your place? Ouch. 00:09:42.360 --> 00:09:44.580 That requires some real honesty. What would make 00:09:44.580 --> 00:09:46.500 you say yes? Or what would make you hesitate? 00:09:46.840 --> 00:09:49.059 Other strategies mentioned. Performance bonuses 00:09:49.059 --> 00:09:52.429 tied to real metrics. Yeah, like SEC, cap survival, 00:09:52.809 --> 00:09:55.029 maybe component production, rewarding the things 00:09:55.029 --> 00:09:56.870 you measure anyway. It makes sense. And using 00:09:56.870 --> 00:09:59.929 things like total compensation statements. So 00:09:59.929 --> 00:10:02.629 employees actually see the full value wages plus 00:10:02.629 --> 00:10:05.850 housing, insurance, bonuses, everything. Making 00:10:05.850 --> 00:10:08.509 that hitter value visible and tailoring benefits 00:10:08.509 --> 00:10:11.649 too. Maybe for your crew, help with transportation 00:10:11.649 --> 00:10:14.649 is huge. Or maybe it's more flexible scheduling. 00:10:15.019 --> 00:10:17.139 Like designing a treatment protocol for a specific 00:10:17.139 --> 00:10:20.019 bug, you target the actual need. Exactly. It's 00:10:20.019 --> 00:10:22.039 not one size fits all. The article also has that 00:10:22.039 --> 00:10:24.259 workforce self -assessment section, kind of a 00:10:24.259 --> 00:10:26.620 checklist for yourself. Right. It asks you to 00:10:26.620 --> 00:10:29.039 rate your farm on things like, is your total 00:10:29.039 --> 00:10:31.960 compensation truly competitive? Do you have real 00:10:31.960 --> 00:10:34.100 onboarding and training? Are there advancement 00:10:34.100 --> 00:10:36.759 paths? Do people get regular feedback and recognition? 00:10:37.139 --> 00:10:39.220 Are the working conditions safe? That's a good 00:10:39.220 --> 00:10:41.899 reality check. Definitely. And that point about 00:10:41.899 --> 00:10:43.600 investing in people through structured training, 00:10:43.720 --> 00:10:47.299 it comes up again and again. It's critical. That 00:10:47.299 --> 00:10:49.960 calf wrench example they gave. Investing in training 00:10:49.960 --> 00:10:52.899 cut their turnover way down from like 81 % to 00:10:52.899 --> 00:10:57.080 54 % in a year. And the ROI was massive. Over 00:10:57.080 --> 00:11:00.740 $11 ,000 saved just in recruitment costs. But 00:11:00.740 --> 00:11:02.960 the total return, factoring in better efficiency 00:11:02.960 --> 00:11:05.659 and productivity, over a quarter of a million 00:11:05.659 --> 00:11:09.970 dollars. That's huge ROI. That's like nailing 00:11:09.970 --> 00:11:12.809 a new feed additive or a genetic strategy. Right. 00:11:12.889 --> 00:11:15.870 So why, the article asks, are we so meticulous 00:11:15.870 --> 00:11:18.090 about tracking preg rates and feed conversion, 00:11:18.210 --> 00:11:21.789 but we often just ignore the very real quantifiable 00:11:21.789 --> 00:11:24.830 cost of employee turnover? It calls it an expensive 00:11:24.830 --> 00:11:27.629 oversight. And it brings us back to onboarding 00:11:27.629 --> 00:11:30.929 again. That's 69 % higher retention, 50 % productivity 00:11:30.929 --> 00:11:34.429 boost. It starts on day one. So effective training 00:11:34.429 --> 00:11:37.169 methods matter. Visual aids, hands -on practice, 00:11:37.309 --> 00:11:39.570 keeping things concise, and crucially, considering 00:11:39.570 --> 00:11:41.470 language differences. Yeah, you can't just hand 00:11:41.470 --> 00:11:43.149 someone an English manual if that's not their 00:11:43.149 --> 00:11:44.789 first language. It's like