David Homer: ‘Succession is not a subject for tomorrow – it’s for today'

David and Jane Homer have long been aware of the challenges that succession planning could bring. Jane recalls discussing the future of their farm when their children were just teenagers, recognising that the business would need to expand if all three of their children decided to pursue farming.

Growing the business

Today, Homer Farming is a thriving enterprise that includes an arable unit and two dairy farms in Wiltshire, as well as another dairy site on the Isle of Bute. The business operates across about 1,300 hectares (3,200 acres) of tenanted land and manages around 1,200 Holstein Friesian dairy cattle, along with 650 youngstock. The family's forward-thinking approach to succession has allowed each of their children to find their own niche in the industry.

David and Jane have never assumed that their children would want to become farmers or be part of the business. 

Instead, they've allowed their children's interests and passions to guide their involvement in the farm, letting them all make their own choices, but ensuring there’s a place for them in the business if they decide that’s what they’d like to do.

David says: “We’ve never assumed or taken for granted that they’ll want to become farmers or want to be part of the business. It’s just naturally evolved.”

 

Business allowing everyone to have their own projects

The Isle of Bute farm is a testament to the Homers' commitment to providing their children with opportunities to manage their own projects. Their oldest son, Chris, and his wife Katie, were eager to start their own unit and, despite the challenge of moving to a unit hundreds of miles away from the rest of the family operation, they leapt on the opportunity to take on a farm tenancy on the Isle of Bute.

Meanwhile, David and Jane’s other son, Geoff, has taken on increasing responsibilities at the home farm in Wiltshire, managing the day-to-day operations and planning for the future. And, having fond memories of his own childhood on the farm, he's clearly taking a lot of joy from sharing this experience with his own children.

He says: “I don’t see farming as my job. It’s my lifestyle, my hobby, yeah, it’s a passion.

“I now get the privilege of seeing my children joining me with bits on-farm.”

David and Jane’s daughter Anne had long said she didn’t intend to work in farming, even she found herself drawn back to the industry. 

“I was so adamant in my teen years that I was never going to be a farmer and I didn’t ever mean to start being employed by my parents,” says Anne. 

“But I will always remember my brother, Chris, shouting to me from upstairs that I needed a job, and I had to throw my wellies on to come feed the cows with him. 

“Amazingly, I absolutely fell in love with it – being outside and with the cows. And it all kind of started from there!”

During the pandemic, she set up a small milk yard business, selling milk and milkshakes direct to consumers using vending machines imported from Italy. 

The enterprise quickly became a success, with customers waiting for hours during the pandemic, so much so the operation has now grown to also sell hand-made ice cream, eggs and cold-pressed rapeseed oil.

 

Open communication crucial to effective planning

Having been keen to grow the business to allow their children – and their partners – to grow into it more if they chose to, David says none of those efforts would be worthwhile if they hadn’t got one other core ingredient right, communication.

"We’ve always naturally talked about and been transparent about succession within the family," David says.

This openness has allowed the family to discuss their aspirations and ambitions, ensuring that everyone is on the same page.

The role of facilitators in succession planning

Getting the balance right when it comes to planning the future of the business isn’t always easy. It's really important to recognise that everyone involved in the business might have a different vision for its future, with their own ideas on their own direction in it.

As such, the Homers have sought the help of facilitators to guide them through the succession planning process. These facilitators, including accountants and business consultants, have provided valuable insights and helped the family outline the business and financial aspects of succession.

More importantly, they've addressed the personal side of the process, ensuring that everyone feels heard and understood.

David says: “The facilitator has spoken to each of us one-to one and that’s given us the chance to say anything that we might not have wanted to say in front of anyone else – another family member. It’s ensuring that we all do understand each other, rather than just making assumptions.

“Facilitators have helped us move things forward and point out some timelines. Sometimes we might have been a bit behind the curve, and they suggested when we might need to make some decisions.” 

Importantly, these third-party facilitators have also helped improve communication in the family and with their staff, which has been crucial for the smooth operation of the farm and helped give the existing staff confidence in the continuity of their roles in the business too.

 

Embracing the future

As David and Jane begin to step back from the day-to-day management of the farm, they're finding new joys in seeing the business develop. 

David says: “It’s incredibly rewarding to see the next generation growing and managing the business so well. 

“They’re all in their 30s, so it’s their time to be farming and getting involved in the business. And it's time for me to start slowing down. It’s incredibly rewarding."

Geoff echoes this sentiment, emphasising the importance of formalising their plans for the future.

“We know what the future holds; we’ve just got to dot the i's and cross the t's, get it in writing, and get it across the line,” he says.

Advice for other farming families

Communication is clearly absolutely crucial to starting succession planning off right, and Geoff recognises that’s not always easy, but there are steps farmers – of all generations – can take to make the first move.

“What I’d say to any farmers who are struggling to get started with succession planning is, have a coffee or a beer and talk about it. Nine times out of 10, both of you are thinking about it, but you’re both waiting on someone to make the first move.

“Talking is important – you just need to talk," he says.

Never too early to start your own plan

Open communication, thoughtful planning and adaptability have all been crucial to the Homer family's approach to succession planning.

And while some farmers and growers may feel it's a difficult subject to tackle, David adds that there’s a real need to start these discussions early.

“It’s not a subject for tomorrow – it’s a subject for today,” he says.

“You’ve got to do it because the longer you leave it, the harder it will be.”