The move toward increased automation in agriculture
In many parts of the U.S., farms face a shortage of qualified workers, often leading people to think about ways high-tech machines can do key jobs and tasks.1 Automated technology includes robots, tractors, feeders, milkers, harvesters, weeders, and other equipment that can operate without the need for a human to be constantly monitoring and supplying physical or mental effort. Increased automation technologies take out some of the drudgery that has long been associated with farm work.
Some of these devices have been around for a decade or even more. An example of a more mature automation technology is autosteer on tractors or other devices that can add value through sensors, automatic controls, and other technologies like precision crop production or automatic feeding systems that can recognize an individual animal and meter out a prescribed amount of feed. Automated systems often allow the farm operator to monitor and control conditions, start, or stop operations, or fine tune the work through a smartphone or other wireless connection.
The progression toward automation is partly based on a shortage of workers, but it is part of a natural progression. From 1950 to the 1990s the number of people involved directly in farm work decreased by more than 70%.2 Productivity and efficiency increased dramatically in this time. Agricultural automation is a fast-growing sector of our economy—currently at $22B annually and rising by 13.7% yearly.3
Switching from work that is heavily dependent on people—whether it’s you, family members or hired employees- is complicated and perhaps even a bit scary! There are readily apparent issues connected to the affordability of new technologies and their impacts on the economic bottom line. But in addition, there are other critical questions related to workers.
Critical labor questions for farm operations
- How do we effectively engage workers today as we consider automating specific jobs in the future?
- How will the need for human labor evolve?
- Is our goal to eliminate jobs, or to enhance productivity and efficiency with our current workforce?
- What opportunities will arise for farm workers as we transition from a heavy dependence on manual labor and operation to machines, robots, and autonomous equipment?
- What skills and knowledge will the remaining workforce on the farm need in the future?
- What can we learn from other industries that have already undergone automation transitions??
- How can we implement automation changes on the farm in a way that minimizes fear and helps achieve the desired outcomes?
- Can technology make agricultural jobs more appealing to younger generations of workers?
- What support does the farm provide to employees who are no longer needed in finding a new job?
Build skills and engage workers today for tomorrow’s changes
Regardless of your plans related to investments in automation, working on your skills today as an employer is always a great idea—it will pay dividends. You will ALWAYS need workers. Programs like “Becoming the Employer of Choice” can be beneficial.4 A critical best practice of great employers is constant communication with your workforce through weekly or monthly meetings, newsletters, and an open-door policy.
As you begin to contemplate technology and automation changes, explain your goals. Talk about benefits and opportunities for workers. Be transparent and honest and encourage people to ask questions and provide ideas and input. Realize that adding new, highly automated systems on some farms may not change the number of workers needed. But the required skills will change. The key is to get workers involved in the transitions you may want to make. In a 2022 conversation on engaging farmworkers in technology adoption, California-based Hernan Hernandez, Farmworker Foundation Executive Director, reminded producers that experienced farm workers often know the ins and outs and details of the operation more than anyone. They know the nuances of each animal, the fields, the terrain, and how things work (or don’t work). Hernandez said, “we would want to see more farm workers being included in the discussions so that therefore we can produce better technology…”5
How will labor needs change?
In some cases, producers have a vision of “automating” that eliminates the need to hire and manage workers. This vision is unrealistic. You may sometimes end up with a smaller or similar number of workers, but they will be doing different tasks. In cases where farm technology adoption results in no changes in the number of workers, ideally, efficiencies and production outputs might dramatically increase. Automation and the move toward high-tech create new roles for farms—for example, milkers may become robot operators or automation technicians. These shifts will require additional training and skill-building. Seek help and advice from other farm owners and managers that have made transitions.
Moves toward technology can open new opportunities for “career growth” for farmworkers. As one dairy producer indicated in a webinar on automated milking systems, “I want my employees to see that there’s a career path…that they can start on the milker…and get to the point where they can become a robot operator…a tough enough job, but…desired position on the farm.” 6
Technology vendors can help identify the tasks and skills needed in transitions to new systems. Additionally, with many types of new tech, like robotic systems, you should consider the technical support personnel from your vendor as a “virtual” part of your workforce. Ensure you have quick access to qualified tech support and that other trusted customers can verify your supplier’s technical support responsiveness and reputation. If there is an added cost for technical support in the first few months after startup or ongoing basis, be clear on those costs at the various levels and tiers of service. Consider getting additional advice on transitions from educational institutions, consultants, online training, Extension, peers, and other sources.
What are the “new” opportunities for tomorrow’s workforce on farms?
A transition to automated systems, robotics, and equipment presents potential opportunities for experienced and committed workers. Working as a technician, operator, or other “tech-based” position can increase job satisfaction. In the early phases of a transition, there are many opportunities to learn from vendors and their service personnel. One leading producer said, “You get more and more practice if every time the technicians come out (you) roll up your sleeves (and) get out there with them and help them…you’ll learn.”7
Some jobs created in technology transitions may be more attractive to your workforce based on pay. As you automate, some once dangerous tasks can be made safer or far less monotonous and boring for hired workers. Workers sometimes stay with an operation for years or even decades. For those workers who know your operation inside and out, technology transitions can be a strategy to help you to retain them. This strategy requires trust, ongoing communication, and workers’ deep involvement in change processes so that they clearly understand and can help shape pathways to the future.
What skills will tomorrow’s agricultural workers need?