teaching someone a 00:11:44.789 --> 00:11:46.529 new parlor routine. You show them, you watch 00:11:46.529 --> 00:11:48.429 them, you give feedback. Observation, demonstration, 00:11:48.830 --> 00:11:51.110 practice. Makes sense. Mentoring programs get 00:11:51.110 --> 00:11:53.169 a nod, too, pairing new folks with experienced 00:11:53.169 --> 00:11:56.269 staff. Like how a good hoof trimmer trains an 00:11:56.269 --> 00:11:59.370 apprentice. And e -learning for consistent info 00:11:59.370 --> 00:12:02.480 delivery. Yeah, totally useful. That Northern 00:12:02.480 --> 00:12:05.179 NY study found most participants felt confident 00:12:05.179 --> 00:12:08.220 after an online module. Offers flexibility. The 00:12:08.220 --> 00:12:10.299 overall payoff numbers for training are compelling. 00:12:10.559 --> 00:12:13.539 Over 70 % of successful farms use continuous 00:12:13.539 --> 00:12:16.759 learning. It can cut turnover by half, maybe 00:12:16.759 --> 00:12:20.159 boost milk production 30%. Any nutritionist or 00:12:20.159 --> 00:12:22.179 vet would kill for those kinds of results from 00:12:22.179 --> 00:12:25.159 their programs. Okay, so beyond pay and training, 00:12:25.259 --> 00:12:28.509 there's culture. The article really hammers this 00:12:28.509 --> 00:12:31.470 point. Yeah, cultivating culture. It argues that 00:12:31.470 --> 00:12:34.289 a positive, supportive farm culture is just as 00:12:34.289 --> 00:12:36.049 vital for keeping people and getting results 00:12:36.049 --> 00:12:39.769 as, say, cow comfort is for milled flow. So it's 00:12:39.769 --> 00:12:42.429 not just fluffy stuff. Not at all. The proactive 00:12:42.429 --> 00:12:45.129 farms are intentionally building respectful environments 00:12:45.129 --> 00:12:47.649 through things like recognition programs, regular 00:12:47.649 --> 00:12:49.970 team meetings, giving constructive feedback, 00:12:50.090 --> 00:12:52.149 actually involving employees in decisions about 00:12:52.149 --> 00:12:54.320 their work. The article likens it to providing 00:12:54.320 --> 00:12:57.100 the human equivalent of good stalls, clean water, 00:12:57.320 --> 00:13:00.320 plenty of bunk space for the cows, the basics 00:13:00.320 --> 00:13:03.659 for well -being and performance. And it warns 00:13:03.659 --> 00:13:07.759 strongly against toxic culture. Yelling, intimidation, 00:13:07.860 --> 00:13:10.159 treating people like they're disposable cogs 00:13:10.159 --> 00:13:12.600 in a machine. That stuff drives people away fast. 00:13:13.000 --> 00:13:15.980 And the data shows positive cultures simply outperform 00:13:15.980 --> 00:13:19.340 toxic ones. Period. That Purina example they 00:13:19.340 --> 00:13:22.039 shared was powerful. A Midwest dairy used their 00:13:22.039 --> 00:13:24.139 Hispanic training services, put in bilingual 00:13:24.139 --> 00:13:27.019 protocols, held weekly meetings. And the results. 00:13:27.419 --> 00:13:31.139 SEC dropped from over 300 ,000 to under 200 ,000. 00:13:31.480 --> 00:13:33.899 Turnover went from losing one or two people every 00:13:33.899 --> 00:13:36.100 month to just one person in six months. Wow. 00:13:36.649 --> 00:13:38.830 That directly links the people side to the animal 00:13:38.830 --> 00:13:41.210 performance side. It's undeniable. Absolutely 00:13:41.210 --> 00:13:43.490 linked. And for diverse teams, the article talks 00:13:43.490 --> 00:13:46.529 about building bridges, helping immigrant workers 00:13:46.529 --> 00:13:48.990 feel part of the local community. Like offering 00:13:48.990 --> 00:13:51.629 rides, introductions, info about local events. 