Planning for the future

Planning for the future means aligning the goals of the dairy business with the personal goals of the people in it, so the business succeeds and its people do too. For most farms, transferring both the day-to-day management and the ownership of the business over time is at the heart of it. 

There is no single recipe that suits every business or the people in it. It helps to involve all stakeholders in the decisions — owners, family members on and off the farm, employees, lessees, share farmers and managers. 

Four focuses for individuals 

1. Being in the right role — a suitable role is the start of job satisfaction; match skills to roles, then nurture people to reach their potential. 
2. Education and career development — people have different learning needs over time; offer internal and external opportunities, and flexibility to train. 
3. Reward and wealth creation — fair reward motivates people and can build wealth, options and quality of life (see Reward, recognition and retention). 
4. Work-life balance — time away from work matters; organise workload and support so balance is achieved most of the time (see The People Snapshot). 

Three career phases 

People in dairy typically pass through three phases — starting out, growing and changing — and the four focuses matter differently in each. 

1. Starting out — early career, with low equity and responsibility. 
2. Growing — high responsibility, but still little or no equity. 
3. Changing — stepping back, and transferring control and ownership.

Pathways and support