Sun Tzu on what you risk by not hiring
This morning I was reading the “Waging War” chapter of The Art of War, and one line stood out:
“Those unable to understand the dangers inherent in employing troops are equally unable to understand the advantageous ways of doing so.”
It made me think about a challenge a lot of small business owners face: hiring.
Maybe you’ve had a bad experience before, or you’re worried no one will meet your standards. I’ve been there. I’ve hired people who weren’t the right fit, and it was frustrating. I’ve also seen how the right hire can transform a business.
Avoiding hiring feels safer. It holds you back from building the kind of team that can help the business thrive. Let’s talk about the risks, the rewards, and practical ways to build the team that sets you up.
The risks
Fear of hiring the wrong person. No one wants to make a bad hire. It’s expensive, time-consuming, and frustrating. Most hiring mistakes happen when expectations aren’t clear from the start. Reflect on why past hires didn’t work. Did you pick someone who wasn’t right for the job? Were expectations unclear? Was the role poorly defined? Use the lessons to improve the process.
Control issues. It’s hard to let go of tasks you’ve been doing yourself for years. Trying to do it all limits your growth and your sanity. Start small. Delegate specific, clearly defined tasks. Give your team the tools they need to succeed. If they do a good job, step back. If they don’t, help them improve and give them another chance.
Financial anxiety. Hiring is a financial commitment. It’s natural to worry if it’ll pay off. Avoiding help when you need it most can cost you more in missed opportunities than the wage you were trying to avoid. Consider the opportunity cost of not hiring. Start with part-time or seasonal help to test the impact.
The advantages
Expanding capacity. The right hires free you to focus on the bigger picture. Growth. Creative projects. The work only you can do.
Leveraging diverse strengths. Your team brings new ideas, skills, and perspectives that can elevate the business. Hire a decorator who specializes in hand-painted designs. Suddenly your sugar cookies become something customers can’t resist. Something you wouldn’t have had the time or skill to do yourself.
Sharing the load. A reliable team means you can step back when you need to. You can go to the town’s tree-lighting ceremony with your family for the first time in years, knowing the business is in good hands.
Overcoming the fear of hiring
Start small. You don’t have to dive in headfirst. Start with part-time or seasonal help. Hire a holiday assistant to assemble gift baskets and run the counter during the festival. See how extra help impacts your workload without a long-term commitment.
Clarify roles and expectations. The clearer you are about what you need, the easier it is to find the right fit. Instead of “we need help in the bakery,” write a detailed description: manage pre-orders, assemble gift boxes, keep the counter running smoothly during the festival.
Focus on fit, not just skills. A hire who lines up with your values and work style is often more valuable than one with the perfect résumé. The high school student with a bright smile and a love for the work can outperform a more experienced candidate who doesn’t fit the culture.
Set boundaries for autonomy. Empower your team to make decisions within limits so they can act quickly without waiting for approval. A customer complains about smudged frosting on a cupcake. The team can offer a quick discount or a complimentary treat without needing your sign-off. The line keeps moving. The customer leaves happy.
Provide training and support. A well-trained team operates confidently and independently. Spend an afternoon walking your new hire through the process. Label each station. Turn the process into something they can master.
Step back, stay involved. Check in regularly to ensure things stay on track. Give your team room to do their jobs. Your head baker handles the daily schedule. You meet weekly to review orders, track progress, and address what comes up.
A checklist for this week
Write down the tasks taking the most time or energy. Those are the best places to hire.
Test the role with part-time or seasonal help to minimize risk.
Create a job description that outlines responsibilities, expectations, and how success will be measured.
Set decision-making boundaries that empower your team on the small calls and keep the larger ones with you.
Onboard thoughtfully. Train thoroughly. Provide the tools.
The right people transform a business
Hiring isn’t without challenges. The rewards of building a strong team are worth it. This week, take a small step toward building yours. A holiday assistant for gift baskets. A decorator who can bring your cookie designs to life. Every good hire is an opportunity to make the business — and your life — better.
About the Author
Ron Tester is a physical therapist with thirty years in the field. He built, grew, and operated a multidisciplinary home health company employing PTs, OTs, and SLPs through a successful exit. He now coaches outpatient PT, OT, and SLP clinic owners on operating at the owner level. Certified Executive Coach and Book Yourself® Solid Coach. Learn more at https://rontestercoaching.com/about.