“Payroll as a leap of faith”

My father ran a small business. He had clients, drive and a work ethic most would admire - but no team. Every job, every appointment, every customer complaint landed squarely on his shoulders.

When I asked him why he hadn’t hired anyone yet, he didn’t say “money” or “timing”.

He said this:

“They won’t care like I do. I’ll spend more fixing their mistakes than if I just do it myself.”

That’s the moment I realized something: hiring isn’t just about adding help. It’s about letting go of control.

And control feels like safety - until it becomes the very thing holding you back.

The truth is that many small business owners stay small not because they lack vision, but because they can’t make peace with the idea of being a leader. Of building trust. Of learning to delegate, onboard and guide others.

We’ll explore the psychology of control, why delegation feels like danger and how to rebuild trust as a strategic tool - not a naive hope. We’ll also include a personal reflection or mental exercise to confront the illusion of safety in staying small.

This section can challenge assumptions, expose blind spots and pair mindset with metrics.

Why Is Hiring So Scary?

Because it’s not just about payroll.

It’s about identity. Belief. Ownership and loss.

Here’s what hiring triggers:

• Fear of being taken advantage of

• Fear of losing your standards

• Fear of paying someone who doesn’t deliver

• Fear of becoming the kind of boss you used to resent

• Fear of facing the truth: you’re not scalable on your own

The Cost of Not Hiring

You think you are saving money. But here’s what you’re really spending:

• Burnout

• Lost opportunities

• Stagnation

• The constant inability to say “yes” to more

• No time to work on the business - you’re stuck in it

Growth requires expansion. Expansion requires people and people? Require trust, structure and a little faith.

The technical: A Practical guide to Hiring for the First Time

So how do you actually make the leap - without burning yourself (or your cash flow) in the process?

Here’s your tactical breakdown:

1- Step ONE: Know What You’re Hiring For

• Don’t just say “I need help”

• Write a short job description - tasks, expectations and outcomes

2- Step TWO: Understand the Cost

• Wage (hourly/salary)

• Payroll Taxes (varies by region - around 10-15%)

• Benefits (optional at first but consider bonuses or incentives)

• Training time (you’re paying even when they’re learning)

Use a simple spreadsheet to model this. What’s the break-even point? How many clients do you need to handle to pay for themselves?

3- Step THREE: Legal & Administrative Setup

• Register as an employer (tax authority or labor office)

• Get an EIN (Employer ID Number)

• Draft a simple work agreement (responsibilities, pay, schedule…)

• Use tools like Hellosign, Bonsai or Notion templates for contracts

4- Step FOUR: Hiring Channels

• Local Facebook groups

• WhatsApp referrals

• Flyers in local businesses

• Fiverr / Upwork (for remote support)

Start with part-time or project-based hires. Reduce risk, test compatibility

5- Step FIVE: Training & Onboarding

• Create a 1-page “How We Work” doc. (Your core standards)

• Do a shadow week - let them learn by doing

• Always pay during trainings. It sets a culture of fairness

6- Step SIX: Measurement = Trust

• Weekly check-ins

• Use a whiteboard, Google Sheet or simple dashboard

• Track what they complete and how long it takes

• Give feedback. Often.

Final Reflection 

Hiring is leverage. Not just in money but in time, energy and creativity.

It won’t be perfect but nothing big ever is.

So the real question is: Do you want to grow? Or do you want to stay safe?

“You can’t have both.”