February 2026 NEBRASKA CATTLEMAN 39 initial turnover after three to four years, he knew something had to change from the way things had always been done in order to keep employees long term. “Honestly, it’s about a five-year training period for diversified ag operations,” Pribbeno says. “So I went back to the drawing board, and I’ve done a couple of things to retain the staff that I have. One of those is generous paid time off time. My main managers will take five to seven weeks off annually, which doesn’t include Sundays. Everyone is very busy, so it’s important to give them time off the ranch.” Pribbeno said that 65- to 70-hour workweeks seem more manageable when his employees know that they have an entire week off to look forward to. He acknowledges that his operation is uniquely structured, but knows that is why his employees have been loyal after so many years. “Ag wages have sure increased here post covid. My dad used to be able to pay a guy $1,000 a month, put him up for room and board and have him come work at the ranch for 20 years, and that is definitely not the case anymore,” Pribbeno explains. “Labor is scarce, and the leverage has shifted more in line to benefit them. But I’ve got six-and-a-half employees, and when that dwindles to three or four, it puts stress on my family. So I am highly, highly incentivized to keep the team together.” As the beef industry continues to evolve, the solutions for labor shortages do as well. Whether you are looking at bringing foreign guest laborers in to help with seasonal work or revamping your current employee structure, talking to friends and neighbors may lend you some creative insight. “There’s no perfect situation when it comes to labor,” Kemp says. “With all employees, you’ll have good and bad experiences. I think it’s just a matter of finding what works for you. But you ultimately cannot do agriculture in this country today without the H-2A program.” For more information on H-2A temporary ag workers, visit: https://flag.dol.gov/programs/H-2A. ~NC~
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