‘We Just Need Better People’ and Other Lies We Tell Ourselves

You’ve probably said it. Maybe not out loud, but definitely in your head:

“If only I had better people…”

It’s one of the most common laments we hear from small business leaders when growth stalls. It feels like the perfect explanation. The company’s stuck. You’re working harder than ever. People just don’t seem to get it. Maybe you’re even seeing some team members coast while others carry the load. Maybe you’re the one carrying the load.

So, naturally, the brain goes to: “We just need better people.”

It’s a seductive story. But it’s also a dangerous one – because it often masks the real issue.

The Silver Bullet That Wasn’t

Hiring a superstar feels like the fast lane to traction. They’ve successfully done this job before, and in a much larger organization. It feels like you’ve won the lottery when they accept the offer. Not only do they have a proven track record, but they can also bring the large company systems to your organization. Right? We’ve seen this case time and again. Someone with amazing experience is brought in, only to watch them fizzle out within a year.

The truth is, that system they were successful in? It wasn’t yours. And when you try to plug parts of that system into yours, the pieces may not connect. Dropping a high-performer into a low-functioning system is like putting a Formula 1 driver behind the wheel of a minivan. They might be talented, but they’re not going anywhere fast.

Here’s the tough truth: if great people keep underperforming in your company, the problem isn’t the people.

Culture Eats Talent for Breakfast

You’ve heard it before, probably from Peter Drucker or echoed by Jim Collins or Patrick Lencioni: culture eats strategy for breakfast. But it also eats talent.

A high-performer in one organization becomes a headache in another—they haven’t changed, but their environment has.

More often than not, underperformance comes down to:

• Unclear expectations
• Inconsistent feedback
• Mismatched values
• Lack of accountability

If you haven’t clearly defined what success looks like, trained people to achieve it, and reinforced it consistently…you don’t have a people problem. You have a management system problem.

Training Is a Process, Not an Event

One of the most common excuses we hear:

“We don’t have the budget to train people.”

Here’s the reality: if you don’t have the budget to train, you’ll have to find the budget to fix mistakes. Or worse, rehire.

Training isn’t just an onboarding checklist. It’s an operating rhythm:

• Onboarding: Not just the “tour and forms” but clear expectations, culture immersion, and effectiveness training.
• Upskilling: Building capacity over time, aligned to business goals.
• Ongoing Coaching: Regular feedback loops, performance conversations, and development plans.

Companies that win don’t find better people. They make them better.

(If you use Verne Harnish’s Function Accountability Chart or Gino Wickman’s People Analyzer, you’ll already know how to track who owns what and whether they “get it, want it, and have the capacity to do it.”)

Fix the System First

High-performing teams aren’t full of unicorns. They’re built with structure:

• Clear accountability
• Regular communication rhythms (weekly meetings, 1:1s, quarterly reviews)
• Transparent KPIs and scorecards
• Cultural alignment

Once that’s in place, people either rise or they self-select out. Either way, you win.

Instead of hoping that your next hire is a miracle worker, focus on making your business the kind of place where average people can do great work.

When It Is a Talent Problem

To be clear, sometimes it is a people issue. Maybe someone isn’t aligned with your values. Maybe they lack the curiosity or grit to grow. Maybe they’re toxic.

But before you decide that, ask:

• Have I given them a clear picture of success?
• Have I coached them regularly?
• Have I addressed performance issues directly and early?

If the answer to all three is yes, and the gap is still there – then it might be time to part ways.

When you do hire, prioritize:

• Learning agility over credentials.
• Values fit over “culture fit”.
• Systematic onboarding over sink-or-swim.

You don’t need unicorns. You need clarity and consistency.

The Bottom Line: Own the System, Then Staff It

Here’s a question to sit with:

What if your current team could succeed – if they had the right structure, expectations, and support?

Instead of chasing mythical “better people,” look in the mirror and at your systems. That’s where the real leverage lies.

Call to Action

If you’re feeling stuck and blaming the bench, pause and assess:

• Is your org chart clear?
• Do people know what “good” looks like?
• Are your coaching and training rhythms in place?

Fix the system. Then watch your people – and your business – start to move again.