On the Building Loved Businesses podcast, we explore what it takes to create companies that people love to work for, buy from, and partner with.
In a recent episode, I sat down with Shawn Weyer, founder of Weyer Companies, a drywall and painting company built on quality, execution, and leadership development. What started as a small side hustle while he was in school has since grown into a 40+ person company with subcontractors, clear systems, and a leadership pipeline designed to scale.
But the story of how it all started might surprise you, it came down to a sticky note.
The Sticky Note Decision
Back in 2010, Shawn was at a crossroads. With a business degree and prerequisites for chiropractic school complete, he had every intention of pursuing a career as a chiropractor in Minneapolis. It would take years of additional schooling and over $100,000 in tuition.
At the same time, he had started a small painting business in Fargo. That first year, while still in school, he grossed $82,000, enough to make him pause.
One night, Shawn sat down with his wife Rachel, pulled out a sticky note, and wrote a single word at the top: Stay. Underneath, he created two columns, pros and cons.
The pros: a great community in Fargo, family, and momentum with his business.
The cons: walking away from the career he trained for and the opportunities in Minneapolis.
But the sticky note didn’t say stay or go. It just said stay. Looking back, Shawn realized he’d already made his decision before putting pen to paper.
From Grind to Growth
Staying meant going all in. For five years straight, Shawn worked nearly every single day, sometimes with only a handful of days off. That grind built the foundation of Weier Companies.
Eventually, he hit the million-dollar mark and realized he wasn’t just building independence anymore; he was building an organization. That’s when he turned to systems like EOS (Entrepreneurial Operating System) and the book Traction to start creating structure.
One of his pivotal moments was learning to step out of the field and let others lead. As Shawn put it, “That sprayer’s got your name on it” became his turning point to hand the work over to his crew so he could focus on growing the business.
People and Culture First
Weyer Companies now runs on a strong culture rooted in values like trust, teamwork, accountability, and reputation. To reinforce those values, Shawn implemented creative rituals like the Golden Squeegee Award, which rewards crews for the cleanliness and organization of their company vans, a fun way to build pride and accountability.
Recruiting and training remain the company’s biggest constraints, but Shawn has been intentional about creating a Pro Path for his team: a clear system for advancement that combines skill development with opportunities for leadership.
As he puts it:
“We have to make it about what’s in it for our employees. We hire for core values first, then we teach the skills.”
Key Lessons from Shawn’s Story
- Big decisions can come down to a sticky note. Don’t underestimate simple tools when facing life-changing choices.
- You can’t scale if you don’t let go. Stepping out of the field allows others to grow and the business to thrive.
- Culture is clarity. Hiring, onboarding, and rituals like the Golden Squeegee create accountability and pride.
- Focus on constraints. Growth comes from solving the bottleneck, not doubling down on what’s already working.
🎧 Listen to the full episode to hear Shawn’s story, from boxing rings to building leaders in the trades, and the mindset shifts that helped him grow from a solo painter to a scalable business owner.