00:13:51.789 --> 00:13:54.090 Yeah, stuff like that. Helping prevent that isolation, 00:13:54.429 --> 00:13:56.590 just like you use strategies to prevent lameness 00:13:56.590 --> 00:13:58.590 before it cripples a call. And groups like the 00:13:58.590 --> 00:14:00.730 Migrant Clinicians Network get mentioned providing 00:14:00.730 --> 00:14:03.149 health and safety info, sometimes combined with 00:14:03.149 --> 00:14:06.039 language learning. Practical stuff. like integrating 00:14:06.039 --> 00:14:08.000 hoof checks into the milking routine, making 00:14:08.000 --> 00:14:09.919 it part of the system. Okay, so this isn't just 00:14:09.919 --> 00:14:11.720 about people management, though. The Bullvine 00:14:11.720 --> 00:14:13.860 article spends a good chunk of time on technology, 00:14:14.179 --> 00:14:16.299 too. Right. Tech is definitely part of the equation 00:14:16.299 --> 00:14:19.679 for tackling labor issues, but... It's complicated. 00:14:19.940 --> 00:14:22.460 The article compares it to how genomics changed 00:14:22.460 --> 00:14:25.659 breeding powerful, but created whole new demands 00:14:25.659 --> 00:14:28.200 for data handling. Technology can definitely 00:14:28.200 --> 00:14:31.460 help ease the load. Robotic milking, AMS. Big 00:14:31.460 --> 00:14:34.940 one. Can cut direct milking labor by maybe 60%. 00:14:34.940 --> 00:14:37.399 The article estimates potential savings of $32 00:14:37.399 --> 00:14:41.820 ,000 to $45 ,000 per robot per year just in labor. 00:14:42.000 --> 00:14:44.500 That's significant. Like activity monitors cutting 00:14:44.500 --> 00:14:47.529 down heat detection time. Exactly. And wearable 00:14:47.529 --> 00:14:50.090 sensors on cows. They help manage more efficiently, 00:14:50.350 --> 00:14:52.970 flagging health issues early so staff can focus 00:14:52.970 --> 00:14:55.610 where needed. Automated feed pushers keep feed 00:14:55.610 --> 00:14:57.649 available, boosting intake without someone scraping 00:14:57.649 --> 00:15:00.210 all the time. That Hinchley Dairy example was 00:15:00.210 --> 00:15:02.470 interesting. They went to robots and automated 00:15:02.470 --> 00:15:05.289 feeding because finding labor was so tough. And 00:15:05.289 --> 00:15:08.070 they saw a 10 % milk boost. Better cow health 00:15:08.070 --> 00:15:10.830 because cows chose when to be milked. It solved 00:15:10.830 --> 00:15:13.190 a labor problem and helped production and welfare. 00:15:13.549 --> 00:15:15.820 But... And this is a big bet. In the article, 00:15:15.899 --> 00:15:18.159 technology is not a magic wand. It's not a silver 00:15:18.159 --> 00:15:21.039 bullet. Definitely not. Automated dairies still 00:15:21.039 --> 00:15:23.840 need skilled people. You need folks to manage 00:15:23.840 --> 00:15:26.240 the systems, make sense of all the data pouring 00:15:26.240 --> 00:15:29.659 in, do the animal care robots can't do. It's 00:15:29.659 --> 00:15:32.139 not robots or a people. No, it's about optimizing 00:15:32.139 --> 00:15:34.200 how they work together. Which leads to this idea 00:15:34.200 --> 00:15:37.220 of the new dairy professional. Automation changes 00:15:37.220 --> 00:15:39.960 the game, changes the skills needed. New roles 00:15:39.960 --> 00:15:43.460 emerge, robot techs, data analysts, kind of like 00:15:43.460 --> 00:15:46.059 how specialized nutritionists or repro vets became 00:15:46.059 --> 00:15:48.500 more common than general consultants. So the 00:15:48.500 --> 00:15:50.960 skills needed are? What? Operating the tech, 00:15:51.100 --> 00:15:53.860 fixing glitches, interpreting sensor data. Right. 