Horse Jobs and Hiring Blog

Bosses at Equestrian Jobs - The Good the Bad and the Ugly

Bosses at Equestrian Jobs -
The Good the Bad and the Ugly

Anyone who has worked in equine jobs knows that bosses come in all shapes and sizes.  Bosses are human, and that makes their characteristics different in hundreds of ways.

 Equine bosses can be fair or unfair, friendly or unfriendly, supportive or uncaring, cheap or generous, organized or disorganized, knowledgeable or uninformed, good listeners or deaf to your input, good business people or failures, and on and on.

Regardless of their personality traits, the best bosses know that every employee has strengths and weakness.  There is no such thing as an employee who is good at everything, just as there is no such thing as an employee who has nothing to offer.  The best bosses in equestrian jobs view themselves as less of a boss and more of a coach and cheerleader.  

The key to effective personnel management is to publicly praise and honor each employee for their strengths and positive accomplishments and privately help each employee improve on their weaknesses.  Being a cheerleader when an equine employee is doing well, and being a coach when he or she needs improvement is the key to building long term success and loyalty with employees.  

Treating equine employees like a piece of equipment to be used hard and put away wet is the best way to encourage perpetual turnover in your horse business.  All employees have hopes, dreams, fears, and misconceptions. Managing Equine Employees takes time and effort. Spending time on building effective relationships with employees is time well spent; time which will have a direct impact on your bottom line. 

Do you wonder what equine employees value most? Check out the results of our Equine Employment Satisfaction Survey. 

 

Pets and Equestrian Jobs

Pets and Equestrian Jobs 

Let's face it, most of us who work in equine jobs are animal lovers. If we weren't, we would probably be working in some other industry. Many horse industry workers have pets including dogs, horses, and other animals. On-site housing for employees is very common in the equine industry, so sooner or later most job seekers end up negotiating space for their pets. Employers have widely differing attitudes about pets. Pet policies can be very strict or quite lenient. However, a good pet policy should take some important business considerations into account as well as an employee's needs. Keep in mind that all accommodations for pets are negotiable. There is no established policy that is subscribed to by all employers.

It is quite common for employers to provide some type of accommodation for one employee horse. This is particularly true when the employee is a Trainer or Riding Instructor and will be doing demonstrations for clients or students. It may make sense for the employee to do the demonstrations on their own horse. If this is the situation, providing stabling for the horse is quite common. On the other hand, if the employee horse has no role in the business, the situation may be quite different. Your pets may be accommodated or they may not. Business savvy employers will want to avoid taking up income producing space with employee horses. They may only be able to provide an unused pasture with a run-in shed. You should not expect a free stall, if that stall can be used to produce income for the farm. Feeding of equine employee horses is also negotiable. Feeding employee horses along with the other horses on the farm may be the easy way out. But, some employers keep track of the feed consumed by an employee horse and bill the employee, or they require that the employee purchase their own separate feed.

Sometimes employers will accommodate two horses for an employee. However, accommodating a herd is very rare. If you intend to breed or sell horses, and your employer is also breeding or selling, you are competitors. This will lead to misunderstandings and probably lead to you losing your job eventually. If your horse is a stallion, many employers will refuse to accommodate him. Stallions take up more income producing space than mares or geldings, and can lead to all sorts of other problems.

Aside from horses, the most common employee pet is a dog. Some equine employees have more than one. There is rarely any business purpose for an employee dog. The presence of dogs on the farm raises issues of safety and liability for the customers, employees and horses. Some people are afraid of dogs. Expect your dog(s) to be restricted to the area around your residence. Do not expect any employer to allow your dog to roam free, come to the barn, or be around customers.

Be ready to negotiate accommodations for your pets, but don't let your pets control your career. If employer provided accommodations for your pets is a non-negotiable part of your goals, you are letting your pets control your career. Both of you are likely to end up worse off. Always try to have a plan "B" for your pets. Be prepared to find temporary accommodations elsewhere. Sometimes when an employer says "no" to pets at the beginning, they will change their mind when they decide they like you and want to keep you. Even if your potential employer says they will accommodate your pets, be sure the situation you are being offered is practical. Is there a fenced yard to keep your dog in? Are the accommodations for your horse safe? If you have concerns, address them before you accept the job. If you don't, by accepting a job you are essentially saying that you accept the accommodations for your pets, and change after the fact will be much harder. Don't complain about employers who don't allow pets. Be prepared with alternate plans, and don't let your pets control your career.

Guest Blog - Taking Intelligent Risks in Your Horse Business

 

 Taking Intelligent Risks in Your Horse Business

Do you consider yourself a risk-taker? Let's take it one step further and ask: do you consider yourself a risk-taker in your horse business? The latter might result in a slightly different answer than the former.

