This Is Why You Can’t Find Good People

“It’s so hard to find good people.”

Yeah, OK… sometimes that’s true.

But what if the problem isn’t the market…

What if it’s your culture?

What if it’s you?

The businesses that struggle most with hiring and retaining good people usually don’t have a people problem.

They have a standards problem.

They don’t know what they stand for.
They don’t know what they won’t tolerate.
They don’t know what winning actually looks like inside their organisation.

So they float.

From employee to employee.
From personality to personality.
From “this one might work” to “why did they leave?”

And when they finally find someone good… they can’t keep them around for long.

Because really good people don’t just want a pay cheque.

They want to be part of something that matters.

They want clarity.
They want standards.
They want accountability.
They want growth.
They want to win.

If your business doesn’t offer that, they’ll leave for one that does.

And here’s where business leaders need to look in the mirror…

Culture is not what you write on the wall.

Culture is what you tolerate.

If you tolerate mediocrity…
If you avoid hard conversations…
If you move standards depending on who you’re dealing with…
If you don’t live your own values consistently…

You have a leadership problem.

Because culture is a reflection of the leader.

Not their intentions... their behaviour.

The best people are not looking for comfort.

They are looking for alignment.

Alignment with a mission.
Alignment with a standard.
Alignment with someone who actually lives what they say.

If I interviewed your team privately, would they be able to articulate your standards without you in the room?

Inside my 1 on 1 business mentoring, I use a simple 5 step framework to help leaders build culture.

Simple, but not easy.

When done properly, it transforms hiring, retention, performance, and momentum.

If you want the full 5 step framework, reply to this email with the word CULTURE and I’ll send it to you.

In a competitive job market, culture isn’t a “nice to have.”

It’s survival.

And if you build it properly, it becomes your ultimate competitive advantage.

If you know someone who would benefit from reading this, please forward it to them. It may change the trajectory of their life for the better, and the catalyst could be you.