Train the Puppy. Keep the Employee.
Right now, I am deep in the trenches of training my incredibly smart Blue Heeler puppy, Lou. If you know anything about this breed, you know they are energetic, intelligent, and eager to work. But intelligence alone doesn’t mean instant understanding. Developing a well-behaved and happy dog requires patience, consistency, and a commitment to nurturing their potential. As I work with Lou every day, I can’t help but notice the striking parallels between raising a well-adjusted dog and supporting the growth of employees. Both require leadership, guidance, and a clear understanding of expectations to help them thrive.
The question is—are we putting the same effort into developing our employees as we are into guiding a young dog? Because, much like a well-supported dog is a joy to have in your life, a well-supported employee is a valuable asset to your business. And yet, so many business owners and managers overlook this crucial aspect of leadership. Let’s explore what we can learn from this process and how it applies to building strong, committed, and high-performing teams.
1. Clear Communication is Key
As I train Lou, I’ve quickly realized that clear and consistent guidance is essential. I can’t expect her to understand what I mean if I say “sit” one day and “park it” the next. Employees are the same way. They need clear expectations and consistent communication. Ambiguity leads to confusion, frustration, and, ultimately, disengagement.
A well-structured onboarding process, a clear set of performance expectations, and regular feedback create an environment where employees know exactly what is expected of them. Just as Lou thrives when she understands what behaviors lead to rewards, employees perform best when they know their contributions are recognized and valued.
2. Positive Reinforcement Works Wonders
Most effective dog trainers use positive reinforcement rather than punishment. When Lou does something right, rewarding her with a treat or praise encourages her to repeat the behavior. Similarly, employees respond better to recognition, appreciation, and encouragement rather than criticism and fear-based management. When people feel valued and see the results of their hard work, they are far more likely to remain engaged and committed to their role.
A simple “thank you” or acknowledgment of a job well done can go a long way. More formal recognition programs, professional development opportunities, and clear career pathways can further reinforce the idea that good performance leads to positive outcomes. Employees, like all of us, thrive in environments where they feel appreciated.
3. Consistency Builds Trust
Imagine if I allowed Lou on the couch one day but scolded her for it the next. This unpredictability would create confusion and anxiety. Employees experience the same frustration when workplace expectations and policies fluctuate without explanation.
Consistency in leadership, expectations, and company culture builds trust. Employees who trust their leaders and feel secure in their work environment are more likely to stay committed to the company. Be clear, fair, and reliable, and your employees will respond with loyalty and productivity.
4. Patience and Encouragement Lead to Growth
Some puppies pick up commands quickly, while others need more time and repetition. Lou, for example, learned "sit" and “stay” almost instantly but is still working on mastering "lay down." Likewise, employees learn and develop at different paces. Great leaders recognize that mentorship and professional development aren’t a one-size-fits-all approach. Some employees may need extra guidance and mentorship, while others quickly take initiative.
Instead of becoming frustrated with an employee who struggles initially, consider ways to support their development. Provide additional training, mentorship, and resources. Just as I wouldn’t give up on Lou after one failed training session, you shouldn’t give up on an employee who needs time to grow.
5. Set Them Up for Success
Lou needs an environment that supports her learning—if there are too many distractions, she struggles to focus. The same goes for employees. If they don’t have the tools, resources, and support necessary to succeed, they’ll struggle to perform at their best.
Invest in the right training programs, provide clear career pathways, and ensure employees have access to the tools they need. A well-supported employee is far more likely to be productive, engaged, and loyal.
6. Boundaries Create Stability
Dogs feel safer when they have clear boundaries. Lou understands where she’s allowed to go, what she can and cannot do, and her role in our family. Employees also need well-defined roles, responsibilities, and boundaries to feel confident in their work.
Unclear job roles, overlapping responsibilities, or an unpredictable work environment can lead to stress and burnout. When employees know where they stand and what’s expected, they can focus on performing at their best without unnecessary anxiety.
7. Trust the Process
Training Lou has been an incredible experience, but it is taking time. Some days are frustrating, while others are incredibly rewarding. The same applies to developing employees. Growth takes time, and there will be setbacks along the way. However, with the right leadership approach, employees can reach their full potential.
Investing in mentorship and development today means having a skilled, engaged workforce tomorrow. Don’t expect perfection overnight—trust the process, provide consistent leadership, and focus on long-term results.
8. If You Ignore Development, Problems Arise
A neglected dog without guidance often develops bad habits—chewing furniture, jumping on guests, or barking incessantly. Lou, when not given enough structure, tries to make her own rules. Employees who don’t receive proper training and development can become disengaged, unmotivated, or unclear on how to succeed in their roles.
The cost of neglecting employee development is high—high turnover, decreased morale, and lost revenue. Proactively supporting and mentoring employees prevents these issues before they start.
A Call to Action: Don’t Go It Alone
Just as many dog owners turn to professional trainers for guidance, business owners and managers can benefit from expert support in employee development. If you’re struggling with high turnover, low engagement, or leadership challenges, I can help.
At Synergy Business Coaching, I specialize in helping business owners create thriving, engaged teams through leadership coaching, training programs, and strategic workforce development. Let’s build a team that’s not only productive but also committed to your vision and success.
If you’re ready to take the next step in developing your employees (or just want to swap Blue Heeler training stories about Lou), reach out to me today. Let’s work together to create a team that’s as dedicated and high-performing as a well-supported and empowered employee—without any leash pulling involved.
Schedule a call today and let’s build something great together!
