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Understanding What Drives Engagement: Insights from Young People in Agriculture

Writer's picture: Claudia MitchellClaudia Mitchell

I’ve been reflecting on a survey I recently put out to young people in agriculture.


With over 100 responses (and counting!), I’m seeing clear themes and patterns emerge that highlight what keeps people engaged—and what risks disengagement. These insights are too valuable not to share, so here’s a theory that ties directly to what respondents have shared, in their own words.


Herzberg’s Two-Factor Theory helps us make sense of these themes. It divides workplace satisfaction into two critical groups:


Hygiene Factors: These are the basics. They don’t motivate people to do great work, but if they’re missing, dissatisfaction will creep in.


Examples include:

  • Fair wages and reliable pay schedules.

    💬 “Transparent communication about pay and benefits. Employees need to know what they are getting paid and when, without having to chase up payments.”

  • A safe, functional working environment.

💬 “Have a clean and maintained operation.”, "Having the right tools and resources makes me feel like my time and effort are respected."

  • Good workplace relationships

    💬 "Having a manager who listens and communicates clearly makes the hard days easier."


Hygiene factors are the foundation—they don’t spark engagement, but without them, dissatisfaction takes place.


Motivating Factors: These are what truly drive engagement and satisfaction. They’re what make people want to go the extra length and stay for the long haul.


Examples include:

  • Opportunities to learn and grow.

    💬 “Career growth opportunities and professional development are key. I want to see a clear pathway to progress in my role and the chance to gain new skills.”

  • A sense of purpose—knowing your work matters.

    💬 “Having a strong sense of purpose in my work is what keeps me going. Knowing I’m making a difference motivates me every day.”

  • Recognition for effort and contributions.

    💬 “Appreciation. A simple thank you goes a long way, especially when I’ve gone above and beyond.”


Motivating factors are what make people feel valued and inspired to go the extra mile. They create emotional connections to work and build loyalty.


How can this apply to your workplace?


As employers, leaders, or colleagues, it’s worth asking ourselves: Are we being intentional in how we address both hygiene and motivating factors in our workplaces?

  • Are we providing the basics that prevent frustration?

  • Are we creating opportunities for growth, recognition, and purpose?


The survey responses clearly demonstrate how these factors play out in real workplaces. Supportive relationships, opportunities for growth, and purpose-driven work repeatedly emerged as priorities for young people in agriculture. These findings underline the need for employers to be intentional about balancing hygiene factors with motivators to create a thriving workplace.



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