Small Business People Hurdles

Running a business with fewer than 50 employees is both exciting and demanding. The agility of a small team allows you to move quickly and stay connected, but it also introduces a unique set of people hurdles that can drain energy and limit growth if left unaddressed.

As I guide small businesses through workforce energy management strategies, I often see the same challenges emerge: lack of role clarity, low accountability, poor performance management, and micromanaging instead of coaching. These hurdles can be overcome and when they are, the payoff is stronger productivity, higher engagement, and a team that works with sustainable energy.

Let’s break down the four most common hurdles and how to start shifting them.

1. Lack of Role Clarity

In small businesses, everyone wears multiple hats. It’s “all hands in” to get things done, which is often celebrated as a strength. But it can muddy ownership of functions. Without clear role definition, projects fall into the lap of “the one who always does it,” creating bottlenecks for the team.

Create Clarity: core accountabilities for each role while still leaving space for collaboration. Think of it as giving each team member a “home base” of responsibility, so they know where they shine and where they can lean in.

2. Lack of Accountability

When roles are fuzzy, accountability follows. Add in the fact that many small teams are close-knit, and it can feel uncomfortable to give constructive feedback. Over time, this avoidance drains team energy. Resentment build, standards drop, and performance gaps grow.

Build Accountability: normalize feedback as a growth tool, not a punishment. Set clear expectations, create simple feedback rhythms, and model accountability as a leader.

3. Poor Performance Management

Performance is often judged by what leaders visually see, not necessarily by outcomes. That might work when the whole team sits in the same room. But in today’s hybrid, flexible environment, it’s not enough. Combined with lack of clarity and accountability above, performance issues often build quietly for months before anyone addresses them.

Manage by Results: tie performance to outcomes and energy use, not just face time. Regular check-ins focused on goals and progress, rather than assumptions, keep performance conversations timely and constructive.

4. Micromanaging Versus Coaching

Small business owners pour their lives into their work, so it’s natural to feel protective of how things get done. But micromanaging every detail drains your energy and suffocates your team’s potential. When employees are told exactly what to do, they stop problem-solving. The value of their skills and creativity is is underutilized. 

Coach First Approach: trust the smart people you hired, and guide them to think critically instead of doing tasks exactly “your way.” This doesn’t mean letting go of standards. It means equipping your team to meet them independently. Coaching builds trust, frees your time, and creates the sustainable energy that grows businesses.

Every one of these hurdles: unclear roles, low accountability, poor performance management, and micromanaging...is really about energy. When roles are muddy, feedback avoided, or employees dictated at, energy drains away. When clarity, accountability, and coaching are in place, energy flows into productivity, creativity, and resilience.

That’s why I guide small businesses in using their workforce as the strategy. By aligning people practices with energy management, you not only prevent burnout but also unlock the natural productivity your team already has.

Small businesses don’t need more layers of process. They need clear roles, trust, and leadership that fuels energy. That’s the foundation for growth without burning out your team or yourself.

Let's connect to see what a program looks like for your team: Schedule Here