Breaking free from the chains of the past Where
truth moves faster than a Holstein calf No law
waiting on some printed page We're charting new
ground in the digital age From genomic codes
to robot facts We cut through the noise, no hold
them back not your daddy's dairy news tonight
we're sparking Welcome to the Bullvine Podcast,
where we tackle the biggest challenges facing
today's dairy industry head on. I'm your host,
and today we're diving into what might be the
most critical issue threatening the future of
American dairy, the labor crisis. If you're a
dairy farmer, manager, or industry professional,
you know that finding and keeping good workers
has become harder than achieving a perfect breeding
program. But here's the thing. While most operations
are still struggling with the same old approaches,
some progressive farms have cracked the code.
They're not just surviving the labor shortage,
they're turning it into a competitive advantage.
In today's episode, we're exploring the real
cost of cheap labor, why progressive dairy farms
are investing in people. You'll discover why
traditional labor strategies are failing, what
innovative farms are doing differently, and most
importantly, how you can transform your workforce
challenges into profit opportunities. This isn't
just another discussion about wage competition.
We're talking about real strategies with real
ROI, like the Wisconsin dairy that cut turnover
from 7 % to less than 1%, or the calf ranch that
achieved a quarter -million -dollar return on
investment through employee development. Whether
you're milking 100 cows or 10 ,000, the insights
you're about to hear could fundamentally change
how you think about your most valuable asset,
your people. Let's get started. Okay, let's jump
straight into something that's definitely keeping
a lot of you up at night. We're talking about
finding good, reliable help on the dairy. It's
more than just a hassle these days, isn't it?
Oh, absolutely. For many farms, it really feels
like a core question about can you actually keep
the doors open long term? Exactly. And that's
really the heart of what we're digging into today.
We're looking at this really insightful article
from www .thebullvine .com. It's called The Real
Cost of Cheap Labor, Why Progressive Dairy Farms
Are Investing in People. That Bullvine article,
yeah. It really does challenge some, let's say,
traditional thinking about loader costs on the
farm. Totally. So our mission here is to unpack
what the article sees as the root causes of this
labor crunch. We want to push back on some maybe
outdated ideas and, most importantly, pull out
the practical strategies. You know, what are
the top farms actually doing to build a workforce
that stays and performs? Right. We want to give
you specific things you can actually think about
using on your own operation, maybe even starting
tomorrow. Okay. So first things first. The article
makes it clear there's been a huge shift, a fundamental
change in dairy labor. It wasn't always this
way. No, not at all. It used to be heavily family
run, right? Generations work in the same farm.
But that's just not the picture for most places
now. The article points out non -family folks
are making up, what, at least half the workforce
on many dairies. At least. And, you know, the
article really highlights the absolutely vital
role of immigrant workers in today's industry.
Essential is the word. The numbers are pretty
stark. Immigrant workers are estimated at somewhere
between 40 % and like 51 % of all U .S. dairy
labor. And get this, the farms that employ immigrant
workers, they're producing roughly 79 % of the
nation's milk supply. Wow. Yeah. So the article's
point is sharp. These workers are as critical
for milk production as, say, getting your rations
right. That comparison really hits home, doesn't
it? It makes you stop and think. It does. And
the article quotes Hank Halflager from Cedar
Ridge Dairy. He just says it plain. Yeah. Labor
is one of our biggest issues. Yeah. And Rick
Narebout from the Idaho Dairymen's Association,
he talks about that shift away from family labor.
It's just a different world now. We have to start
there. And acknowledging that reliance, well,
it forces the next big question the article tackles.
Okay, so why are workers leaving? Because if
we depend so much on non -family, often foreign
-born labor, high turnover is a massive problem.
And the Bullvine article argues pretty strongly,
it's not just about the paycheck. Right. This
is where it kind of pushes back on conventional
wisdom. Yes. OK, the wage gap is there. The article
cites 2023 numbers, average farm wage, $17 .55
an hour versus like $28 .93 for non -farm jobs.
That difference is real, even with farm wages
climbing a bit over the last few years. But the
article argues just focusing on that dollar figure,
you're missing the bigger picture. Totally. It
uses the term grueling lifestyle. And I mean,
let's be honest, that's pretty accurate for dairy,
right? It's relentless. It's consistent year
round. Milking doesn't stop for holidays. TMR
needs mixing every day. Fresh cows, calf care,
maintenance. It's constant. It's not like cropping
where you might get an off season. And here's
the part that might make some people uncomfortable,
but the article lays it out there. We invest
so much time, energy, money into cow comfort,
minimizing stress. Consistent routines, perfect
feed. Right. Fans, sprinklers, bedding, ventilation.
