Understanding the Workload Crisis in the Poultry Industry

The insights gathered from our recent Poultry Live Production Industry survey reveal a startling trend: employees in the poultry industry are expressing significant dissatisfaction with their workload, even over compensation. Over 58% of managers cite long hours and heavy workloads as primary reasons for leaving their positions—outweighing salary concerns.

Workload vs. Compensation: A Shifting Priority

While salary remains a crucial factor, the feedback indicates that for many, the strain of excessive workloads often eclipses the monetary benefits. Workers report feeling drained and unable to sustain their performance, which may lead to higher turnover rates in the long run.

The Stability of the Workforce

Interestingly, a significant majority (74.36%) of survey respondents expect to remain with their current employer for at least another year, with many looking toward retirement as their next career move. This reflects a workforce that values stability and long-term commitment. However, when such a stable workforce begins to cite workload as a major factor in attrition, it indicates deeper issues at play.

The Role of Recruitment in Addressing Workload

From a recruitment standpoint, the trend indicates that disengaged employees are less likely to vacate their positions for minor grievances. Employees tend to endure increasing workloads until working conditions become untenable. This creates a paradox where organizations may not realize the brewing discontent until it culminates in an unexpected resignation.

The Pressure Points in Hiring

The survey notes that some of the hardest-to-fill roles lie in field and flock leadership, indicating a disconnect between operational demands and staffing capabilities. For instance, roles such as Field Service Technician and Flock Supervisor are rated as particularly challenging to fill due to their demanding nature, which often requires professionals to be ‘on-call,’ even if they don’t have an official demanding workload.

Urgency Surrounding Upcoming Retirements

The potential wave of retirements poses a quiet yet palpable urgency. As experienced professionals step back, the industry risks losing institutional knowledge and stability. Without sufficient mid-level talent ready to fill the void, organizations face long-term operational risk.

Adjusting Employer Practices for Long-Term Retention

It’s clear from the survey results that competitive pay is no longer the primary differentiator for job seekers. Instead, candidates are looking for evidence that workloads are manageable and well-distributed, with adequate support systems in place. Organizations that can demonstrate a balanced work-life dynamic are more likely to retain talent and address employee dissatisfaction before it leads to resignations.

Conclusion: A Call to Action for Employers

Employers need to recognize workload as a fundamental aspect of their talent brand. Providing clear structures around support, coverage, and work expectations can mitigate employee turnover and foster a more engaged workforce. Ensuring that job responsibilities are well-defined and manageable is essential for both employee satisfaction and organizational success.

If you’re facing similar challenges in your organization, the detailed findings from the Poultry Live Production Industry Insights survey could offer invaluable insights. For a complete overview of the data to compare your experiences against industry standards, feel free to reach out at Cris@continentalsearch.com.

About the Author

Cris Soronio is a Talent Scout at Continental Search. Since joining in 2023, Cris has swiftly advanced to a recruiter position, specializing in connecting top talents in swine live production roles in North America with leading organizations.