Hiring Without the Headache

Let's face it, you're swamped. You're overwhelmed. You're wearing too many hats. And truth is, some of those just don't fit anymore. I've been there and done that a few times.And every ounce of your being is telling you it's time to bring someone else on, to finally delegate, to finally get some relief. But then that fear kicks in. You start to think about all the bad hires you've heard of. I've been there, too.That overwhelming thought of writing job descriptions and sifting through those resumes and doing those interviews, training somebody new, all that extra work, you don't really have the time to do what you're trying to accomplish now. And that paralyzing fear, that resistance to growth, it holds so many of us back. But what if I told you hiring doesn't have to be a headache?It really doesn't. What if the right process could actually save you sanity and propel your business forward? Well, today I'm going to break down the fear of hiring.I'm going to give you the gritty steps to build your dream team one smart hire at a time. So stick with me. I'm going to give you the tools you need today to make an effective hire.

Running a business isn't easy. It's long hours, tough calls, and relentless pressure. No shortcuts, no handouts. Just grit, grind, and the will to keep going when most would quit.Welcome to Grit and Growth Business, the show for entrepreneurs who know success is built the hard way.Hosted by Ralph Estep Jr. A seasoned business coach, accountant, and fellow fighter in the trenches, each episode brings you real talk, proven strategies, and the unfiltered truth about what it really takes to build something that lasts. Because if you've got persistence, perseverance, and determination, this is the place for you. This is Grit and Growth Business.

Hello there. Welcome back to Grit and Growth Business.I'm Ralph Estep Jr. And this is the show where we empower small business owners just like you to build thriving and profitable businesses. Now, last week, we talked about from chaos to clarity. We talked about systems that save you.And if you missed it, I'm going to encourage you to go check it out. Well, this week, as I just said, we're moving into a new topic.And this topic is a massive opportunity and a source of incredible anxiety for every normal business owner, especially if you're trying to grow past what your own two hands can do. And that's hiring without the headache. And listen, I know this one hits close to home for many of You, You've built something incredible.You're delivering value. And as your business grows, you inevitably hit that wall. That wall is usually called time or capacity. And yes, you're stretched in.You're doing tasks you shouldn't be doing. And you're just dreaming of that day that you can finally offload some of that burden. And your gut instinct says, hey, Ralph, I need help.But then that other voice, it pipes up something different. It's that one that whispers about those terrible hires you heard of. Yeah, your buddy Joe hired somebody. Oh, that was a disaster.He shared with you over breakfast one morning. Man, that was a disaster. It was like I didn't even hire anybody. Just kept on having to do it all myself.And he talked to you about the time wasted and all the money he lost. And then you're starting to have those fears yourself. You got that fear of finding someone who isn't a good fit.Maybe just like Joe, you're going to find that person that needs that constant hand holding. Or worse is the worst part, who actually creates more problems than they solve.And then you're thinking to yourself, hey, this doesn't seem like a solution. More like a massive, terrifying headache. So what do you do? You choose to keep doing it yourself. You stay overwhelmed. But that's not the worst part.You silently cap your own growth. And I've been there. Let me tell you my story. Early in my career, I was running my own accounting practice.And I hit the point where I was just simply drowning. My client load was growing, but I was doing everything.I was doing the bookkeeping, I was doing the tax returns, I was doing the client calls, I was doing the administration work. Hey, I was even cleaning the office on the weekends. And I knew deep down I desperately needed to hire somebody.But the thought of finding someone trustworthy, someone competent, someone who wouldn't just add to my workload, it was paralyzing for me. And I procrastinated for months. Actually, to be honest with you, more like years. And yes, I kept losing sleep.I kept feeling completely overwhelmed because that idea of hiring felt worse than the painful reality of being swamped. I was stuck in what I've said to so many times, the clients. Analysis paralysis and being stuck there, it was just absolutely mentally draining.See, this isn't just about finding warm bodies. You can do that. It's not going to be very effective, but a lot of people do that.I counsel business owners every day that have just found warm bodies. Usually doesn't work out well for their businesses. But if we're going to do it right.It's about strategically bringing in the right talent for your business so that you can free yourself up to do what you do best to serve more clients and in the end build that enduring