00:15:53.919 --> 00:15:56.080 Problem solving, troubleshooting, critical thinking. 00:15:56.279 --> 00:15:58.580 Plus, you still need the fundamental animal husbandry 00:15:58.580 --> 00:16:01.120 skills. It's a blend. Like needing to understand 00:16:01.120 --> 00:16:03.539 both cow physiology and feed chemistry to be 00:16:03.539 --> 00:16:06.580 a good nutritionist? Good analogy. And this creates 00:16:06.580 --> 00:16:09.700 challenges retraining existing staff. But also, 00:16:09.820 --> 00:16:12.820 maybe opportunities. These tech -heavy roles 00:16:12.820 --> 00:16:15.700 might attract a younger generation. Maybe. But 00:16:15.700 --> 00:16:17.899 finding that right tech mix isn't always smooth 00:16:17.899 --> 00:16:21.019 sailing, is it? No. The article mentions farms 00:16:21.019 --> 00:16:22.980 that jumped in deep with tech and then struggled. 00:16:23.659 --> 00:16:26.519 Maintenance costs, reliability issues, needing 00:16:26.519 --> 00:16:28.980 specialized expertise they didn't have. Like 00:16:28.980 --> 00:16:32.759 early adopters of any new tech, I guess. Sexed 00:16:32.759 --> 00:16:35.580 semen, activity monitors, there were bumps. For 00:16:35.580 --> 00:16:38.440 sure. And human labor is still absolutely essential 00:16:38.440 --> 00:16:41.100 for the complex stuff, treating sick cows, running 00:16:41.100 --> 00:16:43.679 repro programs, making sure cows get colostrum. 00:16:44.139 --> 00:16:46.519 Robots aren't doing all that. So the ideal is 00:16:46.519 --> 00:16:49.059 what the article calls human technology augmentation. 00:16:49.379 --> 00:16:51.980 Yes, synergy. Tech enhances what people can do. 00:16:52.039 --> 00:16:54.600 People guide and interpret the tech, like using 00:16:54.600 --> 00:16:56.960 genomic data alongside a skilled breeder's eye. 00:16:57.120 --> 00:16:59.720 The article even provides that technology decision 00:16:59.720 --> 00:17:01.980 flow chart to help think it through. Which is 00:17:01.980 --> 00:17:04.420 useful. It walks you through. What's your actual 00:17:04.420 --> 00:17:06.779 labor challenge? What tech could help? What's 00:17:06.779 --> 00:17:09.940 the real ROI, including labor savings, production 00:17:09.940 --> 00:17:13.240 gains, and lower turnover costs? How do you implement 00:17:13.240 --> 00:17:16.339 it? Training, transition. It frames it like any 00:17:16.339 --> 00:17:20.039 other major farm investment decision. Needs the 00:17:20.039 --> 00:17:22.599 same rigor. Exactly. Like deciding on genetics 00:17:22.599 --> 00:17:25.559 or a facility upgrade. The comparison table in 00:17:25.559 --> 00:17:29.119 there gives ballpark costs, savings, payback 00:17:29.119 --> 00:17:32.240 for different techs. robots, sensors, feeders. 00:17:32.339 --> 00:17:34.619 It's about due diligence. Okay, so all these 00:17:34.619 --> 00:17:36.980 farm -level things are happening, but they exist 00:17:36.980 --> 00:17:39.640 within a bigger system. And the article is pretty 00:17:39.640 --> 00:17:42.180 direct about policy. Yeah, it doesn't pull punches. 