I’ve been in business for years.
And if there’s one thing that has frustrated me more than taxes, more than low sales, and even more than surprise URA visits—it’s this one:
People leaving.
Not customers.
Not suppliers.
Staff.
You hire someone. You train them. You spend weeks—sometimes months—helping them understand your systems, your values, your weird way of labeling stock…
And just when they start getting good?
They leave.
No warning. No exit meeting. Just a polite “Thank you, boss,” and next week… a ghost.
Sound familiar?
You’re not alone. Every small business owner I’ve sat down with over coffee (or frustration) has told me the same story.
It hurts. Not just because of the cost.
But because it drains your energy, your morale, your belief that you’re building something stable.
So why does it keep happening?
Let’s talk about it. Properly.
1. They Took the Job Because They Were Broke—Not Because They Were Passionate
I hate to break it to you, but most small businesses can’t afford to pay “passion-level” salaries.
So what do you attract?
People who really, really need the money.
They’re not dreaming about your industry. They’re not fascinated by your mission.
They just need something—anything—to survive the month.
They show up on time. They do the work.
But they’re also job-hunting during lunch breaks.
The moment someone offers them 50k more—and maybe free lunch—they’re out.
And can you blame them?
2. Inconsistent Pay Builds Inconsistent Loyalty
This one stings because I’ve been here myself.
You want to pay on time.
But when cash flow is tight and customers are delaying payments, guess who suffers first?
The staff.
You say, “Give me a few more days.” They nod politely.
But inside? They’re counting down to their escape.
People can forgive a bad day at work.
They can even survive a toxic customer or an annoying coworker.
But not unpaid rent. Not school fees. Not hunger.
When pay isn’t consistent, your team starts treating the job like a temporary gig.
Because that’s what it feels like.
3. They’re Doing 5 Jobs… for the Price of One
Here’s the classic small business story:
You hire a shop attendant.
Week one, they’re also the cleaner.
Week two, they’re handling deliveries.
Week three, they’re now also managing inventory and dealing with URA queries.
Next month, you’re asking them, “Can you also handle our Instagram account?”
And the poor soul is thinking,
“Am I a one-person army or an employee?”
Look—I get it. We’re building lean. Budgets are tight. But there’s a difference between multitasking and being overwhelmed.
People don’t mind helping.
But when the job starts feeling like a punishment, they start looking for an exit. Fast.
4. Unrealistic Expectations: AKA ‘Work Like It’s Your Business’ Syndrome
Ah yes. The famous line.
“You have to treat this business like it’s yours.”
But here’s the truth:
It’s not theirs.
They don’t own it. They don’t share profits. They don’t get equity.
So asking someone earning 250k to sacrifice like a co-founder just doesn’t land.
No off days.
12-hour shifts.
Standing all day behind a counter with a smile, while being watched on CCTV.
Some businesses expect Olympic-level performance…
On a boda-boda fuel budget.
And still wonder why people leave?
5. No Contracts. No Benefits. No Structure. Just Vibes.
You’d be shocked how many small businesses operate on pure “gentleman’s agreement.”
No contract.
No job description.
No probation letter.
No benefits. No health insurance. No end-of-year bonus.
Just: “You start Monday.”
The whole thing feels temporary. And when something feels temporary, people treat it like that.
They don’t even resign. They just stop showing up.
You call and it goes like:
You: “Where are you?”
Them: “Eh boss, I got another opportunity. I was going to call you…”
(But they weren’t.)
This casual culture creates a revolving door—people come in, people go out. No ceremony.
So What Can You Do About It?
Here’s the truth nobody tells you:
You can’t afford to lose good people.
Not when you’re small. Not when every hand counts.
And no—you don’t need a million shillings to keep people around.
You just need:
- Fairness
- Structure
- Respect
- Clarity
- And just a little bit of heart**
Even if you can’t pay the highest, pay on time.
Even if you can’t offer benefits, offer kindness.
Even if you can’t offer big promotions, offer consistency.
Because people don’t just work for money.
They work where they feel seen. Heard. Safe.
Part Two is Coming: How to Retain Good People Without Breaking the Bank
I’ll break down practical, affordable ways to keep great talent—yes, even when your business is still crawling.
But for now, I’ll leave you with this:
Your staff won’t stay if the job feels like a dead end.
Make it feel like a road worth walking.
Even if it’s still under construction.
Unlock your true potential 