legacy that is your business. I don't want to lay this on you right now. When done right and you can do it right, hiring isn't a headache. Hear me on this.It's actually a superpower. But the truth is the other side of that, when it's done wrong, yes, it is an unmitigated disaster.So let's take a moment and ask ourselves some questions. Let's ask right now, what are the common anxieties and pain points that are holding business owners back from smart hiring?You might be listening to this right now and you're saying, Ralph, yeah, I've been real hesitant about doing that. I'm going to explore those in a second. But I want to talk to you also about what they cost you in the long run.Because there is a long run cost beyond just what they're costing you right now. And this feeling of overwhelmed. What I'll tell you right now, in my experience, the biggest one is the fear of making a bad hire.If you're listening right now, you're probably saying, Ralph, you're absolutely right. That is number one. It just is.You worry about hiring somebody who is totally incompetent, lazy, or even in the end detrimental to your hard won team culture. You're saying to me right now, Ralph, I've put in the reps in this. I've done all the work, I've built this.I'm really scared to bring somebody on who might destroy it in just a couple days or maybe one phone call and I lose business. I get it. There's pain there. When you look at it, there's wasted money on salary and training.Like I just mentioned, there could be damage to client relationships. Maybe negative team around if you hire the wrong person.Not to mention the immense time and emotional energy it takes to manage or worse, hey, fire a bad hire. Been there, done that a few times too. And that fear keeps you small and it keeps you chronically overwhelmed. So that's the first one.I see this almost every day in my practice. The fear of making a bad hire. The second one is this. And that is overwhelm of the hiring process itself. I've talked to many clients.You're like, Ralph, I know I need to hire somebody. Listen, I just had a conference call this morning. This person just got started in their business and they really need to hire somebody.And he sort of said to me, says, Ralph, I'm not sure where to start. So that's an overwhelm for a lot of people. We start to break it down.We start thinking about writing those job descriptions that actually attract the right person. And once you get that, you got to post that ad. You know, where do I put those ads?Where do I go put them to find the people, to find the right people. And then you put that ad out there, and you're sifting through potentially hundreds of resumes.I remember when I was looking for a new secretary, just right after Covid, I put an ad on one of the sites. I don't remember which one it was now. And I gotta tell you, within like the first half an hour, maybe the first hour, I had about 300 resumes.I turned the thing off. I said, wait a minute, I gotta start sifting through these things.And then once you get sifted through them, then you're scheduling, you're conducting interviews. That process took forever. It amazed me, as a personal pet peeve, how many people just wouldn't even show up for the interview.And then you get through the interviews, and you get to the point where I got about four or five people that I'm really interested in. You start checking their references. And then, of course, the references don't want to call you back. You can't get in touch with them.You're wondering, like, do these people even know this person? And all of these things is just a huge, daunting time commitment. I get it. And you're thinking, right now, the pain of this is you're already swamped.You're like, ralph, I'm already swamped. I don't have time for all this. So adding this massive project, this feels impossible, Ralph. I don't have time to draft an ad.I don't have time to interview people, much the less to try to hire somebody and try to train them. So what do you do? You stay stuck. You postpone it. You stay stuck in that grind, and you miss out on crucial potential growth and relief.And from my experience, I can tell you right now, it's easier to stay stuck. It's just easier. And then you can complain to everybody. I can't get anything done. I'm working 80 hours a week, Ralph, because I get it.It is tough to do. So that's the second thing. Let's say you clear that hurdle. Then there's this issue of cost client I was working with this morning.He said, point Blank Rob, he said, can I afford this? Hey, it makes sense to ask that question, Can I afford this?And that very question right there, it kept me up at night because I'm thinking, oh, wait a minute, you know, it's. It's me right now. If I need to be flexible, you know, I can miss a paycheck or whatever.But that question keeps so many entrepreneurs awake at night because you're worried about the salary or the hourly rates, whatever that looks like, for your word, you know, am I going to have enough coming in the door to pay this person, add on top of that benefits? Everybody tells me, Ralph, if I want to hire the right person, I've got to offer benefits.And then you're telling me that I got to worry about payroll taxes. Ralph, I have no idea where even to start