Take a look at this video on risk taking in business by Abby Johnson.

More WebProNews Videos

Horse Job - Assistant Trainer - Reining

Assistant Trainer REINING HORSES #19243A

Reining horse operation seeks person for Assistant Trainer position. Duties include: stall cleaning (6 to 10 stalls maximum), feeding, saddling, and riding a few young Reining horse prospects. Applicant must be fit and willing to follow instuctions regarding the training of 2 year old futurity prospects. (No smokers, and no dogs please.) Wages start at $1400/month plus housing and utilities. Web site:

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Job Located in Region 7

Horse Industry Business Plans

Horse Industry Business Plans

Nothing seems as scarce as  a business plan in the horse industry. When most of us think about a business plan, we think about board rooms, accountants, and months of work and preparation.  Besides, does a small business really need a business plan? 

In some ways, business plans are more important for small businesses than for larger ones.  Small businesses may be less able to adjust when mistakes are made, mistakes may have a larger impact on the over all health of the business, and small businesses may not have the resources to recover from failures.  The good news is that business plans need not be time consuming or difficult. 

Here are some links to resources for business plans. 

6 Easy Steps to a Simple Practical Business Plan

Demystifying Business Planning in the Horse business

Equine Business Plans

Preparing a Business Plan - TOBA

How to Write a Business Plan

A business plan will not only help you create a brighter future for your horse business, it will help establish you as a real business and not just a hobby in the eyes of the I.R.S.

Equine Employment Satisfaction Survey

Equine Employment Satisfaction Survey

See what others like and don't like about their horse jobs.  Take the two-minute five-question Equine Employment Satisfaction survey and see the all the results instantly. 

Participate in the survey

Find out what is most important to horse industry employees in their jobs: salary, appreciation, health insurance, personal treatment, treatment of horses and more.  See the relative rank of job satisfaction, decent housing, job security, compensation review, and more.  Equine employees choose the one thing they would most like to see changed in equine employment and finish by indicating if they plan to continue building their career in the horse industry.  

The results of this survey are free and will appear instantly when participants have answered all five questions. 

Participate in the survey 

 

Equine Employment 10 Best Best Qualities

If you are an employer, you probably have a pretty good idea about the best qualities in employees. If you are an employee, you know what the best qualities are in employers. If only each side could see the other's point of view.

Here is a list of ten qualities that are important to most good employers followed by a list of ten qualities that are important to employees. Keep in mind that not everyone may be consciously aware of all the things that are important to them, and not everyone gives the same weight to each of these concerns.

Employers want employees who...

1. can do their job without a lot of assistance or supervision.
2. can see what needs to be done and do it without being asked.
3. will communicate with the boss when they don't understand, need assistance, or have an issue that needs discussing.
4. don't exaggerate their true skills.
5. are aware of their strengths and weaknesses and look for ways to use their strengths and improve their weaknesses.
6. will make an effort to understand the needs of the business they are working for and put those needs ahead of their own career advancement.
7. will make an effort to get along with other employees.
8. will make customers feel welcome and appreciated.
9. are honest and trustworthy.
10. understand that the person paying the bills gets to make the final decisions.

Employees want employers who...

1. respect them and treat them as human beings, not as slaves to boss around.
2. understand business and have a clear plan for moving their organization forward.
3. are clear in their own minds about the work to be done and make an effort to explain their needs clearly.
4. understand how much work one person can do in one day.
5. understand that good productivity requires time off to "recharge."
6. pay fairly and promptly.
7. go out of their way to express appreciation for a job well done.
8. communicate about problems with performance and give an opportunity to correct them.
9. understand that functional and pleasant living quarters improve job performance.
10. take an interest in the employee's long term goals and, as business allows, help employees achieve them.

Take the two-minute five-question Equine Employment Satisfaction Survey and see the results instantly for free!

Horse Job - Trainer - Arabians

Trainer ARABIANS #64797B

Very large established Arabian breeding farm near Toledo, Ohio, is looking for a Halter/Western/Reining/Driving/English Trainer to add to our team in starting horses and showing. Experienced person in Arabians preferred. Housing on site includes utilities and salaried or hourly position with base credit towards medical. Paid vacation days after 6 months full time. See our web site for more information:

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Job Located in Region 5

Horse Job - Breeding Manager - Arabian

Breeding Manager AI ARABIAN BREEDING FARM #55579B

Large Breeding farm standing 10 stallions looking for person with expertise in teasing, AI and frozen semen to join our team. This is a repeat ad now seeking a second person. Knowledge of embryo transfer a plus. Possible housing on site. Can be a March through October job, or full year. See our ad for a Trainer if you are a spousal team. Near Toledo, Ohio. See our web site for more information:

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Job Located in Region 5

Horse Job - Riding Instructor - Riding Stable

Riding Instructor RIDING STABLE #32563B

Busy lesson facility in Morristown, NJ is looking for a Riding Instructor with basic experience in Dressage and Hunter/Jumper for its beginner through intermediate riders. Great, pleasant personality a must. Position starts in the upper twenties. No accomodations provided.