Exactly. But then do we apply those same principles,
minimizing stress, creating consistency, providing
support to the human workforce? Often the article
suggests maybe not so much. It hits you with
a powerful analogy. Are you spending more strategically
on preventing metritis or ketosis than you are
on, say, properly onboarding a new employee?
If the answer is yes, the article basically says
your priorities might be skewed for long -term
success. And that misallocation, it has a real
tangible cost. The article mentions turnover
rates, what was it, between 30 % and almost 39
% annually. Yeah, think about that. That's higher
than the call rate on a lot of really well -run
dairies. That's incredible. And the research
it cites is clear. A good, structured onboarding
process that leads to 69 % higher retention over
three years. Plus... those employees tend to
be about 50 % more productive. 69 % higher retention.
50 % more productive. Yet, how many farms really
put serious effort into that first week, first
month? It's a huge missed opportunity. Then there's
housing. The article really digs into this. Oh
yeah, finding decent, affordable places to live
in rural areas. It can feel like searching for
that perfect genomic heifer you need right now.
Exactly. It's a massive hurdle for workers. But
the article also frames it as, hey, Maybe this
is an opportunity for employers who are willing
to step up and find solutions. Then you've got
the skills issue. It's like a double whammy.
Right. The article says 70 % of farms report
struggling with this. You need people for the
physically demanding work, obviously. But you
also need people who can handle the tech side,
the parlor automation, the sensors, the software,
interpreting data. It's a different skill set.
And layered on top of all that, especially for
immigrant workers in rural spots, is social isolation.
Hmm. Language barriers? maybe limited health
care access, being far from their cultural communities.
The article compares that kind of stress to like
subclinical mastitis in a cow that's already
facing challenges. It just drags everything down,
makes performance harder. Okay, so that's the
challenging landscape. We depend on this workforce.
They leave for reasons way beyond just wages.
So how are these progressive farms the article
mentions actually making it work? How do they
build a resilient team? Well, the core idea,
according to the article, isn't necessarily about
having deeper pockets. It's about a fundamental
shift in how you think about labor. Meaning?
Meaning stop seeing it purely as a cost line
item to be squeezed, like your electric bill,
and start viewing it as a critical investment,
something that directly drives productivity,
profitability, the whole engine of the farm.
Like investing in a better TMR mixer because
you know the ROI is there. Exactly. The article
makes an exact comparison. Investing in people
can have a massive return, just like a big equipment
purchase. And that investment goes beyond the
paycheck, as the article puts it. Wages need
to be competitive? Sure, that's the baseline.
But just like a good rash needs more than just
crude protein. Huh, nice one. A truly competitive
total compensation package needs more than just
the hourly rate. Benefits are huge. Like housing
again? Absolutely. Quality farm -provided housing
is becoming almost as essential for keeping good
people as, say, nailing your transition cow management
is for getting good production. That Wisconsin
farm example they used was striking. They invested
seriously in housing. And their turnover plummeted.
From 7 % down to less than 1%, they even ended
up with a waiting list. Imagine that, a waiting
list for dairy farm jobs. It really flips the
usual narrative. It does. And it leads to that
tough question the article asks you, the listener.
If you were looking for a job, knowing what you
know about your farm and others around, honestly,
would you choose to work at your place? Ouch.
That requires some real honesty. What would make
you say yes? Or what would make you hesitate?
Other strategies mentioned. Performance bonuses
tied to real metrics. Yeah, like SEC, cap survival,
maybe component production, rewarding the things
you measure anyway. It makes sense. And using
things like total compensation statements. So
employees actually see the full value wages plus
housing, insurance, bonuses, everything. Making
that hitter value visible and tailoring benefits
too. Maybe for your crew, help with transportation
is huge. Or maybe it's more flexible scheduling.
Like designing a treatment protocol for a specific
bug, you target the actual need. Exactly. It's
not one size fits all. The article also has that
workforce self -assessment section, kind of a
checklist for yourself. Right. It asks you to
rate your farm on things like, is your total
compensation truly competitive? Do you have real
onboarding and training? Are there advancement
paths? Do people get regular feedback and recognition?
