How to Build a High-Performing Leadership Team in Your Engineering Business (Even When It Feels Impossible)

Introduction

Let’s be honest - most owner-managed engineering businesses struggle with leadership because the reality on the ground is brutal.

You’re dealing with a workforce that’s often resistant to change, lacks motivation, and sees no future beyond today’s shift. The environment? A cold, noisy, dilapidated factory in a low-wage area, where recruitment is tough, and the team knows they’re hard to replace. Worse, some of your key people hold you to ransom - they know you need them to ship orders, so they get away with poor behaviour, low productivity, and a bad attitude. Sound familiar?

If so, you’re not alone. The good news? You can build a high-performing leadership team; but only if you’re willing to confront reality and make tough decisions.

1. Accept That Not Everyone Will Change (And Act Accordingly)

Many business owners waste years trying to fix people who don’t want to change. Some staff are lazy, resistant, or toxic - and keeping them around is killing your business.

• Identify the resistors and problem staff. Who is always negative? Who refuses to improve?

• Start the process of replacing them NOW. Don’t wait until you’re desperate. Have a hiring plan in place.

• Reward the right behaviours. Stop tolerating bad attitudes just because someone knows how to run a machine.

Key Takeaway: You can’t build a great leadership team if you’re protecting underperformers.

2. Take Back Control - Your Business, Your Rules

If your employees feel like they run the business instead of you, it’s because they do. Owners who fear upsetting the status quo end up trapped in their own company. It’s time to reset expectations.

• Set clear non-negotiables. Work ethic, punctuality, respect - these are not up for debate.

• Enforce consequences. No-shows, lateness, and poor performance must be addressed immediately.

• Stop working around people’s bad habits. Design processes that work for the business, not just for the loudest employee.

Key Takeaway: A strong leadership team starts with YOU leading by example - decisive, firm, and unwilling to tolerate mediocrity.

3. Find the Leaders You Already Have (They’re Often Hidden)

Most engineering businesses assume they have to bring in outside talent to build leadership. Often, that’s not true. Some of your best future leaders are already in your workforce - they’re just being drowned out by louder, more difficult employees.

• Look for the problem-solvers. Who steps up when things go wrong?

• Identify the quiet workers who get things done. They’re often better leadership candidates than the loudmouths.

• Give responsibility to see who rises. Assign small leadership roles and see who thrives under pressure.

Key Takeaway: The right people are often right in front of you - you just need to give them opportunities.

4. Recruit Smarter: No More Hiring Just to Fill a Role

One of the biggest mistakes engineering businesses make is hiring warm bodies instead of the right people. Stop hiring out of desperation.

• Sell the job differently. If you’re in a low-wage, hard-to-reach area, what can you offer that’s DIFFERENT? Flexible hours? Performance bonuses? Better culture?

• Hire for mindset, train for skills. Many factory jobs can be taught, but work ethic and problem-solving can’t.

• Use a trial period. Some people interview well but won’t work well. Test them before committing.

Key Takeaway: Hire the right ATTITUDE first - skills can be trained later.

5. Create a Culture That Makes People Want to Stay

Why do people stay in bad jobs? Because they don’t see a better option. Your leadership team has to give them a reason to care.

• Give them a mission bigger than making parts. What does the business stand for? Why should they care?

• Fix small things that make a big difference. A uniform, better break facilities, or even heating in winter can massively boost morale.

• Recognise effort. A simple thank-you or reward for going the extra mile builds loyalty.

Key Takeaway: People work harder when they feel valued. If your leadership team doesn’t create that culture, you’ll always struggle with motivation.

Conclusion

Building a leadership team isn’t just about promotions or job titles - it’s about transforming the way your business operates. To grow, you must:

✔ Remove the wrong people. ✔ Take control of business standards. ✔ Find and develop the right leaders. ✔ Recruit with purpose, not panic. ✔ Create a culture where good employees want to stay.

It won’t happen overnight, and it won’t happen without making some tough calls. But if you’re serious about growing your engineering business—and making it successful without you—you need a leadership team that can carry the load.

📌 Ready to build a real leadership team? Let’s talk. Book a Free Strategy Call