Small business owners know the struggle—hiring quickly, getting employees up to speed, and keeping the business running smoothly. The pressure is real. There’s little room for error, especially when it comes to critical areas like payroll, accounting, and all things money. In a perfect world, you’d hire seasoned experts, but in reality, small businesses often bring people on board with little to no experience in their roles.
And that’s okay—if you approach it the right way.
Many service-based businesses are hiring people “off the street,” placing them in roles that are entirely new to them. This isn’t a bad thing—it’s just a challenge. Take my experience, for example. I am a nurse by trade. When I entered a completely different industry, I was smart, educated, and had heard how things should be done. But I had never actually done them. There’s a massive difference between knowledge and application, and that’s something small business owners must recognize in their teams.
When you hire, you’re not just bringing in an employee—you’re bringing in a learner. Someone who might understand the theory but has never handled payroll, balanced accounts, or managed customer transactions. The problem is, small business owners often expect new hires to “just know” or figure it out, and when mistakes happen, frustration builds. It’s easy to jump to blame.
But what if we shifted that mindset? What if, instead of seeing mistakes as failures, we saw them as opportunities for mentorship?
Blame vs. Mentorship: The Difference Maker When an employee makes an error, the instinctive reaction might be frustration—“Why can’t they just do this right?” But before assuming incompetence, consider asking:
• Have they been properly trained?
• Have they had hands-on experience with this task?
• Have I provided them with enough resources and guidance?
Blame isolates, discourages, and creates a fear-driven workplace. Mentorship, on the other hand, fosters growth, confidence, and long-term success. Small businesses thrive on strong, capable teams, and the best way to build one is by investing time in mentorship.
In new roles, it’s crucial to remember that what seems like a no-brainer to an experienced worker is not for someone new. This is why mentorship, structured learning, and ongoing check-ins are necessary. Employees need time to learn, grow, and become comfortable in their roles.
However, another reality is that not everyone is cut out for every job. This makes mentorship even more critical—so that both you and the employee can evaluate whether they are the right f it. Incorporating structured learning periods, mentorship, and open communication can ensure long-term success for both individuals and the business.
Sometimes, after a good amount of training and mentorship, the job just isn’t the right fit. And that’s when you can sit down, have an honest conversation with your employee, and say, “We have tried, we have faith you are good at many things, but this job isn’t a fit.” When you’ve invested in mentorship, you can look back knowing you did everything possible to make this a successful hire. And if it still doesn’t work, you can have peace in your decision.
I once took a job in my field, yet in an area I had never worked before. The first thing the Head of the Department said to me was, “I think you are a great fit, but you don’t know anything, and it’s going to be a while before I trust anything you do.”
How did I feel about this? Pissed off at first. But over time, I came to understand what was being said. It took humility, a willingness to ask questions, and a lot of ego-stuffing to get through the period of not knowing anything. In the end, success came from a combination of:
• Letting down my guard.
• Admitting I was clueless in many areas.
• Asking questions like a two-year-old at a zoo.
• Relying on the mentors around me.
• Expressing gratitude for the guidance I received.
1. Shift Your Perspective on Training
Training isn’t a one-time event. It’s an ongoing process. Assume that people need guidance beyond the first few weeks. Provide structured onboarding and continued support as they grow into their roles.
2. Create a Safe Space for Learning
Employees who fear making mistakes won’t take initiative. Encourage open communication. When someone makes an error, use it as a teaching moment rather than a scolding session.
3. Lead by Example
If you want employees to be adaptable and open to learning, demonstrate the same mindset. Show them that mistakes are part of growth. Admit when you don’t know something and model how to find solutions.
4. Pair New Employees with a Mentor
A structured mentorship program—even if informal—can be a game-changer. Pairing a new hire with an experienced team member gives them a go-to person for questions and guidance.
5. Provide Clear Expectations and Resources
Many mistakes happen simply because employees don’t have a clear understanding of what’s expected. Provide step-by-step guides, checklists, and written processes to set them up for success.
6. Encourage Problem-Solving Instead of Panic
When an issue arises, guide your employees through the problem-solving process instead of just fixing it for them. Ask, “What do you think we should do?” This builds confidence and critical thinking skills.
7. Recognize and Celebrate Progress
Acknowledge when employees improve or take initiative. A simple “I noticed how you handled that—great job!” can go a long way in boosting morale and reinforcing positive behavior.
The same principles hold true in Ben Haugh’s small business, All Nation Restoration. Whether in the field, the office, or accounting, every staff member has struggled at times, and many have succeeded beyond expectations. The key? Strong mentorship, open communication, and a culture of learning. Without these elements, success is nearly impossible.
As a small business owner, your role is not just to hire and manage but to develop and mentor. Your employees’ success is your success. Instead of jumping to blame, take the time to teach, guide, and support. The time you invest in mentorship today will pay off in the long run, creating a workforce that is engaged, capable, and invested in your business
