Australia’s primary industries are gearing up for a standout year. 

With ABARES forecasting record production and export values across agriculture, fisheries and forestry in 2025–26, the opportunities are endless. What will set your agribusiness apart from the rest will be your team. From people-capable leaders to skilled operators, a cohesive team is your golden ticket.

To help you make the most of the momentum of the first half of the financial year, we've put together a guide to our advised workforce priorities. Producers and agribusinesses should start to hone in on their team now, so that you can hit 2026 with momentum.

Secure Critical Capability Early

Lock in peak-season talent: Confirm returning operators and supervisors by quarter-end; issue early offers for header/chaser operators, spray technicians, station/overseer roles, diesel mechanics and grain site supervisors.

Build bench strength: Create relief pools for livestock handling, QA and maintenance; develop temp-to-perm pathways for proven seasonal staff.

Map your risk roles: Identify single-point-of-failure positions (farm managers, mill supervisors, export documentation, feedlot animal health) and secure succession plans.

Strengthen Retention And Your EVP

Competitive, transparent remuneration: Benchmark base pay, allowances and incentives, making sure you align with current market movements to attract or retain the best talent.

Rosters that work: Offer predictable shifts, RDOs and harvest load-up/down plans to manage fatigue and retention.

Housing and relocation support: Clean, safe accommodation, fuel allowances and family relocation assistance remain decisive in regional candidate attraction.

Career pathways: Document progression (operator to senior operator to 2IC to manager); recognise skills acquisition with pay steps and titles.

Safety and well-being: Invest in WHS leadership. Mental health support and well-maintained equipment are your most powerful retention tools.

Invest In Leadership At Every Level

Micro-credentials: Ensure you're helping your staff and business by providing targeted certifications (HACCP, Freshcare, ChemCert, loader/forklift, NHVR/CoR).

First-line leaders: Equip managers and 2ICs with coaching, performance conversations and roster planning skills.

Change leadership: Support rollouts of new equipment, software and site layouts with clear communications and short, sharp training.

Upskill teams: Focus on precision ag tech and cross-training to create versatile teams with broad skillsets.

Culture and accountability: Set simple, consistent rhythms. Daily huddles, weekly plan-on-a-page, monthly KPI check-ins, etc...

Succession Planning And Regional Pipelines

Talent mapping: Identify internal successors and external targets for manager, head stockperson, maintenance lead and QA roles.

Mentoring and co-piloting: Pair emerging leaders with experienced operators; share responsibilities during peak seasons to accelerate learning.

Ownership pathways: Explore share-farming, profit-share or equity-linked incentives to retain top regional talent.

Metrics That Matter

• Time-to-fill and time-to-productivity for critical roles
• Voluntary turnover and return rate of seasonal staff
• LTIFR/TRIFR, fatigue breaches and audit pass rates
• Training hours per FTE and cross-skill coverage
• Machine utilisation, unplanned downtime and rework rates
  

2025–26 is a year to build capacity, not just fill gaps. If you’re ready to strengthen your workforce for safety, productivity and growth, talk to The Lucas Group. We’ll help you assemble the team that turns a record outlook into a lasting advantage.