For many business owners, the hardest part of running a business is people. Finding good staff who are willing to even turn up, let alone to do the work, pull their weight, and stay the distance is one of the toughest challenges business owners face today.
Too often, new hires look great on paper but turn out to lack drive. Or they last 12-months before moving on, leaving you back at square one. When every hire counts, this cycle is exhausting and costly.
The good news? There are practical steps you can take to attract and keep people who want to grow with your business, not just pass through it.
Step 1: Hire for Attitude, Not Just Skills
Skills can be trained, but work ethic and commitment are harder to build. Shift the focus of recruitment towards finding people with:
• A genuine willingness to learn.
• A track record of sticking with roles rather than job-hopping.
• Values that align with the way your business operates.
Practical tip: During interviews, ask about times they’ve had to persevere or handle tough situations — their answers will tell you more than technical questions ever will. Add in questions or situations as part of the recruitment process to see if they are genuinely serious.
Step 2: Create an Environment People Don’t Want to Leave
Good people stay where they feel respected, supported, and part of something bigger than themselves. That doesn’t mean gimmicks — it’s about the basics:
• Clarity: Be upfront about expectations and hold everyone to account.
• Recognition: A simple thank-you or acknowledgment from the owner goes a long way.
• Fairness: Nothing demotivates staff faster than carrying someone who isn’t pulling their weight.
When people feel they’re part of a team where everyone contributes, they’re far more likely to stay.
Practical tip: The standard you walk past is the standard you set. If you’re seeking to create a certain type of culture or expectation you need to exemplify it and enforce it.
Step 3: Give People a Reason to Grow With You
Staff who can see a future in your business are much less likely to walk away. Even if you don’t have endless layers of promotion, you can still:
• Provide opportunities to take on more responsibility.
• Offer training that builds their skills and confidence.
• Involve them in decisions or projects that make a visible difference.
When people feel they’re progressing, they’re far more likely to commit long-term.
Practical tip: Use regular one-on-ones to discuss individual development and aspirations.
Creative Solutions…
At a recent OMP Alumni event, the group were asked what their biggest challenge is right now. The answer was unanimous: “Finding and retaining good staff.”
One owner shared how they tackled this ongoing issue. They introduced an employee share scheme, working with a specialist firm to design it. He admitted it took time and tweaking to get right, but once in place it became a game-changer. By giving each employee, a stake in the business, motivation and productivity lifted significantly.
And funnily the budget for stationary dropped too, as employees saw that as an expense the business could save on. Each employee now has a vested interest in the company making more profit.
Each year they now host a company retreat to review financials, celebrate achievements, and plan for the year ahead. While this won’t be the right solution for many businesses, it’s a powerful example of how owners can be creative in solving their staff challenges.
The Bottom Line
Finding people who will do the work and stick around isn’t easy — but it is possible. By hiring for attitude, creating a workplace people value, and showing them a path to grow, you can build a team that stays loyal and keeps your business moving forward.
