Part of what makes the produce industry unique is also putting it at risk: business succession is on the downswing, especially in agriculture.
Farmers and growers who want to retire often have no family members interested in taking over, unlike past generations.
Similarly, the surge in funding from private equity firms is also bringing in nontraditional leaders from outside the industry.
While outside perspectives can be a welcome addition to businesses of all types, the world of perishables requires some background and learning, and can take a bit of getting used to.
Ron Lemaire, president of the Canadian Produce Marketing Association BB #:153602 in Ottawa, ON, agrees, noting newcomers “need to learn a new industry quickly, but also bring new strategies and build new processes that can be a positive.”
He recently spoke to a retiring farmer who had brought in two young engineers as investors on his farm. The farmer is staying on as a consultant while the new investors learn the business before taking over operations.
“This legacy support means the new, nontraditional farmer can apply new thoughts and ideas but have a foundation in the legacy that made the company successful,” Lemaire explains.
The influx of employees coming from other industries means produce companies must weigh the benefits of prospective employees who have produce-industry experience against the advantages of outsiders with strong skillsets transferable to produce.
“When attracting new talent in the produce business,” says Tracey Lewin, vice president of sales and operations at the Allen Lund Company, LLC BB #:107465 in La Canada, CA, “experience is always best, when available.
“There can be an extremely long learning curve for an inexperienced person entering the world of produce and produce transportation, due to the unnumerable amount of details and unique qualities in the produce segment,” she says.
However, some characteristics needed in produce extend across all industries.
“Above all,” continues Lewin, “any new talent coming into the produce world must be able to perform under high pressure, recognize priority from moment to moment and act quickly, stay highly organized, and have excellent and efficient communication and organizational skills—and they must really love it to thrive.”
“I think the important thing to note is that when we talk to industry members about their talent needs, they’re all seeking motivated, eager individuals who can bring new and fresh perspectives,” says Megan Nash, director of education and talent at the International Fresh Produce Association (IFPA) BB #:378962 in Newark, DE.
“They’re willing to teach and mentor individuals to find positions within their companies that best utilize their skillsets.”
Training and education
Training programs are available to help eager employees make the leap to produce.
“I do encourage those seeking new talent to reach out to us and volunteer with our student programs,” Nash adds. “There are many eager individuals looking for the right fit within our industry.”
Training programs are also useful for ensuring employees continue to learn and grow, an increasingly essential aspect of job satisfaction and a strong selling point for new hires.
“For the up-and-comers in our industry, it’s important to be able to focus on career paths, development, and room for growth,” says Rex Lawrence, president of Sacramento, CA-based Joe Produce, LLC, BB #:364007.
Another area where training and educational programs can be useful is in attracting a more diverse workforce, which matters to young workers of all backgrounds. It is also an area where the produce industry tends to lag behind other industries.
This is an excerpt from the cover story in the September/October 2023 issue of Produce Blueprints Magazine. Click here to read the whole issue.
