Managing a business in Nepal can feel like trying to find your way through a bustling Kathmandu market—exciting but full of twists and turns.You offer competitive salaries, yet staff underperformance, lack of motivation, and even theft persist. It’s frustrating, and it’s a challenge many Nepalese businesses face. A good paycheck is important, but it’s not the whole story. Creating a workplace where employees are truly engaged and committed requires understanding the unique dynamics at play—cultural, economic, and human—and taking intentional steps to foster a team that’s not just present, but passionate.
So, what’s really going on, and how can we turn things around?
What’s Driving the Struggle?
Let’s break down the key factors at play:
- The Pull of the “Dollar Dream”: In Nepal, the promise of higher earnings abroad is a powerful force. Many young workers see foreign jobs—often in places like the Gulf or Malaysia—as a ticket to financial security, even if the work itself isn’t glamorous. This creates a transient workforce, where employees may be physically present but mentally checked out, always eyeing the next opportunity overseas. As one business owner put it, “The dollar dominates the rupee.”
- A Generational Divide: There’s a perception that younger employees, often in their 20s, crave instant results and quick career jumps. While not true for everyone, this can lead to shorter job tenures and disengagement if growth isn’t immediate. On the flip side, older workers (35–45) often bring stability and experience, which is why some businesses prefer them for leadership roles, with younger folks in mid-level positions.
- More Than Money: Many employers assume a good salary will keep employees motivated. But as one manager learned the hard way, “That mindset bites you back.” People want work-life balance, a sense of purpose, and opportunities to grow. Without these, even a hefty paycheck won’t keep them engaged.
- Hiring Missteps: Focusing on surface-level traits—appearance, basic qualifications, or age—over skills, experience, or cultural fit often leads to hiring mismatches. You end up with employees who don’t align with your company’s goals or values.
- Weak Systems: Nepal’s labor laws exist, but enforcing them—especially for issues like theft or misconduct—can feel like wading through quicksand. Without clear processes or trust in the system, employers feel stuck.
Practical Steps to Build a Stronger Team
To create a workplace where employees thrive, we need to move beyond the paycheck and build a culture that inspires. Here’s how:
1. Hire Smarter, Not Just Faster
- Look Beyond the Resume: Skills matter, but so does fit. During interviews, dig into a candidate’s values and how they align with your company’s mission. Do they care about the same things you do? A passionate employee who believes in your vision is worth more than a skilled one who’s just clocking in.
- Balance Age and Energy: Consider a mix of experience and fresh perspectives. Employees in their 30s and 40s often bring reliability and wisdom, making them great for leadership roles. Younger workers (25–30) can add creativity and drive to mid-level positions.
- Prioritize Proven Skills: Focus on candidates with a track record of accountability and results, not just credentials or charm.
- Do Your Homework: For roles involving cash or inventory, thorough background checks are non-negotiable. A little diligence upfront can save major headaches later.
2. Create a Workplace People Want to Stay In
- Value Work-Life Balance: Long hours and seven-day workweeks burn people out. Stick to reasonable schedules—5 or 6 days a week, no more than 8 hours a day—and encourage time off. Fun fact: Stanford research shows productivity tanks when people work over 50 hours a week. Happy, rested employees are more productive.
- Invest in Growth: Offer training, workshops, or mentorship to help employees learn new skills. When people see you’re invested in their future, they’re more likely to stick around and give their all.
- Make Them Feel Heard: Involve employees in decisions, whether it’s brainstorming new ideas or setting team goals. Small gestures like regular check-ins or even a profit-sharing model can make them feel like true partners in the business.
- Sweeten the Deal: Beyond salaries, consider performance bonuses, sales incentives, or small perks like team outings. These show employees their hard work is noticed.
- Tap Into Nepal’s Culture: In a country as spiritually rich as Nepal, weaving in values-based discussions or team-building activities that respect local traditions (while being inclusive) can foster a sense of community.
3. Tackle Underperformance Head-On
- Set Clear Expectations: From day one, employees should know what’s expected—through detailed job descriptions and regular feedback. Underperformance often stems from confusion, not laziness.
- Offer a Path Forward: If someone’s struggling, a Performance Improvement Plan (PIP) with clear goals and support can turn things around. It’s a chance to reset, not just a prelude to firing.
- Have Tough Conversations: For serious issues like theft, follow Nepal’s labor laws to the letter. If theft is proven, termination is an option, but ensure you have solid evidence and follow legal processes to avoid disputes.
4. Prevent Theft Before It Starts
Theft is a gut punch for any business. Beyond hoping for honesty, take proactive steps:
- Tighten Security: Install CCTV in key areas and implement inventory controls or regular audits. These deter potential theft and provide evidence if something goes wrong.
- Lead with Integrity: When leaders model honesty and fairness, it sets the tone for the whole team. A culture of trust starts at the top.
- Support Employee Well-Being: While theft is never excusable, financial stress or feeling undervalued can push people to desperate acts. Fair wages, benefits, and a supportive environment can reduce the temptation.
The Heart of It: Build a Culture People Love
At the end of the day, creating a workplace where employees stay, thrive, and give their best comes down to culture. In Nepal, where community and connection run deep, this means building a workplace that feels like more than a job. It’s about showing employees they’re valued—not just for their work, but as people. It’s about giving them a reason to stay, whether that’s through growth opportunities, a sense of belonging, or simply feeling respected.
Take the time to listen to your team. Celebrate their wins, big and small. Be patient, but don’t shy away from tough decisions when needed. By blending smart hiring, a supportive environment, and a culture rooted in trust, you’ll not only tackle underperformance and theft but also build a team that’s as invested in your business as you are. That’s the kind of workplace that doesn’t just survive—it thrives.
