The most important factor in creating a successful farm apprenticeship is good communication! Communication not only supports the flow of information, teaching of skills, and ensuring workplace safety, but builds an employer-employee relationship founded in trust, respect and caring. Both parties have a responsibility to maintain good communication on the farm.
Some ways to support good communication on your farm:
- regular check-ins or farm meetings (ideally at the same time each week)
- farm maps or white boards with task assignments
- standard operating procedures or guidelines
- communication apps like WhatsApp or group texts for your team
Sometimes, communication goes south. Sometimes, disagreements happen; people get exhausted, patience runs out and stressful situations occur on the farm and conflict arises. Having some tools for how you show up in conflict is important.
Conflict can feel messy and uncomfortable but, it is unavoidable and can be an opportunity for good change. Often conflict is simply pointing out that our needs (emotional or physical) are not being met. Addressing conflict is an opportunity to clarify assumptions, understand motivations or expectations and learn how to prevent tensions from escalating in the future.
When we are stressed, the central nervous system goes into flight, fright, freeze / please or appease. It’s a survival mechanism that we are born with to protect ourselves from harm or danger. We commonly deal with stressful situations and circumstances that can feel threatening to our emotional safety and well-being, even though they might not be a life-or-death situation.
Depending on the context of the situation, or how we are feeling in the moment, we may not handle conflict with ease if we are under stress. Knowing your own needs when you are under stress and communicating these clearly before conflict arises can help your apprentices understand what to do in the moment. For example, you could preface harvest days as higher stress days on the farm and explain that discussing plans ahead of time as a team is crucial for managing stress on the day of.
It can also be helpful to reflect on what practices help ground you when you experiencing conflict so that you can get out of these stressful states and approach the situation in a clear, respectful and confident manner.
Furthermore, non-violent communication models suggest:
- kindness and timeliness almost always helps diffuse a volatile situation
- rather than blaming others, use “I” statements (“I feel ______ when this happens.”
- focus on the behaviour, not the person
- find the wish or request under the criticism and express that
- validating the other person’s experience
- consider what I might be doing that might contribute (even a little) to making the other person feel unsafe
Having Difficult Conversations in Farm Settings
On farms, difficult conversations often relate to work expectations, communication breakdowns, fatigue, housing arrangements, or safety concerns. Employers can use these adapted steps in coaching apprentices. If needed, a 3-way conversation with your coordinator leading this difficult conversation may be helpful.
1. Reframe the Problem → “We’re solving this together.”
Instead of framing issues as you vs me, help apprentices see “the farm and learning environment vs the problem.”
Example:
Not: “You aren’t meeting expectations.”
Instead: “Let’s look at what’s getting in the way of your success here.”
2. Remove the Need to ‘Win’ the Conversation
Competition or defensiveness blocks resolution. Emphasize that the goal is mutual clarity, safety, and sustainable working conditions, not assigning blame.
3. Create Psychological Safety
Farm apprentices may fear conflict because their job, home, and learning environment are intertwined.
“I want you to succeed here, and this conversation is about supporting that.”
4. Lead With Curiosity, Not Assumptions
When employers model and coach curiosity, conversations become less adversarial.
Use openers like:
“I’m curious what happened from your perspective.”
“I’m wondering what support you might need.”
5. Choose the Right Time and Environment
Farms are fast-paced; conversations during chores or crises rarely go well.
Avoid addressing issues when emotions run high or work is urgent
Schedule a brief check-in when both parties are regulated
Give apprentices advance notice so they can prepare
Giving Effective Feedback
Feedback on farms must balance production needs, emotional safety, and learning.
Plan what needs to be said; avoid emotional “in-the-moment” correction.
Focus on the behaviour, not the apprentice’s character. Clearly state the expected behaviour.
Maintain a 2:1 ratio of positive to corrective interactions. Apprentices are more responsive when they feel valued.
Provide feedback one-on-one—never in front of other workers.
Building Engaged, Healthy Teams
8 Steps to an Engaged Team
Farm teams are small, intimate, and highly interdependent. Apprentices often live with their employers, making engagement even more critical to retention and safety. These adapted principles help employers in creating a positive learning environment.
- Engagement is an Ethos
Hosts do not need grand gestures—small daily behaviours matter:
Greeting apprentices warmly
Checking in on well-being
Acknowledging effort
- Trust & Respect Start With the Host
Apprentices thrive when they feel respected.
Trust grows through:
Clear communication
Predictable expectations
Fairness and consistency
Psychological safety
- Build From the Bottom Up
Apprentices bring different backgrounds, skills, and capacities.
Adjust training to their learning style
Avoid assumptions about prior knowledge
- Aim for “Mastery,” Not Competition
Some hosts unintentionally compare apprentices (“Previous apprentices did more”).
Instead, employers can encourage a focus on:
Skill development
Pride in learning
Individual progress
- Foster Enjoyment of the Work
Understanding the purpose behind tasks increases motivation.
Try to make time to explain to the apprentice:
Why the task matters
How it fits into whole-farm functioning
How mastery contributes to the apprentice’s long-term goals
- Know Your Team Members
Take time to learn about your apprentice:
Communication style
Sensory or physical needs
Stress signals
Motivators
- Embrace Difference & Challenge
Apprentices may differ in learning pace, confidence, or experience.
Welcome questions
Avoid shaming or impatience
Celebrate diverse strengths
- Connect & Collaborate
Connection sustains engagement.
Try out one or more of these ways to connect:
Weekly 10-minute check-ins
Walk-and-talk debriefs
End-of-day “What went well today?” reflection
If you are struggling with communication on your farm, reach out to your provincial coordinator. They can help strategize on different approaches or even facilitate conversations. You’re not in this alone – we are here to support.
Communication and Conflict Resources:
Quiz: Find out your conflict style – University of Colorado Boulder
Turning Towards Each Other – A Conflict Workbook by Jovida Ross & Weyahm Gadbian
Coaching Model for Behaviour Change