Over time, replacing manual labor with automation will require skills related to operating and maintaining equipment, machines, and other technologies. Workers will need problem-solving skills and the ability to troubleshoot when occasional failures, breakdowns, or other unexpected events occur. On dairy or livestock farms, an understanding of animal behavior will be required in addition to tech knowledge. Those responsible for operating, servicing, and troubleshooting new machine forms will need to be proficient with “digital technology.” Many workers have a head start if they are proficient with their smartphones, but they will also need the confidence to follow instructions (such as on a control panel) or go to a website to look up technical information, failure codes, and troubleshooting flowcharts. One activity that can help farms make transitions is to “map” out the skills and competencies that current workforce currently has against the future needs associated with the new types of systems you are evaluating.8
Ideally, workers in these new systems will develop the ability to understand, interpret, and act on data from machines, robots, and computerized systems. They will need to be open to learning, eager to adapt, and willing to work in a team. Don’t make assumptions based on a worker’s age – our research has shown that older farm operators/employees may be less likely to “adopt” and embrace new technologies.9 This hesitancy to embrace new forms of tech is based on their comfort levels and past experience. However, older workers who have gone through multiple workplaces or even “life” changes may be more able to adapt and adjust throughout the change process.
What labor lessons can agriculture learn from other industries?
While much of the information presented in this article sounds optimistic, transitions toward technology in other industries can be challenging. While you may or may not need as many workers, their roles and skills will differ. For those who are highly resistant to change, fostering open communication, actively engaging them, offering new opportunities, and highlighting the positive benefits may be effective. But, in some cases, workers may need to be encouraged to find other employment. Maintaining positive relationships throughout this process is critical. Good farmworkers can find employment elsewhere through your networks and connections.
Approach this as a “human-centered” automation process. That is, the move toward technology will complement and enhance your workforce—it’s a mistake to think you will totally replace people. To begin this, start planning and thinking about workforce transitions as early as possible. Early planning will help you map out the skills needed and allow for the required early training and educational resources. It also gives workers as much input as possible, which will help ensure success.
How do we make changes in a way that has desired impact?
Introduce technology gradually and purposefully if possible while regularly communicating the value and goals of this technology adoption. This deliberate approach lessens the shock and chances of being overwhelmed for all involved in the operation’s work. In some cases, consider running “conventional” and automated systems in parallel. This allows you to evaluate the changes in comparison to the “old” ways of doing things, and it also allows workers to see the benefits of the changes you are making.
Be patient with workers—these changes take time, and the skills needed to move toward highly automated or robotic systems will require a great deal of learning and communication. In one case, the ARM Agricultural Robotics Institute showed that training new workers takes about 200-300 hours to achieve high operational proficiency.8
Automation is not entirely stress-free—it may reduce physical strain but can increase mental stress. Consider conducting a workplace personality test to identify strengths and key traits suited for the new role. Look for individuals who excel in adaptability, attention to detail, stress management, and data analysis, among other essential skills.
Be realistic when doing the economic analysis related to a technology transition. Most producers know you need to consider equipment costs, interest rates, energy costs, repair and maintenance, and other expenses. But, you also need to be highly realistic in evaluating labor costs. This analysis includes estimating the number of “hours saved” by adopting technology and knowing you may end up paying a higher hourly wage based on the upgraded skills needed and the supply of workers available.
Finally, always think about a “worker first” approach. Regardless of your changes, you will still need great people. Develop your skills from a people management perspective and create that positive reputation that will place you ahead as this industry continues to change and evolve rapidly.
References
- Martin, P., & Hooker, B. (2024, April 4). Farm labor issues in the 2020s: Summary report. The Gifford Center for Population Studies, University of California, Davis. https://gifford.ucdavis.edu/events/past/april-4-2024-farm-labor-issues-in-the-2020s/farm-labor-issues-in-the-2020s-summary-report/
- National Academies of Sciences, Engineering, and Medicine. (2024). The future of agricultural biotechnology: Making innovations available for smallholder farmers in low-income countries. The National Academies Press. https://www.nationalacademies.org/documents/embed/link/LF2255DA3DD1C41C0A42D3BEF0989ACAECE3053A6A9B/file/D8083FE9E6819ED430E92DA48DFBF45D26B943572263
- Grand View Research. (2024). Smart agriculture market size, share & trends analysis report by type (precision farming, livestock monitoring, smart greenhouse, and others), by application, by offering, and segment forecasts, 2024 – 2030. Retrieved from https://www.grandviewresearch.com/industry-analysis/smart-agriculture-farming-market
- University of Wisconsin-Madison Division of Extension. (n.d.). Becoming the employer of choice. Farm Management Program. Retrieved February 24, 2025, from https://farms.extension.wisc.edu/programs/becoming-the-employer-of-choice/
- Hernandez, H. (2022). Impacts of Ag Technology on Farmworkers [Speech]. FIRA – World Ag Robotics Forum, Fresno, CA.
- Endres, M., & Salfer, J. (2021, October 21). Robotic Milking Edition – Episode 20 [Video]. UMN Beef and Dairy. 30 Minutes: Robotic Milking Edition. https://youtu.be/uJ11RINBiYA.
- Endres, M., & Salfer, J. (2021, November 18). Robotic milking edition – Episode 11 [Video]. UMN Beef and Dairy. 30 Minutes: Robotic Milking Edition. https://youtu.be/UQ1KzaDO9cM
- Tiffany, T., Tejbir, T., Ivan, I., Krish, K., & Aaron, A. (2025). Embracing automation in agriculture: A workforce development strategy for the future of farming. REC Foundation. Retrieved from https://challenges.robotevents.com/uploads/0025185_original.pdf
- Drewry, J. L., Shutske, J. M., Trechter, D., Luck, B. D., & Pitman, L. (2019). Assessment of digital technology adoption and access barriers among crop, dairy, and livestock producers in Wisconsin. Computers and Electronics in Agriculture, 165, 104960. https://doi.org/10.1016/j.compag.2019.104960
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