Growing Our Own: Hiring, Culture, and What It Really Takes to Keep People
By Brenda Baker, HR Manager, Solution Services Inc.
I’ve been in Human Resources for 25 years, and if there’s one thing I know for certain, it’s this: people don’t just want a job. They want to be valued and matter. People don’t quit jobs, they quit bosses.
At Solution Services, we’ve built something special – not just because of our equipment or our projects, but because of our people. We lead with people. That starts the moment someone walks through our door with a resume in hand, and it doesn’t stop once they’ve been hired. We’re not perfect, but we care deeply. And that’s the part people remember.
People Are the Priority
When I meet someone new – whether they’ve applied online or walked right into our office – I take the time to sit with them. I tell them the story of how this company started back in 2014 with just a maintenance truck and a helper. I walk them through how we’ve grown since then – the branches we’ve opened, the opportunities we’ve created. I want them to see the full picture. Not because it’s flashy, but because it’s real.
I explain that this isn’t just a job. There’s room to grow here. We’ve had people go from the field to leadership – like Brad, who started as a hot oiler operator and is now our Director of Operations for our Specialized Fluid Division. Or Madison, who came in green and is now thriving, supported by training and education through government grants we help access. We promote from within. We train. We support. And we celebrate people who want to build a career.
Our people are paid well, challenged, and trusted. But just as importantly – they’re appreciated, empowered, and part of something they can believe in.
Culture isn’t a buzzword to us. It’s how we show up every day – for each other, for our families, and for the work we’re proud to do.
Hiring With Intention
We’re heading into another busy hiring season, and while skill and certifications matter, what we’re really looking for is attitude.
We want people who are dependable, willing to learn, and want to work as part of a team. I believe you can train for skill – but attitude? That’s something you’ve either got or you don’t.
We run people through full interviews, and I ask them questions that tell me who they really are. I want to hear about a time they went above and beyond. I want to know how they approach challenges. Because in this industry, there’s no room for ego – but there’s a lot of room for growth.
Hiring has changed over the years. Candidates today expect more – and they should. They want meaningful work, support, and room to evolve. We try to meet that with honesty. If they’re willing to learn our way, we’ll invest in them.
And sometimes, it means starting from the bottom. I’ve had supervisors from other companies want to walk right into a leadership role here. But at Solution, we believe in earning it. That’s part of our culture – and people respect that.
Keeping Good People
Retention doesn’t happen by accident. It happens when people feel VALUED. When they know you care about where they’re going – not just what they’re doing.
Leadership plays a massive role in that. People don’t quit jobs – they quit bosses. If someone’s manager doesn’t care about their goals, their family, or their well-being, that person’s going to start looking elsewhere. And who can blame them?
We ARE proactive. We celebrate birthdays and work anniversaries with personal emails from me and follow-ups from our leadership team. We host appreciation events that include families because we know support at home makes all the difference. Our summer party comes right after shutdown season – and we do it for a reason. People need a break. They need to celebrate the company’s success and feel a part of that.
And when things aren’t working out? We treat people with dignity – from the day they arrive to the day they leave. Even if they’re not the right fit, they still gave us their time. They still deserve respect.
Culture, Communication & Support
We talk a lot about support around here, but it’s not just lip service. When someone requests time off – especially for mental health – I reach out. I check in. I offer resources. We have processes in place, but more importantly, we have people who genuinely care.
Listening is a big part of what I do. Not just during performance reviews – but every day. If someone’s struggling, I want to know. And if they’re thriving, I want to celebrate that, too.
Looking Ahead
Right now, we’re focused on growing our own. The job market is tough, and good people are hard to find – so we’re investing in the ones who are already here. Apprenticeships, mentorships, and ongoing education aren’t just perks – they’re part of our long-term plan.
We’re making space for people to move up, to learn more, and to become leaders themselves.
To other HR leaders? Don’t be discouraged. It’s a tough role. You wear every hat – recruiter, counselor, conflict resolver. It’s easy to take things personally. But don’t.
Lean on your metrics. Track your progress. Celebrate your wins. And remember: you’re dealing with humans. It won’t always be perfect, but if you lead with care, you’ll make a difference.
If you’ve got a good attitude, a strong work ethic, and you’re looking to grow – get in touch.
We’re always looking for great people to join the team. Reach out through our website or stop by the office. I’d love to meet you.
