Building the next generation of leaders is the key to any successful dealership. That leadership journey can start during a recruit’s education as an internship opportunity. More and more dealerships are offering precision farming internships to both high school and/or college students to give them a taste for what working at a dealership entails.

Finding good employees — and retaining them — is a challenge for all farm equipment dealership departments, but it is particularly challenging for the precision farming department where burnout rates are high.

Most issues within a precision business are caused by non-implementation of what you already know, and that’s why it’s important to have a checklist to print out, take home and check off, what you’ve done and to determine what you haven’t done.

Recruiting outstanding employees is one of the many challenges precision dealers face in today’s job market. Having the best employees can make a huge difference with forging positive long-term relationships with both current and potential customers.

Even as precision farming becomes more specialized, it’s also become increasingly global, as dealers from around the world can draw on each other’s expertise and experience to troubleshoot and problem-solve.

Attracting farm customers can provide an initial influx of precision profit for dealerships, but it’s the subsequent service that keeps farmers coming back to create a recurring source of revenue.

So what are the most effective methods for maintaining productive, profitable employees? Our editors compiled experience-based advice from North American dealers of all sizes and brands on how to develop a stable, successful and loyal precision farming staff.