Defining Culture to Transform Your Farm Business

As your farm business grows, you quickly realize you can’t do everything yourself. Success depends on empowering your team — not just with tasks, but with clear expectations and shared values. You need to build up those around you to accomplish what you thought only you could. That’s where company culture comes in: it’s the foundation for how your team works, communicates and succeeds together.

What Is Company Culture?

A healthy culture empowers employees to do their best work and communicate openly. It’s not about fear or rigid control, but about fostering respect, passion and a sense of purpose. Jennifer Voss, Business Consultant with Elevate LLC and The Voss Group, says, “The most valuable asset you have as a business owner is people. There’s only so much money you can pay a person to get them to stay in an environment where they aren’t thriving.”

A strong culture means employees are passionate about their work, they feel they’re making a difference and are encouraged to grow. It’s the invisible force that shapes how decisions are made, how coworkers collaborate and how challenges are met.

Defined culture also encourages open communication. Employees feel empowered to hold each other, and even management, accountable. This creates a more collaborative and resilient workplace.

Four Steps to Define Your Culture

1. Select and define your core values.

Start by identifying the traits of your best employees — punctuality, initiative, positivity, curiosity or a willingness to challenge the status quo. These should be actionable and measurable, not just feel-good words.

2. Teach and reinforce these values.

Make your values visible and part of everyday conversations. Use meetings, signage and regular feedback to reinforce what matters most.

3. Give real examples to make values tangible.

Define each value with specific behaviors. For example, if “Choose Joy” is a core value, it might mean greeting every visitor with a smile.

4. Hold everyone accountable to these standards.

Accountability is key. When someone falls short, connect the issue to the relevant value.

Culture in Action: Real-World Examples

At Sunnyside Farms, a large dairy in New York, core values guide daily operations. Instead of enforcing endless rules, management uses values like “Respect” to address issues. If someone is late, it’s not just a tardiness problem — it’s a respect issue, because coworkers are affected.

When Employees Don’t Fit

Not everyone will embody every core value, but most can grow with coaching and support. Use your values to identify strengths and areas for improvement. However, if someone consistently resists the culture, even after support and coaching, it may mean they’re not the right fit for your team. Address these situations with honesty and care to maintain a healthy environment. It’s not about technical skill alone — attitude and alignment with values are equally important.

Continual Evaluation

Culture isn’t built overnight. It takes time to define, implement and refine. Evaluate regularly:

• Are leaders and employees working well together?
• Are you attracting and retaining great people?
• Are your values visible in daily actions?

Recognize those who embody your values and use feedback to keep improving. Retention and recruitment are strong indicators — when people are proud of where they work, they stay and help attract others who share your values.

Why Culture Matters

Investing in culture means investing in your people. A well-defined culture is more than words; it’s a living framework that guides daily actions and decisions. It drives satisfaction, growth and long-term success. When your team is aligned around shared values, everyone can contribute, grow and find meaning in their work.

This blog is a synopsis of a larger Financial Partner article. For the full article, read the Fall 2025 issue’s cover story, here.