Are the working conditions safe? That's a good
reality check. Definitely. And that point about
investing in people through structured training,
it comes up again and again. It's critical. That
calf wrench example they gave. Investing in training
cut their turnover way down from like 81 % to
54 % in a year. And the ROI was massive. Over
$11 ,000 saved just in recruitment costs. But
the total return, factoring in better efficiency
and productivity, over a quarter of a million
dollars. That's huge ROI. That's like nailing
a new feed additive or a genetic strategy. Right.
So why, the article asks, are we so meticulous
about tracking preg rates and feed conversion,
but we often just ignore the very real quantifiable
cost of employee turnover? It calls it an expensive
oversight. And it brings us back to onboarding
again. That's 69 % higher retention, 50 % productivity
boost. It starts on day one. So effective training
methods matter. Visual aids, hands -on practice,
keeping things concise, and crucially, considering
language differences. Yeah, you can't just hand
someone an English manual if that's not their
first language. It's like teaching someone a
new parlor routine. You show them, you watch
them, you give feedback. Observation, demonstration,
practice. Makes sense. Mentoring programs get
a nod, too, pairing new folks with experienced
staff. Like how a good hoof trimmer trains an
apprentice. And e -learning for consistent info
delivery. Yeah, totally useful. That Northern
NY study found most participants felt confident
after an online module. Offers flexibility. The
overall payoff numbers for training are compelling.
Over 70 % of successful farms use continuous
learning. It can cut turnover by half, maybe
boost milk production 30%. Any nutritionist or
vet would kill for those kinds of results from
their programs. Okay, so beyond pay and training,
there's culture. The article really hammers this
point. Yeah, cultivating culture. It argues that
a positive, supportive farm culture is just as
vital for keeping people and getting results
as, say, cow comfort is for milled flow. So it's
not just fluffy stuff. Not at all. The proactive
farms are intentionally building respectful environments
through things like recognition programs, regular
team meetings, giving constructive feedback,
actually involving employees in decisions about
their work. The article likens it to providing
the human equivalent of good stalls, clean water,
plenty of bunk space for the cows, the basics
for well -being and performance. And it warns
strongly against toxic culture. Yelling, intimidation,
treating people like they're disposable cogs
in a machine. That stuff drives people away fast.
And the data shows positive cultures simply outperform
toxic ones. Period. That Purina example they
shared was powerful. A Midwest dairy used their
Hispanic training services, put in bilingual
protocols, held weekly meetings. And the results.
SEC dropped from over 300 ,000 to under 200 ,000.
Turnover went from losing one or two people every
month to just one person in six months. Wow.
That directly links the people side to the animal
performance side. It's undeniable. Absolutely
linked. And for diverse teams, the article talks
about building bridges, helping immigrant workers
feel part of the local community. Like offering
rides, introductions, info about local events.
Yeah, stuff like that. Helping prevent that isolation,
just like you use strategies to prevent lameness
before it cripples a call. And groups like the
Migrant Clinicians Network get mentioned providing
health and safety info, sometimes combined with
language learning. Practical stuff. like integrating
hoof checks into the milking routine, making
it part of the system. Okay, so this isn't just
about people management, though. The Bullvine
article spends a good chunk of time on technology,
too. Right. Tech is definitely part of the equation
for tackling labor issues, but... It's complicated.
The article compares it to how genomics changed
breeding powerful, but created whole new demands
for data handling. Technology can definitely
help ease the load. Robotic milking, AMS. Big
one. Can cut direct milking labor by maybe 60%.
The article estimates potential savings of $32
,000 to $45 ,000 per robot per year just in labor.
That's significant. Like activity monitors cutting
down heat detection time. Exactly. And wearable
sensors on cows. They help manage more efficiently,
flagging health issues early so staff can focus
where needed. Automated feed pushers keep feed
available, boosting intake without someone scraping
all the time. That Hinchley Dairy example was
interesting. They went to robots and automated
feeding because finding labor was so tough. And
they saw a 10 % milk boost. Better cow health
because cows chose when to be milked. It solved
a labor problem and helped production and welfare.
But... And this is a big bet. In the article,
technology is not a magic wand. It's not a silver
bullet. Definitely not. Automated dairies still
need skilled people. You need folks to manage
the systems, make sense of all the data pouring
in, do the animal care robots can't do. It's
not robots or a people. No, it's about optimizing
how they work together. Which leads to this idea
of the new dairy professional. Automation changes
the game, changes the skills needed. New roles
emerge, robot techs, data analysts, kind of like
how specialized nutritionists or repro vets became
more common than general consultants. So the
skills needed are? What? Operating the tech,
fixing glitches, interpreting sensor data. Right.
Problem solving, troubleshooting, critical thinking.