00:17:42.380 --> 00:17:44.640 It basically says the dairy industry has been, 00:17:44.640 --> 00:17:46.720 quote, extraordinarily ineffective at getting 00:17:46.720 --> 00:17:49.420 immigration policy to match the reality of year 00:17:49.420 --> 00:17:51.440 -round dairy labor needs. The big disconnect 00:17:51.440 --> 00:17:54.680 is the H -2A visa program, right? Designed for 00:17:54.680 --> 00:17:57.039 seasonal work. Right. And trying to fit year 00:17:57.039 --> 00:17:59.670 -round dairy into a seasonal program. The article 00:17:59.670 --> 00:18:01.150 says it's like trying to feed high producers 00:18:01.150 --> 00:18:03.529 only corn silage. It just doesn't work. It's 00:18:03.529 --> 00:18:05.650 the wrong tool. Hank Halflegger's point comes 00:18:05.650 --> 00:18:07.910 up again, needing documented workers who can 00:18:07.910 --> 00:18:11.269 stay. You train someone, invest in them. You 00:18:11.269 --> 00:18:13.130 can't afford to lose them after a few months 00:18:13.130 --> 00:18:15.390 because their visa is wrong for the job. And 00:18:15.390 --> 00:18:17.569 without a good legal pathway, the article argues, 00:18:17.809 --> 00:18:20.589 it forces reliance on an undocumented workforce. 00:18:21.210 --> 00:18:23.609 which creates vulnerability for everyone involved, 00:18:23.829 --> 00:18:26.730 like relying on one iffy well for your whole 00:18:26.730 --> 00:18:30.009 herd's water. It even questions if industry advocacy 00:18:30.009 --> 00:18:34.559 has been too... maybe. Timid? Not unified enough? 00:18:34.839 --> 00:18:38.119 It raises the question. But it does mention reform 00:18:38.119 --> 00:18:41.200 ideas are out there year -round, H -2A, pathways 00:18:41.200 --> 00:18:44.660 to legal status, wage adjustments. The Farm Workforce 00:18:44.660 --> 00:18:47.259 Modernization Act gets named. So besides policy, 00:18:47.460 --> 00:18:49.440 what about industry -led efforts? They're happening. 00:18:49.720 --> 00:18:52.000 Organizations providing resources, best practices. 00:18:52.240 --> 00:18:54.200 Kind of like how the industry came together on 00:18:54.200 --> 00:18:56.680 antibiotic stewardship or animal welfare standards. 00:18:57.240 --> 00:18:59.579 The National Dairy Farm Program's workforce development 00:18:59.579 --> 00:19:01.720 part is a key one mentioned. Yeah, promoting 00:19:01.720 --> 00:19:04.299 HR and safety best practices, tools to help farms 00:19:04.299 --> 00:19:07.180 become employers of choice. It fits alongside 00:19:07.180 --> 00:19:09.799 their animal care environmental work. And regional 00:19:09.799 --> 00:19:13.059 efforts, too, like that Northeast grant for apprenticeships. 00:19:13.119 --> 00:19:16.019 Right. Tackling needs locally, like co -op field 00:19:16.019 --> 00:19:19.400 reps focusing on milk quality in their area. 00:19:19.559 --> 00:19:21.359 And the Migrant Clinicians Network, again, for 00:19:21.359 --> 00:19:24.019 health and safety training, often with language 00:19:24.019 --> 00:19:27.500 skills built in, practical integration. So looking 00:19:27.500 --> 00:19:31.339 ahead, building that future workforce, the article 00:19:31.339 --> 00:19:33.759 says you have to accept that labor shortages, 00:19:33.880 --> 00:19:36.640 rising costs, that's the new normal. It's not 00:19:36.640 --> 00:19:39.359 a temporary blip. Like that USDA forecast for 00:19:39.359 --> 00:19:42.839 2025 labor costs up another 3 .6%. It's a trend, 00:19:42.839 --> 00:19:44.980 like genetic gain just heading consistently up. 00:19:45.099 --> 00:19:47.240 And demographics are pushing it. The traditional 00:19:47.240 --> 00:19:50.039 immigrant labor pool, say from Mexico, is changing 00:19:50.039 --> 00:19:52.319 lower birth rates, better opportunities at home. 00:19:52.420 --> 00:19:54.779 Plus the existing workforce is getting older. 