with payroll taxes. And then I got to go buy them a desk.I got to get another computer, I got to get another phone. Now you get the idea. All that overhead, that pain, is real, and it creates this hesitation to invest in the necessary growth potential.And you're losing out on significantly more revenue that that new hire could help you generate because you're stuck in a silo. Yes, you see that immediate cost? Well, I got to pay for the salary, I got to pay for the benefits. Ralph, you mentioned payroll taxes.I got to get a new computer. I got to get office space. You get the idea.But you're so fixated on that immediate cost that you lack the ability to see the long term benefit of that increased capacity or that increased efficiency. You're not doing it all yourself. And you really don't see the ability to reclaim your own time. And of course, this one is a big one.This is number four on my list. I was planning for this show today. I thought, you know what? I got to think of a good name for this, and I came up with this one.And this is what I came up with. No one can do it like me syndrome. Listen, I'm guilty as charged because this is a tough one to admit, but it's real.Let me just tell you I said this for a very long time because I really believe this. You might believe in this right now.You believe that you're the only one, the founder, the visionary, the expert, you're the only one that can do certain tests with the required quality of care and that pain right? Now, look at yourself in the mirror because you become the biggest bottleneck in your entire business.Because the truth of the matter is, your business can only grow as much as your Own two hands can manage. There's your business. Look at it. It's right in front of you.It's only going to grow that big or how many hours you can personally squeeze into the day. Ralph, I'm already working 23 and a half hours. I can't fit any more in there. And if you're not careful, it's going to lead to burnout.I did a show about that not too long ago, which leads to stifling innovation because you're too busy with the minutiae. I don't know how many business owners I meet on a daily basis.They don't want to delegate, they don't want to hire somebody, and they're just stuck in minutia, and they completely lack the ability to scale. I did a show about that as well. Or take any meaningful time off. I got to work, Ralph. I don't have time for a vacation.And as I talked about when I started this show a couple weeks back, your business becomes a demanding job, not a valuable, liberating asset. And last on my list today to talk about why people are so fearful of this.And it's a little bit about the systems issue we talked about the other day. There's just a lack of a clear onboarding or training plan. But let's say you get past that, you finally make that leap and you hire somebody.You got through all those processes, and a person shows up for the first day of work, and you've got nothing ready for them. You don't have a clear process to help them get up to speed. And then you wonder why they flounder.You wonder why you get frustrated, they get frustrated. And then ultimately they leave because they feel unsupported, because you didn't have a process in place to get them on board.Get them on board effectively. And the pain here is more wasted time, more wasted money and demoralization for everybody involved.You're annoyed, they're annoyed, your other employees are annoyed. And all that does is it reinforces that negative belief that hiring is simply too hard and not worth it. You say, you know what, Ralph?I'm just gonna do it myself. Let me ask you right now, and be honest with yourself. Do any of these resonate with you? Do any of these resonate at all?Hey, listen, I know they resonated with me when I made that decision. You're not alone in that. See, the beautiful part of today's show is these are universal challenges for growing businesses.This client I work with this morning, I said to him, I said, this is a very common question. I think he felt like he was alone on this island trying to figure this thing out. But this is very common. But you want to hear the best part?The best part of this today is that these are challenges that can absolutely be overcome. And right now I'm going to share with you the gritty, strategic approach to do just that. I'm going to help you get this.I'm going to give you the tools. See, you needed to come to a basic understanding at the beginning. The power of smart hiring isn't just about getting tasks done.Yes, that's part of it. You want to hire somebody so they can knock out things on your to do list. You can help you get grow your business, all those sort of things.But that's not just about that. When you really think about it. It's about buying back your most precious commodity. And you might be saying, Ralph, okay, I don't get it.You're telling me it's going to cost me money, it's going to cost me this, but what's your most valuable precious commodity? It's your time. See, in the end, it's about leveraging your expertise so you can focus on your highest value activities.When I finally broke down and said I need to hire somebody, I finally realized I don't need to answer every phone call, I don't need to scan every document, I