Answer extracted from The Responsible Finance Podcast — listen to the full episode below.
How has acquiring a business impacted employment and staff retention?
Since taking over Beacon Barkers in October 2022, the business added two full-time staff members and has retained 100% of its team. This zero-turnover achievement came through listening to staff concerns, offering upskilling opportunities, improving benefits, and creating a genuine collaborative culture where ownership visibly participates in daily operations.
The transformation began immediately after the acquisition. Kaz Burness brought in an additional full-time groomer to expand the kennels' grooming capacity, and recruited Rachel as a second dedicated full-time dog walker to meet growing demand. Rather than viewing these as simple hires, Burness treated them as strategic hires tied to her broader vision for the business.
Retention, however, proved more valuable than mere recruitment. Zero staff turnover over an eight-month period is remarkable in the pet care industry, where burnout and low wages often drive departures. The key to this success was not structural complexity—it was fundamental: Burness listened closely to her team's needs and acted on their feedback.
Building trust through presence and investment
What distinguishes Burness's approach is her hands-on involvement. As discussed in the episode, she doesn't sit in an office—she participates directly in the day-to-day work, including cleaning kennels. This visible commitment signals that leadership is not detached from frontline operations.
Burness also prioritized staff development. She created upskilling opportunities that gave team members a genuine career path rather than just a job. Staff saw that their employer was invested in their growth, which deepens emotional commitment far more than wages alone.
Benefit improvements rounded out her retention strategy. By enhancing what staff received beyond their base salary, Burness addressed a common pain point in the industry. The combination of listening, investment, and visible leadership created an environment where people wanted to stay.
"There are good finance companies and there are not so good finance companies and if you've got a good feeling that this is not the right company for you please change the company and go with somebody else."
Kaz Burness — Owner, Beacon Barkers Pet Centre. Burness spent 23 years in various roles at TK Maxx, the fashion retailer, including security, customer service, and stock room work. In February 2019, she began offering pet sitting and dog boarding services from her home. After leaving TK Maxx in January 2022 to run her pet business full-time, she and her husband Darren acquired Beacon Barkers using a £100,000 loan from BCRS Business Loans, transforming it from a struggling operation into a thriving multi-service pet centre.
For those curious about how she selected a finance partner to fund the acquisition, the full episode explores how BCRS Business Loans stood out from other lenders through genuine engagement and support beyond capital.
See also
What youth training and volunteer opportunities can a kennels business create?
Beacon Barkers actively encourages volunteering and work experience opportunities, welcoming placements from school students and university volunteers during holiday periods, creating genuine pathways into the industry.
How can alternative finance companies support business growth beyond providing capital?
BCRS demonstrated genuine belief in the business vision by sending a representative to understand the plans in depth, showing real commitment and partnership that extended far beyond the £100,000 loan itself.
What factors influenced the choice of a finance provider for a business acquisition?
Kaz initially approached several finance companies but felt let down by their attitude, their plans, and unhelpful paperwork. The stark contrast with BCRS's supportive approach made the decision straightforward.
Key takeaways
- The acquisition added two full-time roles (groomer and dog walker) while maintaining 100% staff retention over eight months.
- Active listening to staff concerns and acting on feedback is foundational to reducing turnover.
- Offering upskilling opportunities creates genuine career progression and emotional commitment.
- Visible leadership involvement in daily operations builds trust and demonstrates ownership commitment to the team.