00:19:55.200 --> 00:19:58.279 Average age 42 for foreign -born ag workers versus 00:19:58.279 --> 00:20:00.779 36 for U .S. born. That's a real shift, like 00:20:00.779 --> 00:20:03.140 the aging farmer population itself. Rick Narebout's 00:20:03.140 --> 00:20:05.799 stat again. 90 % of Western U .S. dairy workers 00:20:05.799 --> 00:20:08.400 foreign -born, mostly from Mexico. If that source 00:20:08.400 --> 00:20:10.799 changes, you need other strategies, like finding 00:20:10.799 --> 00:20:13.000 alternative feeds when your main forage is short. 00:20:13.180 --> 00:20:15.839 So truly sustainable solutions need systemic 00:20:15.839 --> 00:20:18.619 change, the article argues. Not just farm -by 00:20:18.619 --> 00:20:21.380 -farm fixes. Yeah. It's about practices, policy, 00:20:21.660 --> 00:20:24.940 even how society views ag labor. A sustainable 00:20:24.940 --> 00:20:28.180 dairy includes fair labor, safety, support, just 00:20:28.180 --> 00:20:30.799 as much as it includes herd health. It challenges 00:20:30.799 --> 00:20:33.059 the industry. Why is workforce stuff still treated 00:20:33.059 --> 00:20:35.500 like just your individual problem? It needs collective 00:20:35.500 --> 00:20:38.259 action. Like we mobilized on genetics or milk 00:20:38.259 --> 00:20:41.240 quality. Some systemic ideas mentioned. Cooperative 00:20:41.240 --> 00:20:44.099 models for sharing labor. Diversification for 00:20:44.099 --> 00:20:46.799 more income to support wages. Better tech access 00:20:46.799 --> 00:20:49.500 for smaller farms. Collaborative stuff and policy 00:20:49.500 --> 00:20:52.180 reform comes back again. Immigration, guest workers, 00:20:52.539 --> 00:20:55.220 legal status pathways. Unnecessary regulatory 00:20:55.220 --> 00:20:57.700 peace, the article implies. Like having clear 00:20:57.700 --> 00:20:59.920 withdrawal times. Plus strengthening ag education. 00:21:00.539 --> 00:21:02.599 Building that pipeline of future workers. Huge 00:21:02.599 --> 00:21:05.440 need there. That gap 60 ,000 ag job openings 00:21:05.440 --> 00:21:08.440 versus 35 ,000 grads. That's a serious talent 00:21:08.440 --> 00:21:10.680 deficit, like the rural vet shortage. I liked 00:21:10.680 --> 00:21:13.599 the Q &A with Jeff Andres from Wisconsin that 00:21:13.599 --> 00:21:16.380 was woven in. Real world perspective. Yeah. He 00:21:16.380 --> 00:21:18.980 was candid. Biggest challenge, finding reliable, 00:21:19.180 --> 00:21:22.319 long -term people and the time and cost to train 00:21:22.319 --> 00:21:24.380 them well. And the things that made the biggest 00:21:24.380 --> 00:21:26.579 difference on his farm. High quality housing, 00:21:26.700 --> 00:21:29.299 number one. And a structured mentorship program. 00:21:29.769 --> 00:21:32.410 Those two things cut their turnover from 35 % 00:21:32.410 --> 00:21:35.950 down to under 10%. Incredible. And his take on 00:21:35.950 --> 00:21:39.109 tech? He sees it as enhancing people. Taking 00:21:39.109 --> 00:21:41.690 away the drudgery so skilled workers can focus 00:21:41.690 --> 00:21:44.890 on higher value tasks. Like activity monitors 00:21:44.890 --> 00:21:47.130 free up the herd manager from heat checking to 00:21:47.130 --> 00:21:50.009 manage breeding better. Their expertise is still 00:21:50.009 --> 00:21:52.809 central. His core advice really sums up the article's 00:21:52.809 --> 00:21:55.430 message. It really does. Stop thinking of labor 00:21:55.430 --> 00:21:58.289 as just a cost -like feed. See your people as 00:21:58.289 --> 00:22:00.529 a critical investment. He said when they made 00:22:00.529 --> 00:22:02.490 that mental shift, treated employees like valuable 00:22:02.490 --> 00:22:05.250 assets, everything got better. The article wraps 00:22:05.250 --> 00:22:07.190 it all up with those steps you can take today. 