If you’ve been on TikTok recently, you may have seen one of my videos go viral, where I said something that made a lot of employees uncomfortable. I basically told the truth: as a business owner, I’d rather pay Rs.100,000 to a kid from a rural area than give the same amount to someone in Colombo. And before you roll your eyes, let me explain. This isn’t about geography. It’s about mentality.
The Colombo Problem
Let’s be brutally honest: Colombo employees are distracted. The city is buzzing with shiny things, new cafes, networking events, “side hustles,” the urge to keep upgrading jobs every six months just for a slightly bigger salary or fancier job title. I know this because, and here’s the part you’ll love, I used to be that guy. I jumped ship more times than I can count. I’d join a company, barely warm up my chair, and then be on LinkedIn hunting for the next opportunity. I thought I was being smart, “building my career.” But in reality, I was just becoming that guy no employer could really count on. Colombo employees often forget when you’re constantly jumping ship, you never actually learn the bigger picture. You never stay long enough to build trust, get the real perks, or climb the ladder. You’re always in probation mode, always proving yourself to a new boss, always starting from scratch.
The Rural Loyalty
Now let’s look at rural employees. When a company invests Rs.100,000 in a kid from outstation, that kid treats the job like gold. He’s not distracted by ten different job offers or Colombo nightlife. He’s focused. He gives his heart and soul to the company, not because he lacks options, but because he understands loyalty. And that loyalty pays off. Employers notice. They invest more in training, mentorship, and eventually promotions. That’s why rural kids often grow faster within companies, not because they’re inherently “better,” but because they stay long enough to reap the rewards.
Why Employers Are Frustrated
Here’s the thing: running a business in Sri Lanka is tough enough already. Costs are high, margins are thin, and clients expect miracles. The last thing a business owner needs is employees treating the company like a short-term fling. Employees today barely stay six months before eyeing the next gig. They want perks, titles, salary bumps; instantly. But here’s a reality check: perks come later. Growth comes later. The real benefits of loyalty and consistency only show up after you’ve put in time and proven your worth. From an employer’s perspective, why would I pay Rs.100,000 to someone who might be gone in six months when I could pay the same to someone who will stick around for years?
The Lesson I Learned the Hard Way
Like I said earlier, I was once the definition of a Colombo employee, impatient, restless, always job-hopping. It felt exciting at first, but eventually, I realized something painful: no matter how many companies I joined, I wasn’t building a reputation. Nobody knew me as someone who stuck it out, who could be trusted long term. That’s when I learned the hard truth: loyalty matters. Yes, talent gets you in the door, but loyalty and consistency keep you in the room, and eventually get you promoted to the head of the table.
Now let’s look at rural employees. When a company invests Rs.100,000 in a kid from outstation, that kid treats the job like gold. He’s not distracted by ten different job offers or Colombo nightlife. He’s focused. He gives his heart and soul to the company, not because he lacks options, but because he understands loyalty
A Message to Young Employees
If you’re young and ambitious, listen carefully. I’m not saying stay stuck in a toxic company. If your boss is abusive or your workplace is killing your soul, by all means, leave. But don’t confuse ambition with impatience.
- Give it time. At least two years in a company before moving on.
- See the bigger picture. Promotions and perks don’t happen overnight.
- Build trust. Your reputation is everything in a small market like Colombo.
- Remember: business owners talk.
Colombo is small. If you build a reputation as someone who jumps every six months, trust me, people notice.
Why This Matters for Sri Lanka’s Future
Sri Lanka is at a point where we desperately need stability, in politics, in economics, and yes, in our workforce. If the next generation of employees can’t commit, can’t focus, and can’t stay loyal, we’ll never build the kind of companies that last. Business owners aren’t asking for slaves. We’re asking for people who understand that growth is a marathon, not a sprint. And sometimes the biggest perk you can give yourself is patience.
Final Word from the No BS Marketer
Hiring in Sri Lanka is tough. Not because talent doesn’t exist, but because loyalty is rare. And if you’re reading this and feeling triggered, maybe that’s a sign. Take it from someone who’s been on both sides, the restless Colombo employee and now the employer trying to build something that lasts: the ones who win aren’t the ones who hop the most. They’re the ones who stay, grow, and play the long game. So, before you think about jumping ship yet again, ask yourself: Am I building a career, or just collecting CV stamps? Because in the end, the rural kid who stayed put might just be running the company you left behind.
