Practical Steps to Solving Your People Problems (For Good)
If you’ve ever found yourself thinking, “Why can’t my team just get it?”
You’re not alone! I have been in that space many times before.
Every business owner I work with has faced what we call “the people puzzle.”
It’s that frustrating moment when your team isn’t aligned, motivation is low, or you feel like you’re the only one truly driving the business forward.
The good news? There’s a solution.
Here are five steps to help you solve your people problems and start building the high-performing, values-driven team your business needs.
1. Get Crystal Clear on Your Values
Your team won’t magically know how to act unless you show them.
Values act like a compass when shared and lived consistently, they guide decision-making and behaviour without micromanagement.
A Real Life Example
One of my clients, a managing director in a trade business, introduced “accountability” and “respect” as non-negotiable values.
The team began holding each other to higher standards, and performance improved dramatically without any extra rules.
My Tip: Don’t just stick your values on a wall. Talk about them. Use them in feedback and decision-making. Live them.
2. Define a Compelling Vision
If your team doesn’t know where the business is headed, they’re not going to help you get there.
A powerful vision gives your people something to strive toward and it must go beyond “more profit.”
A Real Life Example
Rebecca, a tech business owner featured in Solving the People Puzzle, was burnt out doing 60% of sales herself.
By redefining her business vision and getting buy-in from her team, she turned things around and took a six-week cruise while her business kept thriving.
My Tip: Keep your vision simple, aspirational, and emotionally engaging. Make sure everyone knows it and can repeat it.
3. Recruit for Culture, Not Just Skill
Hiring purely on technical ability is a common mistake.
The real secret to a great team is alignment, people who believe in what you’re doing and how you’re doing it.
My Real Life Example
A CEO client of mine started using behavioural interviews based on their company values.
It filtered out high-performers who wouldn’t fit the culture and team cohesion skyrocketed.
My Tip: Include value-based questions in your interviews. Ask candidates how they’ve acted in situations that reflect your core values.
Culture vs Skill: Building a Balanced Workforce
4. Set Clear Expectations (and Reinforce Them)
Ambiguity is the enemy of productivity.
Every role should come with clear outcomes, responsibilities, and behaviour expectations.
My Real Life Example
A tourism operator I work with revamped their onboarding and role clarity.
New staff were producing strong results within weeks simply because they knew what was expected from day one.
My Tip: Write clear role statements, use simple KPIs, and reinforce expectations regularly through feedback and check-ins.
5. Lead with Consistency and Courage
Your team takes their cues from you.
If you allow poor behaviour or fail to hold people accountable, your culture suffers. But if you consistently lead with integrity, your team will rise to meet you.
My Real Life Example
In one of my client’s businesses, an underperforming team member regularly undermined leadership.
After finally addressing the issue (through a values conversation), that person chose to leave and morale immediately improved.
My Tip: Use your values to frame difficult conversations. Ask, “How did that action align with our value of teamwork/respect/etc.?”
My Final Thought
People problems aren’t really about “people” they’re about leadership, clarity, and culture.
Solve those, and the right people will step up, while the wrong ones will step out.
If this resonates with you, let’s chat.
Book a one-on-one strategy session and let’s solve your people puzzle together once and for all.