don't need to make every photocopy, I don't need to put postage on the things going out the door. I don't need to go to the post office box. My expertise is better leveraged in doing things that are higher value.And in the end, I finally realized it was about reducing my overwhelm and reducing my stress. And the realization came around just a couple weeks after I hired somebody.It's the realization about truly unlocking the next level of growth for your business. Hear me on that. That is so very, very, very important.Because hiring somebody, hiring the right person, doing it the right way, and I'm going to talk about those steps in just a second. That strategic move will save your sanity and it will fuel your legacy. So you ready to hear how you do this and how you do it effectively?Well, I'm going to give you some concrete, actionable steps that you can take right now to start building your team without the headache. One, one smart, intentional step at a time. First thing you've got to do.And listen, I'm going to tell you right now, I'm going to give you all these things in a downloadable Action sheet. I'll mention that right now. You can get that by going to grit and growth business.com action.When you get done listening to this, you can go there again. It's again@gritandgrowthbusiness.com Action download today's action sheet. But let's continue on what those steps are.First step, you need to identify what I'm going to call your freedom task. That is one thing to delegate first because here's a lesson that I learned the hard way.Don't try to delegate your entire workload because that's going to be overwhelming.You're not going to be able to bring somebody in and say, hey, listen, I've been doing this job for 10 years and in the next two days I'm going to tell you exactly how to do all of it. You're not going to do that. That's going to be overwhelming. But I want you to start by doing this. Look at your daily or weekly tasks.Take a look at what you do and maybe to prepare for this for the next week, write down every single thing you do, every single day. Name it. Every single thing. No, things are too small. We talked about minutia. Put them down pen to paper.Once you've done that, what is one specific repeatable task that you either, number one, dread doing, number two, takes up too much of your valuable time, or someone else could easily do 80% as well as you. And the big takeaway here is a big part of this and it will give you immense relief. So let me go over there again. One specific task.It's repeatable thing, not just a one time, hey, once a year I gotta do this. That's not what I'm talking about. Something you do every day, every week, something like that, that you dread doing. I, you know, I hate doing this.I really don't like doing this second thing takes up too much of your valuable time. Well, why is that important, Ralph?Because if it's taking up your valuable time, you could be out selling your business products, you could be meeting with customers, you could be building the business. But this is taking up too much of your time. Now, I put in there piece three of this. Someone could easily do 80% as well as you.Listen, let's be honest, no one's going to do it as good as you. If you're looking for perfection, don't hire somebody because you're never going to find it. But ask yourself, can they do it 80% as well as you?And last but not least, would give you immense relief. Now here's the thing I'm going to challenge you to do. Be specific. I mean real specific. Here's a great example. Is it managing social media posting?Do you really need to do that? Hey, maybe you draft it out, but you say to them, hey, go post this on social media every day.Maybe it's responding to those initial customer inquiries. Because what you find is the initial customer inquiries. A lot of times they're just looking for information.It's not about selling, it's just about, hey, are you open? Do you do this? Can I use your services? Maybe that's something you can delegate. Maybe basic data entry for invoices or scheduling appointments.So once you decide what that is, I want to call that your freedom task. I want you to just commit that to memory. What is my freedom task?And to be honest with you, for me, it was initially delegating that client data entry and those basic reconciliations was something I didn't need to do. I didn't need to be sitting keying stuff into the computer. It didn't make any sense of me to do that.My value was in analyzing that data and helping clients do something with it. So I knew for me, my freedom task was to delegate client data entry and some basic reconciliations.And listen, that job that I delegate wasn't glamorous. It was a rudimentary job that I could find somebody to do. But here's what it did. It freed up hours of my week.And with those hours, I dedicated that time to higher value client strategy and business development. I was able to get out of the office and go meet with potential clients, go grow the business. So start there.Develop what I'm going to call, like I said, your freedom task. What is it? Put it all together. Be very specific. Step two, create a job description for just that one task.So before you even think about posting job, we're not at that point yet