If you want kids or hobbyists with other sources of income, pizza and lessons and little gifts might help.
If you want responsible, full-time adults, you have to pay more and provide a modicum of job security. I don’t really see any way around that.
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The basics have already been addressed. Livable pay and manageable hours. Do not underestimate the benefits of streamlining your chores. As someone else said, a large capital investment (like a gator or water lines) will not only save you money in labor, but will reduce your turnover.
But get to know your employees and what makes them tick.
I have one amazing employee who is a mom and brings her daughter to work some days when school isn’t in session. Her daughter has been to horse camp, is safe and well behaved, and even helps with chores. I have no problem with that.
Other employees really want to learn about all aspects of horse care, so I make sure I’m teaching them and not just doing it myself. I always offer for them to come watch and talk to the vet or watch me or another trainer do something (like ground driving) so they can expand their knowledge.
A lot of people like barn jobs because it’s a somewhat/mostly solo job, but it can get lonely. Take the time to stop in and chat with them. Take a real interest in their lives and follow up with “how was Joey’s game on Sunday?” People like to work for people who care.
Mix up the tasks. 6 hours of mucking is a lot. 6 hours of feeding, turnout, mucking, waters, and dragging the arena mixes things up a bit. Not only is it good for the brain, but it’s good for the body.
Lead by example. Make sure you’re spending time in the barn helping with chores. Obviously it’s not possible daily, but don’t be “above” mucking. Beyond that, make sure they actually see you doing it.
Do whatever it takes to make their job easier. Is it ridiculously cold? “Sue, go sit inside for 15 minutes and warm up. I’ll do this stall for you. There’s coffee/tea/hot chocolate if you’d like it.” Unbelievably hot? Offer cold water/Gatorade a few times during the day.
That last piece is really important. In a lot of ways, my employees are also my customers. I’m responsible for making sure they want to work here.
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Thanks for the input everyone! To be clear, I don’t have my own facility but I will be seeking to in the next couple years and want to make sure it’s feasible. When I worked retail a couple years ago it started at $8.25 an hour but was a cushy job in the AC selling makeup 
I agree with everything said and have thought about providing riding lessons as a bonus as several of you mentioned.
I take away from my own experiences as well and would never ask an employee to work more than 6 days a week, 5 being ideal. I also want to have a barn set up in the most efficient way. There is nothing more frustrating than a gate that is hard to open and close or a short hose. Things like those walk through gates or nice sprayers on the ends of the hose are great.
!0 bucks isn’t a livable wage here, but it is sure better than most jobs.
The question is, what else is included.
Unpaid vacation? Nice to not get fired over it, but it’s not an incentive.
Insurance of some sort?
Clear instructions on how to do the job, with the GOOD tools to do it. Not leaky buckets, rickety forks, flat wheelbarrows…or the crazy horse that tries to eat every human without a longe whip in hand.
Appreciation. A heart felt ‘Thank you’ at the end of the work day goes a long way, even in a crappy paid, physically demanding job. An occasional lunch or breakfast is awesome!
Don’t treat the staff like week old leftovers. Don’t allow customers to do so either.
But I guess, the question is: Is it under the table or legit?
Eventually the dumbest person realizes that they have to pay into the pot to not be dirt poor when old!
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Alagirl- make the pay legit, don`t pay under the table. First it is illegal, second you are setting a terrible example, third you are cutting your employee off from social benefits if they have to stop work (should such benefits be available in your state- not sure about unemployment insurance south of the border). Remember you are running a business, so act professional.
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I agree with a lot of this.
I spent almost 3 years teaching at a farm for below minimum wage (in addition to my FT job) because I enjoyed teaching, loved passing on the knowledge but believe that no one values what’s free.
However, I walked out the door the minute the owners decided I needed to be stepped on. This was for providing a student and close friend with a lead on a really good horse, after being told repeatedly “We need to fill stalls” and “We find her a horse”.
Now I happily plug that love of teaching into my own horse and help friends if they ask. shrug I occasionally miss those regular lightbulb moments but oh well
[QUOTE=demidq;8555055]
Alagirl- make the pay legit, don`t pay under the table. First it is illegal, second you are setting a terrible example, third you are cutting your employee off from social benefits if they have to stop work (should such benefits be available in your state- not sure about unemployment insurance south of the border). Remember you are running a business, so act professional.[/QUOTE]
My point exactly!
That is part of the retention problem, when people can no longer afford to work for you.
Heaven knows, I can only afford my current job (full time, physical) because DH has an income. Otherwise I’d be SOL, and I don’t think 10 bucks an hour would help me cover my bills.
But considering how many jobs do not offer that much pay made me wonder if most barn staff is not paid under the table! As I understand, the paycheck is only part of the expense for the business.
There are a lot of good suggestions here. And I can’t stress this enough - make sure the employees know that they are appreciated! You might want to keep your mind open to different solutions, too (rather than look for one full time person).
