Is it a Kiwi thing? Does everyone love loyalty? Who doesn’t find it comforting to have someone who knows the ropes, who’s been with us through thick and thin with us in our business? But what happens when that loyalty starts to outlast the role?
We’ve seen it more than once: a good person, well-liked, dependable, but no longer growing. Their role hasn’t changed in years, and neither have they. It’s not that they’re doing anything wrong, it’s just that the fit isn’t quite right anymore. We can out-grow some of our staff.
As small business owners, we often feel stuck. We don’t have layers of management or endless budgets to create new roles. And we certainly don’t want to eject someone who’s been loyal just because they’re no longer thriving. But here’s the thing: stagnation has a cost. It can quietly affect team culture, productivity, and even the person’s own sense of purpose.
How do we know if someone’s stagnating?
This isn’t about ticking boxes on a performance review. It’s about noticing shifts in energy, engagement, and contribution. As I reflect, when we talk with clients about staff who might be stuck, we suggest looking for indicators like these:
- A drop in curiosity: they’ve stopped asking questions or seeking out new ways to do things.
- Steady performance, but no stretch: they’re doing the job, but not growing in it.
- Resistance to change: new systems, processes or people are met with reluctance.
- Silence: they’re no longer offering ideas, feedback, or initiative.
- A sense of disengagement: they’re present but not really participating.
If none of these ring true, that’s great! This is one problem you might not be experiencing! But if a few do remind you of a specific employee, or you have other unwelcome signs you’ve observed, it’s worth asking: what would growth look like for this person, in this role, at this stage?
Growth doesn’t always mean promotion
We are aware that most small businesses don’t have a tidy career ladder to climb. We’re not big corporates with structured development plans or multiple departments to shuffle people through. But that doesn’t mean growth isn’t possible.
Growth can be horizontal, not just vertical. It can mean:
- Expanding someone’s skill set: Giving them exposure to new tools, systems, or responsibilities.
- Deepening their role: Â Helping them become a subject matter expert or mentor to others.
- Shifting their focus: Moving them into a slightly different area that better suits their strengths or interests.
Sometimes, growth is simply about clarity. When roles drift over time, people can end up doing a bit of everything and feeling like they’re not doing anything well. A refreshed job description, a conversation about expectations, or a new rhythm of check-ins can make a big difference.
“Clear is kind; unclear is unkind” – Brené Brown
At FixHR, we can help clients map out what growth could look like for each role, even if the business is small. It’s not about promotions or pay rises (though those are nice when possible). It’s about helping people feel like they’re moving forward, learning, contributing, and being seen. If you think about what the opposite of that is – stagnating and feeling ignored – you might feel pretty motivated to think through what growth could look like in your business.
What if they’re not growing and don’t want to?
This is the hard part. Sometimes, a loyal staff member has settled in. They’re comfortable. They’re not causing problems, but they’re not adding much either. They might have something else taking up bandwidth, they might have set up some bad habits or be dealing with some other challenge. You’ve tried to reinvigorate the role, but nothing sticks.
You don’t want to be unfair. You don’t want to create drama. But you also don’t want to carry dead weight.
Here are a few (top quality!) options:
- Revisit expectations: Are they clear? Are they current? Sometimes people coast because no one’s asked more of them.
- Offer a challenge: A short-term project, a new responsibility, or a mentoring role can reignite engagement.
- Have the conversation: Gently ask how they’re feeling about their role. Do they still enjoy it? Do they want more? Are they open to change?
- Consider a restructure: If the role no longer fits the business, it’s okay to explore alternatives. This definitely doesn’t mean immediate termination. It means thoughtful planning. Get some help if this is on the cards. We have written a number of blogs about managing restructures well, but at the end of the day, restructures are one of the riskiest maneuvers you make as a business owner.
If you’re unsure how to approach all this, that’s where we come in. FixHR supports small businesses through these tricky transitions, helping you honour loyalty while still leading your team forward. It’s a balancing game that a good external HR resource can help you with.
Loyalty is beautiful. But growth is essential.
When good staff stay too long in the wrong role, it’s not just a business risk, it’s a human one. People lose confidence. Teams lose momentum. And leaders lose clarity.
You don’t need a big budget or a fancy org chart to create growth. You just need intention, clarity, and a willingness to have the right conversations.
If you’re wondering whether someone on your team might be stuck, give us a call and let’s talk. FixHR can help you figure out what’s next for them, and for you.