we figured out what the tasks are or the task. I said just pick one today. Before you even think about posting a job or talking to anybody, clearly define what success looks like.Just for this one task. You notice I didn't say job description. I'll talk about that a little bit later. But what is what does success look like for this one task?Ask yourself what specific skills are needed. Hey, I wanted to outsource data entry. I needed somebody that could use a computer. I need somebody could type.I need somebody that was detail oriented but larger than that. That's the skills they needed. But then ask yourself, what are specific measurable outcomes?You Expect I actually do what, what I like to call a position results description. I'm going to talk about that in a future episode, but I think it kind of moves from this whole job description. I think job descriptions are dead.They just don't work anymore. But position results description, like I said, I'll cover that in another show. Let's continue. So what specific skills are needed?What specific measurable outcomes do I expect? What are the results I want them to bring me? Then I need to start asking, what tools or software will they use? Do they need a computer?Do they need access to software? Do I need an office for them? Do they need a desk? Do they need a chair? Or all of those type of things?And again, this isn't a full job description yet. It's just a clear, simple outline for this specific freedom task.Because this clarifies your needs and it helps you communicate them precisely when you look for help. Because if you haven't done this beforehand, you're going to do what a lot of people do. Oh, I need to hire somebody from my office. Great.So they put an ad in office help, call me such and such. But they haven't defined what they need help with. They haven't defined what that success looks like.They haven't defined what the tools and the resources they need. It's not going to be an effective hire because the person coming in has no idea what you want them to do. You have no idea the skill set they need.You have no idea how to measure what success looks like. So do that little mini description, that results description.And now the next thing I'm going to encourage you to do, what's step three in my process here is start small, maybe even do what they call fractional part time, or maybe even some virtual help. First. There are some great virtual assistants out there.Now with the Internet, with Zoom, with all this ability to move data across networks, there are some really good opportunities out there because listen, a lot of people get hung up on this because you just assume I got to hire this full time person, I got to have this person with benefits, Ralph, I got to do all these things. But you don't have to hire a full time employee on day one. You just don't.And when I encourage a lot of small business owners that I work with, I've been doing this for 30 years.One of the times I say a lot of small business owners start with just a part time contractor or maybe a fractional assistant, or even a virtual assistant for just five or ten hours a week. Because if it's done correctly, this can provide immense relief and prove the concept. Maybe you get to the point of hiring somebody full time.To be honest with you. Like, my accounting practice is all about a fractional assistant.Business owner comes in and they say to me, Ralph, I'm overwhelmed by all this accounting, all this paperwork and payroll. I'm like, I got a solution for you. Hire me as a contractor. That's basically what I offer. I offer contracting services.I contract for their accounting work, I contract for their payroll. Well, you can do the same thing with your business.And by doing it in this small scale, it reduces that financial risk, that fear, that overwhelming feeling of a full time commitment. And like I shared with you, my first hire wasn't full time. It was a part time administrative assistant who worked just a few hours a day.In fact, to be totally honest with you, it was my wife. When we first started, we had two kids at home. She was taking care of the kids, but she was very valuable to me. She worked a couple hours a day.But it was a small step and it made an immediate tangible difference and it built my confidence to eventually, a year or so later, hire more strategically. It was a starting point and it taught me how to delegate effectively. I don't have time to cover that today, but effective delegation.We're going to talk about another show, but that's very important here too. Okay, so let's move on to the fourth step and let's craft a value oriented job ad. Again, I talked about the bad job ad. This isn't just a task list.Let me talk to you about this for a minute.When you're ready to put out the word, whether it's on the job board or asking your network and hey, let me just say right now that's a great place to start. Ask people that you know, ask other business people, ask your customers, ask your clients.Don't just list the task that this person needs to needs to handle for you. Think about the solution. Describe the problem you need solved for your business because that's how you really get effectively in hiring somebody.What is the problem you need to solve? My