Let’s be honest — most leadership advice floating around the internet is written for the Googles and the Westpacs of the world. Unlimited budgets, whole HR teams, and enough corporate buzzwords to fill a bingo card.
But what about the business owners who are the HR team, the payroll officer, the complaints department, and the person still cleaning the microwave because no one else will?
If you’re an SME leader, this one’s for you.
Because when you are the culture, the pressure, the passion, and the final word — onboarding and leadership land differently. Your new hires aren’t just navigating a workplace; they’re stepping into your world. And if you’re not conscious of the signals you’re sending, even your best hire might quietly back away before they’ve unpacked their desk plant.
The Emotional Layer No One Talks About
You’ve built your business with blood, sweat, and probably more late-night stress than you’d like to admit. That kind of emotional investment? It’s powerful. But it also blurs the lines between feedback and failure, performance and personal.
New employees feel this. And when it’s not managed intentionally, it can lead to serious consequences — not because you’re a bad boss, but because the onboarding experience becomes emotionally loaded and unpredictable.
The Risks of Not Getting Intentional
So, what actually happens when onboarding is left to chance in a founder-led business?
Let’s break it down:
- You become the fire department – solving problems you could’ve prevented with clearer onboarding.
- Great hires disengage or ghost – because as our good friend Kylie McLerie says, “guess what’s in my head” isn’t a growth strategy.
- You create a culture of silence – where people nod, agree, and stop bringing ideas.
- Leadership bottlenecks emerge – because the owner becomes the only decision-maker.
- Turnover costs skyrocket – with repeat hiring, training, and cultural disruption.
- Growth slows – teams can’t move quickly when everyone’s waiting on your nod.
- Emotional resilience becomes a job requirement – and burnout isn’t far behind.
- You repel the right people – top talent won’t stick around to decipher chaos.
Still with me? Good.
Why the Settling-In Period Feels So… Personal
In bigger organisations, the onboarding phase is designed like a smooth conveyor belt — HR induction, buddy system, slide deck, coffee with the boss, tick, tick, tick. It’s a system.
But in small businesses? It’s more of a vibe. A very personal vibe.
The owner has skin in the game. They’re emotionally invested. Every missed deadline, misunderstood brief, or “That’s not how we did it at my old job” comment can feel like a paper cut to the ego.
New employees pick up on this. Fast.
And if that emotional undercurrent isn’t managed well, it creates tension — the kind that doesn’t show up in performance reviews but absolutely shows up in retention stats.
The Emotional Layer Most Advice Misses
This is the bit they don’t teach in traditional leadership training:
Small business leadership is emotional leadership.
- You’ve built something from the ground up.
- You’ve sacrificed weekends, sleep, sanity (and probably super).
- Of course it matters deeply to you.
But here’s the catch — when that intensity isn’t channelled with intention, it creates confusion, reactivity, and sometimes, a bit of fear.
Employees start to second-guess themselves. Not because you’re scary — but because they don’t know which hat you’re wearing today: Boss? Founder? Mate? Firefighter?
The onboarding experience becomes a guessing game. And no one thrives in guesswork.
So What Should You Actually Do?
You’re probably thinking, “Alright Simone, what’s the fix?”
Well — this is where most blogs would throw you a 7-step checklist and a free downloadable worksheet. Not this one. Why? Because SME leadership isn’t one-size-fits-all, and frankly, DIY culture change never ends well. (You wouldn’t self-diagnose a dodgy electrical wiring with a YouTube video, would you?)
Here’s what I will tell you:
✔️ There are onboarding strategies tailored to SMEs that build clarity and confidence from day one.
✔️ There is leadership coaching that helps founders lead with less emotional reactivity and more trust. – I won’t gatekeeper this one – connect with Kylie McLerie here
✔️ And yes, when your business grows and you bring in other leaders — there are very real power dynamics you’ll want to handle before they derail your culture.
All of this takes intention. The right support. And a willingness to zoom out and look at what kind of experience you’re creating for your people — and yourself.
Before We Get Fancy, Nail the Basics
Let’s not overcomplicate it. Before you launch into vision boards and purpose statements, ask yourself:
- Do people know who they report to?
- Is the pay correct, fair, and on time?
- Can people ask questions without feeling like they’ve poked the bear?
- Are expectations clear or… “just understood”?
These are your HR hygiene factors. If they’re off, the shiny stuff won’t stick.
The SME Advantage
Here’s the good news: you can create an employee experience that feels just as thoughtful as a big company — without becoming a corporate robot.
SMEs are agile, human, and full of heart. That’s your secret weapon.
The difference? Big businesses usually change at glacial pace. You, on the other hand, can decide today that you’re going to lead differently. That you’ll onboard with empathy. That you’ll grow a team who doesn’t just tolerate the work — but feels genuinely connected to it.
That’s where the magic happens. But spoiler alert: it doesn’t happen by accident.
Thinking it might be time to rethink how people settle into your business?
Let’s chat — I’ll bring the strategy, you bring the passion.
📩 simone@thepeopleandcultureoffice.com
I promise I won’t make you fill out a 12-page form first.