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Job Located in Region 2

Horse Job - Feed Sales Rep

Feed Sales Rep #04916B

Represent a name brand horse & backyard animal feed line in CT, RI & Long Island. Quality products, well-known brand, strong dealer base & existing business to build upon. Limited overnight travel. Visit dealers at stables, race tracks & stand-up speaking engagements. Competitive salary + commissions. If you have experience selling equine products, strong merchandising/promotions skills, good communication & public speaking skills, please apply. Top candidates will have: BS degree in a related field, live in the region, ability to drive business to dealers via sales calls to stables/tracks & have good follow-up skills. Send resume.

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Job Located in Region 1

Guest Blog - 3 Things Equine Employees Are Afraid To Tell The Boss

Three Things Employees Are Afraid To Tell The Boss by Doug Emerson

A reader e-mailed recently as a follow up to a Profitable Horseman newsletter about employees from the employer's view:

Doug,
Have really enjoyed your newsletter and have been getting it for a couple of years. Now, will you write one from the employee's view. How to treat people you hire. We see so much from the employers end, now, lets see an article from the employee's view.

Cathy Johnson

www.naturalremudaequinelearningcenter.com

 
Dear Boss,

I know you're busy all of the time and that's why I'm writing you this note instead of trying to get you to slow down to tell you in person.

First, I just want to tell you I like my job and the people I work with.
And the reason I'm writing is because I'd like to keep working for you. But, in view of the way things are changing, here are three points I offer for your consideration.

1. I feel my wages are fair and in the range of the "going rate". You may be surprised, but your appreciation for the work I do is more important than my paycheck. I don't need lavish praise, just an occasional acknowledgment for getting the job done on time, working late without complaining and being a good team member.

2. Because I'm committed to the success of the business, I do spend time thinking about how we can do things better and in less time. When you let me in on things going on in the business and planning for future events, it helps me prepare for change. I feel more in control of my job responsibilities when I know in advance. Notice about things like horse shows and clinics at the farm as well as your travel schedule help me be ready to cover added responsibilities.

3. I know employees are supposed to leave personal problems at home, but no matter how hard I try, I think about home at work, just as I think about work at home. Sometimes I need some help with personal problems and as you are experienced in life and are a leader, your opinion and advice is important to me. Once in a while, I need some outside advice and value your opinion; please remember most people aren't as independent or skilled at decision making as you are.

This next sentence may be hard for you to believe. But, from an employee's perspective, a job is not all about the money. If money was the top goal for employees, we'd probably all be running our own businesses.

Don't get me wrong. I want to earn a fair wage, but the three things I mentioned above are more important to me and most other employees than earning top dollar for my position.

Respectfully,

Your employee

 

Douglas Emerson is an experienced business coach with a passion for horses. He offers a program for professional horsemen and horsewomen in which he trains, consults and coaches them in 8 key strategies that have been proven to create more profit in less time. His programs result in more energy from working fewer hours, peace of mind about money, more balanced home lives and renewed passion for work.

Check out his program at www.ProfitableHorseman.com and sign up for his free weekly newsletter about the horse business with tips for professionals for improving profitability.

For more information read "Equine Employer's Mistaken Notions about Horse Industry Employees."

Equine Employer's Mistaken Notions about Horse Industry Employees

It's hard to see things from other people's perspective. Here are some misconceptions we see among equine employers.

1. Any job is a privilege and employees should be grateful to have one. This may have been true in the Great Depression, but it is not true today. Today, many job seekers would rather have no job than have a job with poor working conditions, poor compensation, and for which they are not appreciated. Today's worker is looking for an opportunity that fulfills their goals in life, not just any job. Jobs are plentiful enough that most employees are not greatful for a substandard job.

2. If I want a "type A" organized, self-motivated worker, I should be able to find one. The reality is that there are not enough of this type of worker to go around. However, workers with other personality types can be motivated to become some of the best workers. Sometimes it takes little more than "taking them under your wing" and helping them discover the benefits of caring about their work.

3. Workers will always have a true picture of themselves. Employers have a tendency to be surprised and angry when employees can't see their own faults. Employees are people with strengths and weaknesses. It is common for all people to have trouble seeing their shortcomings. Be prepared to praise employees for their strengths and to help them understand and help them improve their weaknesses.

