Many of us often wonder if training farm workers is worth the time and effort it takes to perform. As farm tools and technology advance, learning new skills is necessary to perform jobs correctly. However, on many farms, training is an afterthought that is only performed when a problem arises.
On most dairy farms, our goal for training workers isn’t just to give them more knowledge. We ultimately want to drive behavioral changes in the parlor, which results in more efficient milking, improved milk quality, and better udder health. To determine the effect of training on these outcomes, we recently performed a study to measure the impact of training milking technicians on several practical outcomes. We wanted to assess not only workers’ gains in knowledge after training, but also the resulting changes in milking practices and the impact of those changes on udder health and milk quality.
Start with a baseline
This study was done on 16 commercial dairy farms in Michigan and Ohio. Each of the farm owners agreed to have their workers attend a training program about the milking process and a pre- and post-training evaluation of the system. Training sessions emphasized how bacteria cause mastitis, the role of hygiene, the role of both pre- and postmilking disinfection in preventing infections, and the purpose of each step used in milking. Skipping steps in the process was a common issue identified by managers.
The program began with a visit to each farm, where I spoke with the producer to understand their management and identify problem areas. Additionally, I conducted a parlor evaluation to gather baseline information, pinpoint areas for improvement, and customize the training to the specific needs of each farm.
Before the training occurred, we assessed workers’ knowledge of the milking process. We also measured milking efficiency and collected data about the bulk tank somatic cell count (BTSCC) and the number of clinical mastitis cases. All these were measured three weeks post-training to evaluate the impact.
After conducting multiple visits and training sessions, I began to notice recurring patterns and dynamics.
Workers were usually understandably uneasy about being observed by an outsider for the parlor evaluation. As a native Spanish speaker, I found it easier to connect with them by breaking the ice through casual conversations and jokes. After a few minutes, they usually relaxed and resumed their normal routine, allowing me to keep measuring the process to update my presentation based on their specific practices. I would schedule the training for another day, usually during a break between milkings.
Training followed a consistent pattern. The workers demonstrated initial shyness that gradually gave way to engagement. Shyness, while natural in any group, often occurs among farm workers and likely stems from limited exposure to outside trainers and/or a lack of familiarity with the training process. Casual interactions while having lunch or a snack, genuine interest in who these workers are, and emphasizing the relevance of the training to their daily tasks helped create a comfortable environment. Incorporating pictures of their work environment, asking questions about their milking processes, and gently challenging their methods encouraged participation in the training.
The key insights
Most of the 112 surveyed employees were male and native Spanish speakers; about 50% of them had been employed on that farm for 9 months or less. Short tenure is a real challenge in maintaining a well-trained workforce. Employee turnover in participating farms reached 33% in the previous year. Prioritizing efforts to reduce turnover and improve employee retention should be a priority as it can go a long way in enhancing productivity, welfare, and operational efficiency.
Knowledge of the proper milking process improved after training (Figure 1). Based on the pre- and post-training tests, the workers’ correct answers improved from an average of 49% to 68%. While this was sufficient to improve udder health and milk quality, we need to consider if getting 68% of the answers right is an appropriate goal. There are ways to raise this score further. For instance, research across fields has shown benefits of continued training. But ultimately, setting the standard is a decision for dairy managers to make.
I was surprised to learn that most workers did not understand many concepts about somatic cell count (SCC). They did not know what it is, how to interpret it, and could not describe the SCC of the farm they worked on. This is critical as SCC is a key metric they can directly influence. Without this understanding, workers lack the motivation to improve, especially when bonuses are tied to metrics they don’t fully grasp.
A lack of standardized protocols for handling cows with clinical cases of mastitis was a recurring issue. Workers often made inconsistent decisions about cows with abnormal milk, sometimes leaving cases untreated because milk didn’t seem “bad enough.” During the training, we worked with managers to establish clear definitions and protocols. This likely contributed to the immediate rise in clinical mastitis identification and the stabilization of BTSCC trends.
Training was effective in improving milking practices across the board. For example, insufficient teat coverage during post-milking disinfection, which is mostly associated with intramammary transmission of contagious pathogens, dropped from 10% to 6%. Adequate preparation lag time, associated with milking performance, improved from 59% to 85% after training. While 100% compliance may be unrealistic, setting high but achievable goals is the first step for improvement. In any case, producers need to know how their current performance is evaluated and have goals that they consider achievable.
Training farm personnel works on many levels and drives tangible improvements. With the estimated cost of subclinical mastitis ranging from $50 to $150 per case and clinical mastitis between $200 to $500, coupled with tight profit margins, improving udder health by having well-trained people is well worth the effort. In addition to private educators, many states offer training programs through land-grant universities at no cost. Set your goals, engage your workforce, and take the first step toward a more productive and healthy dairy operation.