I know a hardworking retired couple that do the morning chores at a barn four days a week. They love the hard work and the horses, and they appreciate keeping a routine in the week. There is another couple that takes the other days. In the afternoon, high school kids can work off lessons and board. It works out for the barn because so many people are trained for the routine, that it is easy to find a fill in if somebody has a sick day or vacation.
It is super important to treat them well (no matter what you pay them) and have realistic expectations and an agreement in the beginning of what is expected. If you don’t show appreciation and expect them to do a lot more than what is agreed upon, they will walk.
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In addition to the obvious, the fair pay, some other things worth considering: As an employer, pay attention to the dynamics between the workers as well. It can be easy for the boss to not notice that one of the workers with a stronger personality is pushing the other one around behind the scenes or shoving off work or the less desirable tasks onto someone. The other person just quietly quits and you never know why. Make sure the chain of command is clear and give people the proper authority they need to get the job done if they are in charge of another worker or two. Sometimes laterals working alongside each other have “turf wars” that can cause problems and you as an employer should pay attention so you can address it before someone gets upset and quits.
Also, it’s a delicate thing, but try to back up your employees if they make a mistake, suggesting improvements diplomatically instead of condemning or accusing publicly. Guard their breaks so they don’t get them chipped away at, starting lunch later, ending it sooner to the point where their breaks disappear. One of guys at our barn likes to eat every day at noon so he can have lunch with his fellow workers. Obviously, sometimes things come up, but be aware that this is something he looks forward to, so try to respect that. Maybe get the person a barn shirt or something to help him/her feel like part of the team if you think it might be something they’d like.
Remind customers that retaining good employees helps them as well so they’re reminded to treat them with respect. And one little fun thing that went a long way: At our barn, we sometimes had a fun little “Martha or Joe Appreciation Day” randomly. The text would go around that , say tomorrow, it was Martha or Joe Appreciation Day behind the scenes and the next day or whatever, people would bring a little something, a snack, a Gatorade, a card with a note that said thanks to that worker.
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I used to work for $10/hr - over 10 years ago.
I would say $14 for full time and $12 for part timers.
I agree burn out and injuries are major problems. A lot of BO’S expect employee’s to do everything they can think of on the farm, to get their moneys worth. I’ve quit on the spot when paid $20 for 3 days worth of work (list as long as my arm) I fed, turned the horses out and then quit. They got more than they paid for in gas alone.
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From past experience:
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Pay well. That will set you apart from everyone else. Even if it’s only $3 more than anyone else in the area.
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Decent hours. 12+ hours a day is murderous on a body and won’t make anyone stick around.
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ACTUAL breaks & lunches. One where you don’t have to stop 1/2 way through to swap a paddock or get a horse ready for a client. Lunch time is eating time, staff shouldn’t feel guilty!
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Random bonuses if they do something extra-awesome. Cleaned out the run-in when you weren’t asked? Gift card to Timmies (I don’t know what coffee place is popular in the states).
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A warm place to eat/get warm/cool down depending.
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WORKING tools! Wheelbarrows with decent tires, working faucets/grain carts/hoses. It makes a big difference when things actually function as they should.
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Back up your barn staff, don’t let the boarders treat them badly. A hostile work environment is shitty. If boarders have an issue, ask them to talk directly to you and not harass the barn staff.
Mainly, and most importantly, CHERISH and RESPECT the good ones. If you fail to do so, they will leave for greener pastures and better bosses and you’ll be stuck pickin’ poops!
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One more thing I forgot to mention in my previous post: Keep your word. Don’t promise what you can’t deliver, but if you agree to something, do it. If an employee comes to you and says the wheelbarrow/the clippers/broom/rake/what-have-you/ is broken, and you say you’ll get it fixed/replaced within a few days, DO IT. Don’t just say, yeah, yeah, yeah, and “forget” about it. They might not say anything, but they notice.
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(a) logical barn layout that helps streamline daily activities
(b) BO who prioritizes the safety of workers
© Workers are given a voice and opinion on changes or improvements when feasible (e.g. BO has funds for improving A or B first and the workers can add their perspective on why one should be prioritized).
(d) Reasonable work level to worker ratio.
(e) Protocols and policies in place for dangerous horses that prioritize the safety and well being of the worker
Don’t figure out how much to pay for stall cleaning based on the young woman who is really really quick. She does 10 stalls in 2 hours, but most people can’t.
[QUOTE=demidq;8554162]
Goodness- $10/hour isn’t minimum wage here in Ontario, and 10 days (2 weeks) per year vacation is mandated for employees, or vacation pay in lieu. I think the employee standards may be a bit different for agricultural workers, but they shouldn’t be. What is the average starting wage in retail work in your area? (adults, not teenagers working a few hours/week)
If barn staff are working long days for $10/hour with no time off it’s no surprise that retention is a problem! If you are running a business, employee costs are business costs. I know there is a very small profit margin for most boarding barns, but are you charging enough if you can’t pay a decent wage to your employees?
