Why Is it So Hard to Find Good Help?
“Instead of just searching for “good help,”
create an environment where the right people want to stay.” -Jess
You’ve probably said it (or at least thought it): “It’s so hard to find good help!” Why is that? Shouldn’t it be easy to find talented, reliable people who want to work?
The reality is, hiring is about more than just finding someone with the right skills—it’s about alignment. As a business owner, your wish is likely that someone would care about your business as much as you (reliable). Many entrepreneurs struggle to find good help because they:
1. Aren’t Clear on What They Need – If you don’t have a well-defined role, you’ll attract the wrong candidates or set up a new hire for failure. Be specific about the skills, expectations, and outcomes you’re looking for.
2. Hire Based on Skills, Not Values – Someone may be great at what they do, but if they don’t align with your company’s values, work ethic, or culture, it won’t work long-term. Look for character and mindset, not just talent. Bonus thought- don't look exclusively at the degree obtained! Finishing course work does not equate to alignment.
3. Expect Employees to Think Like Owners – No one will care about your business as much as you do, and that’s okay. Instead of looking for clones of yourself, find people who are passionate about their role and incentivize them properly. Understand that you’re the visionary of your endeavor, and your employees will bring a uniquness of their own.
4. Underestimate the Power of Training – Even the best hires need time to adapt to your systems and expectations. Instead of expecting them to “just get it,” invest in proper onboarding and training. I can’t stess this enough—don't expect people to know what they don’t know. You shouldn’t expect employees to mind read or their last work experiences to exactly reflect this new position.
So now, how do you KEEP good help?
• Test the fit – Consider short-term contracts or trial periods before making long-term hires. And be honest about it! Tell your new hires that they will be evaluated after a certain period of time, like 90 days for example. If you know the position would ultimately take more than 90 days to understand their role, extend the time to make the evaluation make sense.
• Offer Competitive Pay & Growth Opportunities – Good people want to feel valued and see a future with your company. Let’s be honest, no one is working for free. There is an important exchange that happens when they work and you pay. Don’t expect amazing work ethic from people that feel undervalued. You will likely get the minimum.
• Create a Supportive Work Environment -- You won’t get an employee buy in to your vision unless they feel valued. They won’t take ownership of their position without recognition, whether it be publicly or privately. Everyone’s needs are different in regards to recognition. Bonus thought- make yourself stand out as an amazing boss by actually getting to know what type of recognition floats their boat! For me, it’s not public recognition; for me, it’s private recognition or personal gifts. A team that feels appreciated and respected will go above and beyond in most situations.
Finding great help takes effort, but when you focus on clarity, culture, and proper training, you’ll build a team that truly supports your vision. People usually leave jobs because of poor management, not because they are dissatisfied with their role. Bad leadership is a top reason for quitting. Instead of just searching for “good help,” create an environment where the right people want to stay.