This is a great discussion because I believe the answer is somewhere in the middle. As business owners, we have a responsibility to clearly define the standard, provide the training, and lead by example. If we never communicate our expectations, we can’t expect people to magically know them.
At the same time, character isn’t defined by what someone does when people are watching—it’s defined by what they choose to do when no one is watching. That’s where integrity, work ethic, and pride in your craft really show up.
In our industry especially, landscaping and home services aren’t easy. It’s hot, physically demanding, and every day brings a new challenge. If an employee doesn’t have that fire in their belly or the willingness to push through when the work gets hard, burnout usually follows. Skill can be taught, but attitude, resilience, and the desire to improve have to come from within.
That said, I’ve also learned to give people grace. Life happens. People go through family struggles, health issues, financial stress, or personal challenges we may never see. Sometimes they don’t need criticism—they need leadership, encouragement, or someone willing to have a real conversation.
The best teams are built when owners set a clear standard, employees take ownership of their work, and both sides communicate with honesty and respect. That’s how businesses, people, and communities grow together.
The middle-ground take is so important. Owners have to define the standard, train it, and lead it. Employees also have to bring personal responsibility, pride, and honesty to the role.
Both things can be true.
I also like what you said about grace. There are times when someone is struggling because they don’t care, and there are times when something outside of work is affecting them. A real conversation can reveal which one you’re dealing with before you make the wrong call.
I appreciate that perspective, Anthony. That’s exactly what I was trying to express. Both things really can be true at the same time.
As an owner, I have a responsibility to set the standard, communicate it clearly, and lead by example. But I also believe leadership requires enough awareness to recognize the difference between someone who simply doesn’t care and someone who may be carrying something heavy outside of work.
I’ve learned that one genuine conversation can sometimes tell you more than weeks of watching someone’s performance. Grace doesn’t mean lowering the standard or avoiding accountability—it means taking the time to understand the person before deciding how to address the problem.
Correct when necessary. Coach when possible. Listen before assuming.
I appreciate you adding to the conversation. Perspectives like this are exactly why communities like this grow together. 💯🙏🏾
