Creating a positive experience, employee and employer benefits, and renaming the "review" — a LIVE! with Jennifer Wright


Performance reviews for staff just aren’t talked about enough in regards to farm management. They also don’t have to be a negative experience; both employee and employer can provide feedback during a performance — they’re not a one-way conversation.

Joining us for today’s RealAg LIVE is Jennifer Wright, senior HR advisor with the Canadian Agricultural Human Resource Council.


  • Staff reviews are important so that you have an opportunity to provide some feedback to people that are working for you
  • Really good opportunity for you to hear from them, too. There are always ways to learn from feedback — on both sides
  • Does it matter that many of the people that are working on the farm are seasonal? That’s often used as an excuse. Wright says no!
  • Doesn’t need to be a super formal thing… it can be more relaxed.
  • Comfort is key. Don’t want employer or employee to be uncomfortable
  • Take notes! It’s important to log these things.
  • A review is good for setting goals.
  • Do what works best for your operation — every one is different
  • Touch base more than just once a year…it doesn’t have to be called a “performance review.” And as an employer, don’t overpromise. Set expectations.
  • What sort of things should be covered? Things that have gone well, things that haven’t gone so well. Provide feedback on areas of improvement!
  • Address issues when they are there. Don’t wait for a year to pass.
  • Going into a review as an employer, you should have done some prep work. Organize ahead of time.
  • Provide examples of when things could’ve been done in a different way. Be specific!
  • Communication is absolutely KEY. Communicate. Communicate. Communicate.
  • There’s no person in your organization that doesn’t have value. Talk to them!
  • There’s no real right time to ask for a raise, but you need to make sure you are being properly compensated.

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