particular problem is I didn't want to, I didn't have time to be blunt, to do all this data entry.I didn't have this time to do all these answering phones and scheduling appointments. I didn't have time to do that. What was the problem? I was doing all these things myself. The problem was I needed somebody to take over that.And as soon as you describe and define that problem Think about the positive impact this role will have on your business and your clients. I started thinking about this in my own head. If I hire somebody to do this, hey, guess what? Now I have more time to work with my clients.Clients can book more calls, clients can call me. And actually somebody answers the phone.Instead of me being stuck on another call, somebody answers the phone and says, hey, Ralph's not available right now, but let me take a message, let me get your information, I will get back to you. And what did that do? It benefited my clients, it benefited my business because I was able to focus on things that were valuable for my business.So as you're putting this together, use language that attracts someone who wants to solve that problem. See, so often when we're looking at hiring, we're doing a description. Oh, I need you to do this and I need you to do that and I need you to do that.But that's so useless. What you really need is to attract someone who wants to solve that problem. And here's a little tip.When you're interviewing somebody, I think one of the best skills you should look for is somebody who's a problem solver. But you also need to find somebody who resonates with your mission, who understands what your business is. There we talk about a brand promise.When I work with coaching clients, and yes, I coach clients. And if you're interested in me working with you to coach you, you can go to gritandgrowthbusiness.com right there at the top of the page.You can book a discovery call with me. But you need to hire somebody who resonates with your mission, not just somebody looking for a paycheck.We talked about that at the beginning, those warm bodies. And unfortunately, I've met many clients that are just looking for somebody. Hey, Ralph, somebody quit. I need somebody.I need somebody shows up for work. I don't know how many times I've heard that in the last two years. Ralph, these are the people I can get to show up for work.Those people are not going to be effective for your business. They're not going to resonate with your business. They're not going to solve problems.They might solve the problem if somebody's sitting at the desk, but it's not going to solve your long term business problems. And then as you're drafting that, focus on the opportunity for them. See, that's the point a lot of small business people don't get.They just present people with, well, here's the problems I need you to solve. But think about the Opportunities for them, the opportunities for them to contribute, to see something, you know, they make it with their own hands.They're able to feed into that mission and to make a difference.Because if you're able to do that, if you're able to clearly lay out what you're looking for, what the results are you're looking for, you will attract committed, passionate people. Well, let's move on to the final stage of this if we want to be effective in hiring.A lot of people miss this step and it is detrimental to the new hire. You've got to develop a simple 30 day onboarding plan for that one task. Now remember, we're just talking about one task.You might be like, Ralph, I'm way past that. I got several tasks I need to handle. It all fits into the same model.But you've got to develop a plan for that 30 day onboarding for that task that you've got them set up for.So before they even start their first day, I don't know how many clients will call me and say, yeah, I get this new person in my office today, Ralph, what do I do now? I don't know.You should have thought about that before you hired them because you, how do you know who to hire if you don't know what they're going to do? So before they even start their first day, create a basic checklist or a few bullet points even, that's good.Ask yourself these questions, put it in your mind, build this picture. What's their first day look like? What are the resources they need? What are the training things you need? Who do they need to talk to?What paperwork do they need to fill out, what computer software do they need? What access do they need? You know, have you figured out how to, how to set them up, how to log them in? I don't know how many clients have called me.That's like, Ralph, yeah, we're struggling and we're trying to figure out how to add this person to our software. This is on the third day they've been working there. Like, what have they been doing for the past two days?And focus on that freedom task or that Freedom tasks that we talked about.What's the specific training for their freedom task so that they can alleviate that stress from you, push it out into pieces, break it down into things that they need to understand. And bigger than that, you need to start off with, what does success look like? How do you measure that success in their first 30 days?Because let me tell you something right now, if you do this correctly, if you set these