Struggling to Work with Family on the Farm? Clear Expectations Can Help

Nicole Davis, a former HR professional in a third‑generation family farm, now advises North‑American farms on how spouses and relatives can work together without jeopardizing productivity. She contrasts corporate HR—focused on large‑scale policies—with farm HR, where every action directly impacts the bottom line. On a farm, HR decisions translate instantly into operational improvements, from hiring seasonal labor to protecting the family’s legacy. This hands‑on perspective makes clear why clear expectations, risk awareness, and tailored human‑resource practices are essential for small, privately held agricultural enterprises.

One of Davis’s core recommendations is building simple, visual standard operating procedures (SOPs) that anyone can follow. She advises farmers to start with photos of a wet field, a mud‑deep tractor lane, or a safe wind condition, then turn those images into checklist items. This visual‑first approach reduces the intimidation of lengthy documents and speeds up training for both family members and seasonal workers, including temporary foreign labor. By clarifying farm exemptions and compliance gaps, SOPs also protect farms from employment‑law liabilities that many assume are “off‑limits” to agriculture.

Finally, Davis stresses that farms must define behavioral boundaries and enforce them consistently, whether dealing with a drunken driver or chronic tardiness. A clear “one‑strike” or “three‑strike” policy reduces ambiguity and supports fair terminations, which must follow legal steps to avoid costly lawsuits. For owners seeking expertise, resources such as Canada’s Human Resources Association Council for Agriculture or independent ag‑HR consultants like Uncommon Farms provide the necessary guidance. By treating human resources as a strategic farm function, families can protect their legacy while building a resilient, high‑performing workforce.