Maybe It’s Not Them. Maybe It’s You.

One of the most common complaints from business owners across industries is, “I can’t find good help.” You’ll hear things like,

“People just don’t want to work anymore.”

“No one knows what they’re doing.”

“Why won’t anyone just listen?”

Sound familiar?

Well, I’ve got some tough love for you, CEO, Founder, Managing Partner—whatever your title may be. If this is a recurring problem in your company, it might be time to consider the possibility that the issue isn’t your employees.

It might be you.

I get it—you’re probably a great person. Fair and respectful, maybe even the boss who never raises their voice. But if you catch yourself saying things like, “I feel like I spend all day babysitting people,” it’s time for a gut check. (Hint: comments like that are morale-killers. Don’t say them. Ever.)

I know it’s hard to imagine that you—the hardworking entrepreneur, the passionate business builder—could be the problem. But let's look at the data.

What’s more likely: that every single employee you’ve hired is lazy, clueless, or incapable?
Or that maybe, just maybe, the environment you've built doesn’t support success?

Let that sink in for a minute.

If you manage your team like those parents in the grocery store who scream at their kids to “Stop yelling!”—you’re not leading. You’re adding to the noise.

Here’s the reality: we’re all human and make mistakes. The problem is that most business owners were never taught how to manage people. It’s an “on-the-job” skill we tend to learn through trial and error—and unfortunately, it's often one of the last things we invest in improving.

But we’re bringing it front and center in today's Trade Secret. The longer you delay, the more chaos you invite into your business.

Here’s the truth:
Most people want to do a good job, take pride in their work, and feel valued, respected, and heard. However, many employees are set up to fail—not because of their lack of ability but because of poor leadership and a toxic culture.

Let me be clear: this isn’t an attack on you. It’s an opportunity. An opportunity to shift your culture from confusion to clarity, from frustration to focus, from chaos to collaboration.

So what can you do?

Start by looking in the mirror.

Even if you’re a great person and deeply committed to building a positive company, that alone isn’t enough. You have to lead intentionally and model the tone, behavior, and attitude you want to see.

You can’t bark orders with, “I’m the boss, that’s why,” and expect your team to be engaged and inspired. That kind of leadership creates resentment, not respect.

Remember when you were a kid and asked your parents why—and the response was, “Because I said so”?

Yeah. Not exactly helpful.

Now, imagine your team hearing that same tone from their boss. How likely are they to bring up a new idea or ask a question next time? You’ve just taught them to stay silent, to follow mindlessly, and to disengage. And that mindset spreads—through your managers, your team leads, and down to the newest hire.

Before you know it, your company motto might as well be:

“Welcome to [Insert Business Name Here]—Just Shut Up and Listen!”

Not precisely the culture you were aiming for.

So what’s the fix?

Start investing in your people.
Especially your managers and team leads.

Train them. Mentor them. Show them what good leadership looks like.

Dozens of great books, courses, and programs can help. But the first, most effective step? Set the tone yourself. Stop yelling and start listening. Stop blaming and start coaching. Stop reacting and start leading.

Culture is contagious. You’re already building one—whether you realize it or not. The question is, are you building a culture of growth and accountability? Or fear and frustration?

Your people are watching. So lead like it matters—because it does.

And if all else fails?

Do it because I said so. 😉