Paano Mag-hire ng Tauhan na Hindi Ka Iiwan After One Month

By Armando “Butz” Bartolome, The Franguru | GMB Franchise Developers

Isang Lunes ng umaga, may nag-text sa akin. “Coach, umalis na naman. Tatlong linggo lang.” Pangatlong tauhan na niya ‘yon ngayong taon. Ramdam ko ang pagod sa mensahe niya.

I’ve heard that message many times in 35 years in business. From food stall owners. From bakeshops. From salons. And here’s what I’ve learned: most staff problems don’t start on the day the person leaves. They start on the day we hire.

So let me share what I tell the owners I coach. Simple lang. Kaya mo ‘yan.

1. Hire the heart, then teach the hands

When we’re short on people, we hire whoever can start tomorrow. I understand. Pero ang minadaling hire, madalas minadaling exit din.

Ask yourself one question: would I trust this person with my cash drawer and my customers if I weren’t there?

Skills can be taught in days. Honesty, reliability and willingness to learn are much harder to teach. In the interview, ask about real moments: “Kwentuhan mo ako ng time na may nagalit na customer sa’yo. Ano’ng ginawa mo?” The answer tells you more than any résumé.

2. Tell the truth about the job

One owner I worked with kept losing new hires in the second week. We found out why. The job was harder than what he described. Long hours. Weekend duty. Standing all day.

Sabihin mo nang diretso. The people who still say yes after hearing the hard parts are the ones who stay.

A simple trick: let the applicant work a short paid trial shift before you finalize. They see the real job. You see the real person.

3. Make the first week feel like a welcome

Ang unang linggo ang pinaka-delikado. If a new hire spends it confused, ignored or scolded in front of customers, they will quietly look for another job.

Plan a simple first week:

* Day 1: welcome, house rules, who to ask, where things are.

* Days 2–3: shadow a trusted senior staff member.

* Days 4–5: do the tasks while being coached.

* End of week: a short talk. “Kumusta ka? Ano’ng mahirap? Ano’ng kailangan mo?”

It costs almost nothing. It just needs you to plan it.

4. Write it down so they don’t have to guess

Kung nasa isip mo lang ang lahat ng proseso, every new hire will struggle. And every mistake will feel like their fault.

A short written guide for each task, like how to open, how to close and how to handle complaints, helps new staff feel confident faster. It’s the same thinking behind a franchise operations manual. I wrote more about it in Building the Foundation: Why Every Business Idea Needs a System Before It Needs a Signboard.

5. Pay fairly. Say thank you often.

You don’t need to be the highest-paying employer in town. But pay on time. Follow the law on benefits. Be fair.

Then add the things that cost little: a sincere “salamat” in front of the team, a small treat after a good month, a chance to learn something new.

People rarely leave only because of money. They leave when they feel unseen.

6. Learn from every goodbye

When someone leaves, ask them why, kindly. Write the answer down. After a few goodbyes, you’ll see a pattern. Maybe it’s the schedule. Maybe it’s one supervisor. Maybe the rules aren’t clear.

Fix the pattern, not just the vacancy.

The question I always ask

I often ask owners: “If your best staff member left today, would your business still run the same way tomorrow?”

If the answer is no, it’s not just a hiring problem. It means the business depends too much on a few people, and too much on you. If you’re in your first year, you may like Your First Year in Business: 6 Moves That Separate Survivors from Statistics. And if profit is also a worry, read Bakit hindi pa kumikita ang negosyo mo after 1 year?

Hire slowly. Train well. Treat them right. You can do this.

Good people don’t stay because you need them. They stay because they feel needed.

Ikaw, ano ang pinaka-epektibong ginawa mo para manatili ang mabubuting tauhan mo?

Ready to build a team and a business that runs even without you? Book a free Business Health Check with me at butzbartolome.com/book-now.

About the author

Armando “Butz” Bartolome, The Franguru, is the founder of GMB Franchise Developers in Makati City. In 35 years in business, he has helped 350+ brands grow and franchise. Learn more about GMB at gmb.ph.

© 2026 Armando “Butz” Bartolome. All rights reserved. This article first appeared on /paano-mag-hire-ng-tauhan-na-hindi-ka-iiwan-after-one-month/. Sharing the link is welcome; copying or republishing without written permission and credit is not allowed.