00:22:07.869 --> 00:22:10.329 Concrete actions. Yeah, and framed with dairy 00:22:10.329 --> 00:22:13.009 analogies. Assess your situation like tracking 00:22:13.009 --> 00:22:15.869 KPIs. Develop total compensation like tailoring 00:22:15.869 --> 00:22:18.230 rations. Create onboarding training like setting 00:22:18.230 --> 00:22:21.210 up protocols. Build culture like ensuring cow 00:22:21.210 --> 00:22:24.130 comfort. Evaluate tech like assessing capital 00:22:24.130 --> 00:22:26.710 upgrades. Connect with resources like using your 00:22:26.710 --> 00:22:29.170 VAT. Engage with education like investing in 00:22:29.170 --> 00:22:32.130 genetics. Advocate for reform, adding your voice. 00:22:32.470 --> 00:22:34.789 Okay, so let's really boil it down. The bottom 00:22:34.789 --> 00:22:37.089 line from this Bullvine article. It's a hard 00:22:37.089 --> 00:22:39.509 truth. Many farms put more strategic thought 00:22:39.509 --> 00:22:42.170 into breeding cows than into developing their 00:22:42.170 --> 00:22:45.509 human team. And that imbalance, it's costing 00:22:45.509 --> 00:22:48.410 the industry dearly. It's a threat. These workforce 00:22:48.410 --> 00:22:50.930 challenges, shortages, costs, they aren't just 00:22:50.930 --> 00:22:53.410 inconvenient. The article positions them as critical 00:22:53.410 --> 00:22:55.509 threats to productivity, sustainability, even 00:22:55.509 --> 00:22:58.069 farmer well -being right now. And the path forward, 00:22:58.150 --> 00:23:00.789 it argues, absolutely demands that mindset shift. 00:23:01.029 --> 00:23:03.910 See labor as a critical asset. Invest in it, 00:23:03.950 --> 00:23:05.910 training, development, compensation, culture. 00:23:06.570 --> 00:23:08.589 Sustainably. Intentionally. The stakes are huge. 00:23:08.750 --> 00:23:11.569 For your farm, for food security, for rural communities. 00:23:11.890 --> 00:23:13.990 The successful farms, the ones figuring this 00:23:13.990 --> 00:23:17.970 out, are balancing tech and people. Creating 00:23:17.970 --> 00:23:20.670 workplaces that attract and keep skilled folks 00:23:20.670 --> 00:23:23.509 while leveraging efficiency gains from automation. 00:23:23.990 --> 00:23:26.609 They're turning a vulnerability into an advantage. 00:23:26.970 --> 00:23:28.769 So the provocative thought the article leaves 00:23:28.769 --> 00:23:30.970 right there for you is this. The question isn't 00:23:30.970 --> 00:23:33.730 really, can you afford to invest in building 00:23:33.730 --> 00:23:37.359 a resilient workforce? Based on everything in 00:23:37.359 --> 00:23:39.680 this article, the real question is, can you afford 00:23:39.680 --> 00:23:42.640 not to? Right. What step, just one step maybe, 00:23:42.740 --> 00:23:44.460 from everything we talked about, will you take 00:23:44.460 --> 00:23:46.920 this month? The article strongly suggests your 00:23:46.920 --> 00:23:48.660 answer might just shape whether your farm is 00:23:48.660 --> 00:23:51.119 thriving in five years. It really forces you 00:23:51.119 --> 00:23:53.359 to rethink priorities, doesn't it? Absolutely. 