things up with the end in mind and you have a clear success matrix of what that looks like, you're not going to have a bad hire. And if you do have a bad hire, you're going to measure that within the first 30 days.You're not going to waste as much time as you will if you don't have these things in order. See, a clear roadmap reduces their anxiety. And see, that's what you want to do. You want to have.I was having a conversation yesterday with a guy out doing some work at my house and we were talking about employees and he had just left. Another employee decided to start his own business and he says, Ralph, our business was bought out by somebody and they just treated us like numbers.That's a problem with American businesses, small businesses, they don't get it. Your employees are your most valuable asset.Well, if they're a valuable asset, create a roadmap for them that reduces their anxiety, gives them a smooth start. Why? Because it's going to save you time and it's going to save you frustration in the long run. And guess what?It sets them up for success from the get go. And guess what? If they're successful, you're successful successful. It needs to be a win, win situation. Now, I know we've covered a lot.Again, you can get all of this. I've got an action sheet for today's show by going to gritandgrowthbusiness.com action. And here's a little bonus.I've been doing those for every show. So once you go there, you get today's. You can get all the back catalog as well.Friend, I know the thought of hiring can feel like a monster hiding under the bed. Just feels that way. Like Ralph. This is so anxiety ridden, I don't even know where to start.But if you break it down into these gritty, actionable steps, I truly believe that you can transform that fear into strategic empowering processes. And it is going to be work. I'm not going to lie to you. It's going to be an investment. This isn't about avoiding work. There's going to be work.But it's about doing the right work. The work of leveraging your time, protecting your sanity, and truly scaling your impact.Because here's the truth, and I want you to hear this loud and clear. Hiring smart is one of the most powerful moves that you can make to move from overwhelmed to empowered. Trust me on that.Hiring smart is one of the most powerful moves you can make to move from overwhelmed to empowered because I already knew you've got the grit to build. Now you just gotta apply that grit to building your dream team. And as I mentioned a few minutes ago, I want to help you with that.I want to help you with this critical step. Go and download my simple action plan sheet. It's called Hiring without the Headaches. It's free.It's a downloadable sheet that will guide you through and identify your freedom task. It'll help you outline those needs, explore the small scale help and create that initial onboarding plan.This is a truly practical tool to help you make your first. Or maybe you've already got somebody, but you're like Ralph, I didn't do it right the first time. I could use some help this time.But you want to make hiring a success, not a struggle. And you can download it again by going to gritandgrowthbusiness.com action. Again, that's gritandgrowthbusiness.com action.And start building your team and start building that strategically today. Listen, don't let the fear of a bad hire keep you trapped in that overwhelm and stress and keep you pinned up against the wall.The right help brought in the right way is not an expense. It's not an expense. It's an investment in your freedom. It's an investment in your growth. And listen to me right now, friend.It's an investment in your legacy. You've got this. I have confidence in you and I'm here walking alongside you every step of the way.I just want to thank you for joining me today on Grit and Growth Business. I'm committed to bringing you honest conversations and practical strategies every single week to help you build your business the right way.Now, next week we're going to dive into another crucial topic. You're going to love this one. Sales isn't a dirty word. Here's how to do it right.I want to share with you how to embrace sales authentically and effectively without feeling slimy or pushy. See, sometimes people see a sales and slimy or pushy. Ralph, you want your business to grow, you better learn how to sell it.Now, while I'm here, I also want to encourage you to do something. If you're getting value from this show, you're finding out steps that make your business better.I want you to do me a favor and share it with somebody else.Maybe you know another business owner, somebody's thinking about going into business or maybe you've got a colleague that they're really struggling in their business. Just send them an email. Send them a text and say, hey, check out this show. I've been listening. It's a weekly show.It's not a big investment, but, man, Ralph really has shared a lot of good stuff. Just send them to gritandgrowthbusiness.com and, hey, they can download that action sheet today.Again, that's@gritandgrowthbusiness.com now go put these things into action, because, as I say, every single week, intentions are great, but you got to put these things into action. So God bless you, and I will see you next week, my friend.