Plus, you still need the fundamental animal husbandry
skills. It's a blend. Like needing to understand
both cow physiology and feed chemistry to be
a good nutritionist? Good analogy. And this creates
challenges retraining existing staff. But also,
maybe opportunities. These tech -heavy roles
might attract a younger generation. Maybe. But
finding that right tech mix isn't always smooth
sailing, is it? No. The article mentions farms
that jumped in deep with tech and then struggled.
Maintenance costs, reliability issues, needing
specialized expertise they didn't have. Like
early adopters of any new tech, I guess. Sexed
semen, activity monitors, there were bumps. For
sure. And human labor is still absolutely essential
for the complex stuff, treating sick cows, running
repro programs, making sure cows get colostrum.
Robots aren't doing all that. So the ideal is
what the article calls human technology augmentation.
Yes, synergy. Tech enhances what people can do.
People guide and interpret the tech, like using
genomic data alongside a skilled breeder's eye.
The article even provides that technology decision
flow chart to help think it through. Which is
useful. It walks you through. What's your actual
labor challenge? What tech could help? What's
the real ROI, including labor savings, production
gains, and lower turnover costs? How do you implement
it? Training, transition. It frames it like any
other major farm investment decision. Needs the
same rigor. Exactly. Like deciding on genetics
or a facility upgrade. The comparison table in
there gives ballpark costs, savings, payback
for different techs. robots, sensors, feeders.
It's about due diligence. Okay, so all these
farm -level things are happening, but they exist
within a bigger system. And the article is pretty
direct about policy. Yeah, it doesn't pull punches.
It basically says the dairy industry has been,
quote, extraordinarily ineffective at getting
immigration policy to match the reality of year
-round dairy labor needs. The big disconnect
is the H -2A visa program, right? Designed for
seasonal work. Right. And trying to fit year
-round dairy into a seasonal program. The article
says it's like trying to feed high producers
only corn silage. It just doesn't work. It's
the wrong tool. Hank Halflegger's point comes
up again, needing documented workers who can
stay. You train someone, invest in them. You
can't afford to lose them after a few months
because their visa is wrong for the job. And
without a good legal pathway, the article argues,
it forces reliance on an undocumented workforce.
which creates vulnerability for everyone involved,
like relying on one iffy well for your whole
herd's water. It even questions if industry advocacy
has been too... maybe. Timid? Not unified enough?
It raises the question. But it does mention reform
ideas are out there year -round, H -2A, pathways
to legal status, wage adjustments. The Farm Workforce
Modernization Act gets named. So besides policy,
what about industry -led efforts? They're happening.
Organizations providing resources, best practices.
Kind of like how the industry came together on
antibiotic stewardship or animal welfare standards.
The National Dairy Farm Program's workforce development
part is a key one mentioned. Yeah, promoting
HR and safety best practices, tools to help farms
become employers of choice. It fits alongside
their animal care environmental work. And regional
efforts, too, like that Northeast grant for apprenticeships.
Right. Tackling needs locally, like co -op field
reps focusing on milk quality in their area.
And the Migrant Clinicians Network, again, for
health and safety training, often with language
skills built in, practical integration. So looking
ahead, building that future workforce, the article
says you have to accept that labor shortages,
rising costs, that's the new normal. It's not
a temporary blip. Like that USDA forecast for
2025 labor costs up another 3 .6%. It's a trend,
like genetic gain just heading consistently up.
And demographics are pushing it. The traditional
immigrant labor pool, say from Mexico, is changing
lower birth rates, better opportunities at home.
Plus the existing workforce is getting older.
Average age 42 for foreign -born ag workers versus
36 for U .S. born. That's a real shift, like
the aging farmer population itself. Rick Narebout's
stat again. 90 % of Western U .S. dairy workers
foreign -born, mostly from Mexico. If that source
changes, you need other strategies, like finding
alternative feeds when your main forage is short.
So truly sustainable solutions need systemic
change, the article argues. Not just farm -by
-farm fixes. Yeah. It's about practices, policy,
even how society views ag labor. A sustainable
dairy includes fair labor, safety, support, just
as much as it includes herd health. It challenges
the industry. Why is workforce stuff still treated
like just your individual problem? It needs collective
action. Like we mobilized on genetics or milk
quality. Some systemic ideas mentioned. Cooperative
models for sharing labor. Diversification for
more income to support wages. Better tech access
for smaller farms. Collaborative stuff and policy
reform comes back again. Immigration, guest workers,
legal status pathways. Unnecessary regulatory
peace, the article implies. Like having clear
withdrawal times. Plus strengthening ag education.