00:23:53.680 --> 00:23:57.299 Moving from labor is a cost to cut to labor is 00:23:57.299 --> 00:24:00.829 an investment to nurture. That seems to be the 00:24:00.829 --> 00:24:02.869 core message for navigating what's ahead. And 00:24:02.869 --> 00:24:04.690 that investment looks like a lot of things, pay, 00:24:04.910 --> 00:24:07.650 benefits, training, culture, smart tech use, 00:24:07.710 --> 00:24:09.569 getting involved in the bigger picture. It's 00:24:09.569 --> 00:24:12.250 multifaceted for sure. So maybe think about those 00:24:12.250 --> 00:24:15.109 steps you can take today. Again, pick one that 00:24:15.109 --> 00:24:17.829 feels most relevant or maybe most achievable 00:24:17.829 --> 00:24:20.109 for your farm right now. Yeah. Even starting 00:24:20.109 --> 00:24:22.660 small can build momentum. Well, a big thank you 00:24:22.660 --> 00:24:25.019 to you, our listener, for pointing us to this 00:24:25.019 --> 00:24:27.799 bullvine article. It gave us a ton to unpack 00:24:27.799 --> 00:24:30.240 here. It certainly did. Yeah. Really valuable 00:24:30.240 --> 00:24:31.900 insight. Thanks for joining us for this deep 00:24:31.900 --> 00:24:34.319 dive. We'll catch on the next one. That's a wrap 00:24:34.319 --> 00:24:37.140 on today's deep dive into dairy workforce strategies. 00:24:37.380 --> 00:24:39.339 If there's one thing I want you to take away 00:24:39.339 --> 00:24:42.420 from this episode, it's this. The farms that 00:24:42.420 --> 00:24:45.019 are winning the workforce war aren't just offering 00:24:45.019 --> 00:24:47.799 higher wages. They're completely rethinking what 00:24:47.799 --> 00:24:50.440 it means to be an employer in today's dairy industry. 00:24:50.970 --> 00:24:53.329 The question isn't whether you can afford to 00:24:53.329 --> 00:24:56.410 invest in developing a resilient workforce, it's 00:24:56.410 --> 00:24:58.849 whether you can afford not to. Every day you 00:24:58.849 --> 00:25:01.309 delay implementing these strategies is another 00:25:01.309 --> 00:25:03.990 day your competitors might be building that waiting 00:25:03.990 --> 00:25:07.089 list of qualified employees. Here's your action 00:25:07.089 --> 00:25:10.150 item for this week. Pick one strategy we discussed 00:25:10.150 --> 00:25:12.990 today and implement it within the next 30 days. 00:25:13.210 --> 00:25:15.710 Whether it's creating a structured onboarding 00:25:15.710 --> 00:25:18.609 process, developing performance bonuses tied 00:25:18.609 --> 00:25:21.759 to no quality metrics, or simply starting weekly 00:25:21.759 --> 00:25:25.000 team meetings, take action now. For more game 00:25:25.000 --> 00:25:28.000 -changing insights like these, visit us at www 00:25:28.000 --> 00:25:31.359 .thebullvine .com. You'll find the full article 00:25:31.359 --> 00:25:34.200 with all the data, case studies, and implementation 00:25:34.200 --> 00:25:36.980 guides we discussed today. And while you're there, 00:25:37.099 --> 00:25:39.940 subscribe to our newsletter to stay ahead of 00:25:39.940 --> 00:25:42.619 the curve on the issues that matter most to your 00:25:42.619 --> 00:25:46.000 operation success. Remember, in today's dairy 00:25:46.000 --> 00:25:48.670 industry, Your approach to workforce management 00:25:48.670 --> 00:25:51.329 will determine whether your operation thrives 00:25:51.329 --> 00:25:54.049 or merely survives. Make sure you're on the winning 00:25:54.049 --> 00:25:56.710 side. Thanks for listening to the Bullvine Podcast. 00:25:57.190 --> 00:25:59.849 Until next time, keep pushing the boundaries 00:25:59.849 --> 00:26:01.369 of what's possible in dairy.