Every year, The Scoop surveys its readers who are managers at ag retail businesses for insights on the salaries and benefits for two key roles: sales agronomists and applicator/machine operators. You can dive into the data and see how it reflects your own experience with your team.
Beyond the data, we asked respondents about what employers think retains people and what actually drives candidates away. There’s an interesting contrast: The top loss reason was hours/work-life balance, but the top retention tool cited is pay and benefits, suggesting there may be a gap.
TOP 5 REASONS COMPANIES LOSE CANDIDATES:
Hours and work-life balance — This is by far the most common concern. Long and unpredictable hours, especially in spring/summer peak seasons, are a major deterrent, particularly for younger candidates seeking a traditional schedule.
Benefits and compensation (non-salary) — Health insurance costs, retirement, bonuses and perks like company vehicles and equipment came up repeatedly as competitive gaps versus cooperatives or larger retailers.
Management and company culture — Politics, slow decision-making and poor management were cited as culture-level pushes that drive candidates elsewhere.
Location and geography — Being in a rural area, long commutes and candidates’ preference for local opportunities were consistent friction points, especially for independent/small operations.
Career growth and industry perception — Candidates (especially younger ones) perceive independents as having limited upward mobility compared to co-ops or national retailers, and some are simply leaving ag retail altogether.
TOP 5 BEST RETENTION TOOLS TO KEEP VALUABLE TEAM MEMBERS:
Competitive pay and benefits — The most cited tool, including salary, health insurance, pensions, profit sharing and bonuses. Many respondents specifically noted the importance of keeping up with co-ops and larger competitors.
Family culture and workplace environment — A strong second. Being a family-owned or family atmosphere business is seen as a genuine differentiator from corporate ag retailers, and many lean into that identity as a retention advantage.
Respect, recognition and communication — Employees who feel heard, valued and appreciated. This included active listening, consistent recognition, honest communication and avoiding micromanagement.
Flexibility and work-life balance — Seasonal flexibility, time off when needed and autonomy were highlighted, often framed as something a smaller independent can offer that a larger company cannot.
Equipment, tools and modern facilities — A smaller but notable group cited updated equipment and clean facilities as a tangible perk that signals investment in employees’ day-to-day experience.
Note how pay and benefits are the highest-ranked retention tool, which underscores the importance of benchmarking your position with the data from your peers.