Building that pipeline of future workers. Huge
need there. That gap 60 ,000 ag job openings
versus 35 ,000 grads. That's a serious talent
deficit, like the rural vet shortage. I liked
the Q &A with Jeff Andres from Wisconsin that
was woven in. Real world perspective. Yeah. He
was candid. Biggest challenge, finding reliable,
long -term people and the time and cost to train
them well. And the things that made the biggest
difference on his farm. High quality housing,
number one. And a structured mentorship program.
Those two things cut their turnover from 35 %
down to under 10%. Incredible. And his take on
tech? He sees it as enhancing people. Taking
away the drudgery so skilled workers can focus
on higher value tasks. Like activity monitors
free up the herd manager from heat checking to
manage breeding better. Their expertise is still
central. His core advice really sums up the article's
message. It really does. Stop thinking of labor
as just a cost -like feed. See your people as
a critical investment. He said when they made
that mental shift, treated employees like valuable
assets, everything got better. The article wraps
it all up with those steps you can take today.
Concrete actions. Yeah, and framed with dairy
analogies. Assess your situation like tracking
KPIs. Develop total compensation like tailoring
rations. Create onboarding training like setting
up protocols. Build culture like ensuring cow
comfort. Evaluate tech like assessing capital
upgrades. Connect with resources like using your
VAT. Engage with education like investing in
genetics. Advocate for reform, adding your voice.
Okay, so let's really boil it down. The bottom
line from this Bullvine article. It's a hard
truth. Many farms put more strategic thought
into breeding cows than into developing their
human team. And that imbalance, it's costing
the industry dearly. It's a threat. These workforce
challenges, shortages, costs, they aren't just
inconvenient. The article positions them as critical
threats to productivity, sustainability, even
farmer well -being right now. And the path forward,
it argues, absolutely demands that mindset shift.
See labor as a critical asset. Invest in it,
training, development, compensation, culture.
Sustainably. Intentionally. The stakes are huge.
For your farm, for food security, for rural communities.
The successful farms, the ones figuring this
out, are balancing tech and people. Creating
workplaces that attract and keep skilled folks
while leveraging efficiency gains from automation.
They're turning a vulnerability into an advantage.
So the provocative thought the article leaves
right there for you is this. The question isn't
really, can you afford to invest in building
a resilient workforce? Based on everything in
this article, the real question is, can you afford
not to? Right. What step, just one step maybe,
from everything we talked about, will you take
this month? The article strongly suggests your
answer might just shape whether your farm is
thriving in five years. It really forces you
to rethink priorities, doesn't it? Absolutely.
Moving from labor is a cost to cut to labor is
an investment to nurture. That seems to be the
core message for navigating what's ahead. And
that investment looks like a lot of things, pay,
benefits, training, culture, smart tech use,
getting involved in the bigger picture. It's
multifaceted for sure. So maybe think about those
steps you can take today. Again, pick one that
feels most relevant or maybe most achievable
for your farm right now. Yeah. Even starting
small can build momentum. Well, a big thank you
to you, our listener, for pointing us to this
bullvine article. It gave us a ton to unpack
here. It certainly did. Yeah. Really valuable
insight. Thanks for joining us for this deep
dive. We'll catch on the next one. That's a wrap
on today's deep dive into dairy workforce strategies.
If there's one thing I want you to take away
from this episode, it's this. The farms that
are winning the workforce war aren't just offering
higher wages. They're completely rethinking what
it means to be an employer in today's dairy industry.
The question isn't whether you can afford to
invest in developing a resilient workforce, it's
whether you can afford not to. Every day you
delay implementing these strategies is another
day your competitors might be building that waiting
list of qualified employees. Here's your action
item for this week. Pick one strategy we discussed
today and implement it within the next 30 days.
Whether it's creating a structured onboarding
process, developing performance bonuses tied
to no quality metrics, or simply starting weekly
team meetings, take action now. For more game
-changing insights like these, visit us at www
.thebullvine .com. You'll find the full article
with all the data, case studies, and implementation
guides we discussed today. And while you're there,
subscribe to our newsletter to stay ahead of
the curve on the issues that matter most to your
operation success. Remember, in today's dairy
industry, Your approach to workforce management
will determine whether your operation thrives
or merely survives. Make sure you're on the winning
side. Thanks for listening to the Bullvine Podcast.
Until next time, keep pushing the boundaries
of what's possible in dairy.