4. Communication is a skill that we are all born with. Communication is always challenging. Few of us are born with good communication skills. Learn to listen carefully and repeat back some of what you hear in your own words to be sure you heard it correctly. Be ready to explain your needs in detail. Write down important instructions (or get employees to write them down) so employees can refresh their memory without having to ask you to repeat.

For more on hiring and keeping good help in the horse industry, read this article .

Equine Job Seeker's Mistaken Notions about Horse Employers

It's usually hard to see things from other people's perspective. When roles are as different as they are between equine employer and employee, the challenge is even greater. Here are some misconceptions job seekers are prone to.

1. Employers know what they are doing. Employers should understand how to hire and keep good help. However, many do not. Don't assume that employers know how to write job descriptions, screen candidates, select who to hire, and keep employees happy. Many employers have not taken the time to learn these skills. Above all, do not expect a courtesy reply from an employer when you contact them. Many employers will only respond if they are interested in you.

2. Employers will not understand what an organized, reliable, and self motivated person I am unless I tell them. Even if an employer is not very good at personnel management, the chances are they have a pretty good B.S. meter. When you communicate with employers, stick to the facts and leave the subjective judgements up to them. As you establish a relationship with potential employers, they will learn about your organizational skills, reliability, and motivations first hand from the way you relate to them. Don't B.S. them with how great you think you are.

3. Employers will respect me as a human being. Many will, but some won't. Some employers approach hiring help the same way they approach buying a used car. They kick your tires for a while and then if they don't like what they see, they simply stop returning your calls. This is the reality of the job market. Expect it and be ready to move on.

4. Employers will be impressed by my college degree. There are lots of good reasons to go to college and you worked hard for your degree, but the reality is that horse industry employers are usually more interested in job experience than a college degree. Most employers will have no idea what you studied to earn your degree and may never have heard of your school. Be prepared to explain the courses you studied, who you studied under, and why you chose your school. Above all, be ready to prove yourself on the job as if you never went to college.

Opinion - Where the Horse Industry is Headed?

In a horse industry career or in an equine business it pays to know where the horse industry is going next; what products and services will soon be in demand.  Successful horse people are the ones who get ready for the next trend before it gets here in a big way.  Being a leader instead of a follower may make the difference between success and failure.

In my opinion, the horse industry is making a shift from one emphasis to another. Training and competing are on the wane and horses are becoming more in-depth personal companions and perhaps even spiritual guides.  Before you get defensive or angry, let me say that training and competition will be around for a long time yet, and probably will always be part of what people do with horses.  However, training and competition are well established games in which the competition is formidable.  If you want to get in on the ground floor in providing contemporary training services, or in modern competition, it is too late.  The right moment for getting in on the ground floor probably occurred 75-100 years ago. 

Right now, there is an emerging arena of activities with horses which might be described as relationship oriented, growth and learning oriented, and spiritual in nature.  New trends frequently get started because they are responding to an emerging trend in our general society.  Western society itself is going through a transition. We are learning more self-awareness, more recognition that we all depend on each other, more sense of connectedness to nature, and a new scientific understanding that we are not here just by chance. 

The business of horses is beginning to respond to this broader trend.  The ground floor is now.  Organizations like Epona, EAGALA, and Parelli, to name a few, are focusing more and more on the human/horse relationship, and less on just training and competition.  Getting involved on the ground floor of something is always risky, because you are never certain that your crystal ball is totally clear.  Certainty will only come in hind sight, and by then the ground floor will be long gone. 

As long as there are people and horses, people will want to be involved with horses. Inevitably, this will lead to equine related businesses and equine employment.  Success will come to those who choose the right ground floor to get in on. 

What do you think?  Leave me a comment.

Equine Employee and Independent Contractor - Which is Which?

Have you ever run across someone who says they are avoiding employment taxes by hiring their people as contract labor? In most such cases what they are doing is illegal. Aside from you and your family, there are two types of workers on your farm, employees and independent contractors. You do NOT get to choose how you will treat your workers. Federal law makes the choice for you. The question of who is an employee and who is an independent contractor is a matter of law. Internal Revenue Publication 15, The Employer's Tax Guide, says in part: "Generally a worker who performs services for you is your employee if you have the right to control what will be done and how it will be done." Most every farm employee falls into this category even if you give them a certain amount of freedom to make decisions. "Generally, people who are in business for themselves are not employees." Your vet and your farrier are probably in business for themselves and are not employees. They are independent contractors.

Treating workers who are employees under the law as independent contractors is illegal and can result in large fines. Consult IRS Publication 15 for more details. Paying employment taxes is not that hard, and it does not cost a great deal. Besides, it's the right thing to do.