Treat barn staff like human beings and give them decent working conditions and pay. In addition to the suggestions above- real breaks during the day, and some where warm to sit during the winter (or cool in the summer). Clear job description and performance expectations, reasonable support (especially during training)and supervision.[/QUOTE]
“Goodness- $10/hour isn’t minimum wage here in Ontario”
Minimum wage in Ontario is $11,25 Canadian. At today’s exchange rate $10 US would be $13.40 Canadian. Or $11.25 Canadian would be around $8.20 US.
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I work at a barn now because I want to, not because I have to.
I used to work at this same barn years ago because I had to. I worked off board and I.felt like I was being used. I worked for 7.50 an hour and that was below minimum wage. I left because the non-horsey husband who thinks he is horsey inserted himself into being the manager of the barn and we’ll lets just say his nickname is Mr microphone.
I feed, brought in, prepped for the next feeder a total of 40 horses in 2 hours. Most nights I would come in to find no return from the previous feeder in terms of prepping. No hay down, no feed refilled, no hay on the trailer, empty stall water buckets etc.
I was there fastest feeder and I do the job well. However if I went over in my time because say a gate froze shut, spicket broke or even a fence going down and I spent extra time clocked in the husband would call or text to say he would not pay me for a hours because it was outrageous. I remember in particular one night I spent a total of 4 hours taking care of everything one night because it was a) snow storm b) gate froze shut c) water spicket broke d) nobody prepped for me…again.
I just could not deal with it and took a job out of state 5 years ago. I came back and asked to board my horse there (overall they do take care of the horses) and they asked me to come back to work. The husband has a full time job now but still occassionally annoys me by micromanaging but he doesn’t do payroll anymore.
The wife admits she was a pill to me and that I was her top feeder. She still doesn’t pay well $8.00 per hour) but I do it since I’m bored.
Gumtree, the exchange rate doesn’t work that way when you live in the place you are paid. If I was paid in Canada but lived in the US, I would be in big trouble with the poor exchange rate. If I worked in the US and lived in Canada I’d be ahead of the game. $10 in Canada buys you $10 worth of services in Canada. $10 US buys you $10 worth of services in the US!
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[QUOTE=Wonders12;8554899]
<snipped for brevity>
In a lot of ways, my employees are also my customers. I'm responsible for making sure they want to work here.[/QUOTE]
I have nothing to add to the two pages of excellent thoughts. BUT I had to say how very much I loved these sentences. 
(And, can I come work for you? :yes: )
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As the BM/BO, please try not to be wacko. Be professional, keep your personal life under control, don’t do coke on the counter in the tackroom, don’t make out with your SO in the parking lot or stalls, and do let your employees see you following through on what you say you are going to offer regarding feed, water, turnout, maintenance, etc. Take payday and paychecks seriously; don’t get so casual that you’re paying a few days later and a few dollars short one month and paying extra the next month. Be a [positive] role model for your employees. Pay a living wage. Talk seriously with/gently terminate any employees whose work ethic or other behaviors bring down morale among the good employees. Have a written job description, with all tasks specifically described. Make sure employees discuss job description with you before you hire them. Have a good business plan, that you have reviewed with other BO’s and with an accountant/business person, before you become a BO/BM, so that your employees – and your boarders – are not impacted by unrelenting stress over whether the barn will still be in business the next month.
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[QUOTE=Fig;8554003]
$10 an hour seems standard but what has worked for you to retain? [/QUOTE]
I was being paid $10-11/hr to clean stalls and feed horses as far back as 14 years ago. If you want to retain people, you have to up the pay, even if $10/hr is “standard” for your area.
People stay when they are happy, so be fair and appreciative. Treat your employees as if they are part of the team, not “just” the stall muckers. Don’t place unrealistic demands on them. If they are interested, give them the opportunity to advance their position and increase their responsibility… with additional compensation. Not just extra grunt work-- I can’t tell you how many barn jobs I had where my employer discovered I was a good worker and then start asking me to do all sorts of menial tasks. And they’d always spin it like they were doing me a favor by offering me extra hours. FYI, no one wants to spend an hour cobwebbing for an extra $10… ever.
Or if you can’t create meaningful opportunities for advancement (a lot of barns just aren’t structured that way), at least try to include some bonuses or small longevity/performance raises.
The problem with physical labor barn jobs is that most good employees are probably going to eventually move on because most good employees have some level of intrinsic motivation. They’ll likely want to advance their position. And while barns can’t compete with jobs that offer things like health care benefits and PTO, you can at least try to keep them as long as possible by making them feel like the job is worth their time and effort.
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