A group of farmers recently met at a peer group facilitated by my colleague Dave Bryden at UnCommon Farms. During the two-day gathering, the group tackled a topic that hits home for many family farms:
“How do we create an environment our kids want to come home to?”
Almost all of them hope at least one child will return home to continue the family legacy. However, it has to be their choice rather than an obligation or expectation. The real goal is to shape a farm culture that attracts the next generation because they see opportunity, purpose and balance there.
Here are key takeaways that emerged:
Connect early and often
Involvement builds belonging. Farmers shared the value of including kids in business meetings, even in small ways, and holding regular family meetings so they understand how the operation works. The key is to start early - help them feel connected to the business long before they’re old enough to run it.
Encourage them to ask questions, attend meetings, and sit in on conversations with your lender, agronomist, or landowners. As they mature, involve them in decision-making and leadership roles. The more they see themselves as part of the team, the more likely they’ll picture a future there.
Model healthy communication
Several participants echoed the importance of transparency. One farmer put it perfectly: “Communicate both the vision and the plan.”
That means being open about the farm’s financial picture, long-term goals and challenges. It also means creating space for kids to share their ideas and perspectives. Trust is built through open dialogue, not assumptions. When families communicate clearly, the next generation feels informed and empowered rather than left guessing about their role.
Empower through responsibility
Kids don’t come back to “just work” - they come back to make a difference.
Give them responsibility early and let them take ownership of something specific: managing a field operation, leading a team meeting, or handling a relationship with a supplier. One farmer mentioned putting his son in charge of mowing when he was young, not because the job was important, but because it built pride and accountability. Small responsibilities can grow into leadership opportunities.
Live work/life balance, don’t just preach it
One of the most revealing discussions centered on work/life balance. Many younger adults hesitate to return to farming because they’ve seen the toll long hours, and stress can take on family life.
If the next generation sees their parents constantly overworked and burned out, it’s hard to convince them that farming offers freedom and flexibility. Modeling a healthier balance such as taking time off, delegating tasks, and enjoying family activities can show that agriculture can be both fulfilling and sustainable.
Create a clear path back
Wanting to come back and having a defined path to do so are two different things. The group discussed the importance of having structure around how and when a child can return to the operation.
That might include: requiring off-farm work experience for a set number of years; defining how equity or ownership will be earned; setting up a vesting schedule for ownership or profit-sharing.
Structure provides clarity and protection for both the parents and the child. It turns good intentions into actionable steps. I am working with one farm in this group to create a “return to farm” understanding which they will share with their junior generation. In this family agreement, the senior generation encourages secondary education and experience off the farm for at least 3-5 years.
Remove barriers
Though this conversation often leads to a discussion of incentives, Dave challenged the group to think about what might discourage their kids from returning. If a child doesn’t enjoy the mechanical side, hire a mechanic. If they dislike accounting, outsource it.
Sometimes, creating the right environment isn’t about adding more - it’s about removing the obstacles that make farm life feel overwhelming or mismatched with their interests.
He also encouraged families to be honest about what might need to grow to make space for another generation - whether that’s acres, livestock, or even additional business enterprises. In the ‘return to farm” agreement noted above, the senior generation encourages the next generation to bring new business ideas back to the farm.
Final takeaway
Succession planning is about more than transferring assets. It’s about transferring opportunity, purpose and a new generation of leaders.
Creating an environment your kids want to come home to means building a farm culture that values family, growth, and balance. When the next generation feels connected, empowered, and respected, they’re far more likely to see a future on the family farm - not because they have to, but because they want to.
Downey has been consulting with farmers, landowners and their advisors for nearly 25 years. He is a farm business coach and manager of succession planning at UnCommon Farms. Reach Mike at mdowney@uncommonfarms.com.