Letting go shouldn’t be hard. What if we approached endings differently? What if a team member leaving was simply the next step in helping them find their next sweet spot?
I believe we’re not marrying our team members, and they’re not marrying us. No job is forever—and that’s okay. Everyone has a sweet spot, a place where their strengths shine and where they are at their best. Sometimes that place changes. When it does, it’s our job as leaders to meet that moment with respect, not regret.
Take Augustina. She joined Staff4Half as a salesperson and gave it her all. But we knew her calling was in recruitment, not sales. So when the right opportunity came, she took it—and we cheered her on.
Yes, we’re sad to see her go. She leaves behind a gap. But more than anything, I am proud to have been part of her journey, and proud to see her step fully into what she’s meant to do.
Because I believe that good leadership means keeping your people’s well-being at heart—even when it takes them in a different direction.
P.S.: Today is her first day, and we wish her all the best.
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The Real Cost of Hiring Cheap
“If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur.”
—Red Adair
Every time I see this quote, I’m reminded of how true it is in hiring. The cheapest option almost always turns out to be the most expensive.
Expertise saves you money, time, and headaches, always. The hard lesson is this: what looks like a good deal usually isn’t.
Quality has its price.
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Hiring Isn’t About Unicorns—It’s About Clarity
Is hiring a business coach a sign of weakness?
I don’t think so.
As companies grow, so do the problems, and we at Staff4Half are no exception.
More people means more moving parts, and more decisions to make. And suddenly, it’s not about the ideas of the founder anymore (sadly), it’s about how well we can leverage the knowledge of the whole team.
And that’s where it gets hard. Inside the company, we all carry our own baggage:
preconceived ideas entrenched communication styles blind spots we don’t even noticeI believe that especially when we as founders want to create an extraordinary company culture of support and fostering, being open and honest in the interest of the business can become harder.
And that’s where I see an outside coach brings immense value.
A coach challenges us as a team without politics and can help us see things we’d never catch on our own, so that we can stay friends while also doing what is right for the business.
That is, I believe, the beauty of an outside coach.
And it’s not a weakness, it’s a strength!
P.S.: Did you know that women are more likely to hire a business coach than men? I found some reports that suggest that half of business coaching is done in woman-led companies (when women only lead a minority of businesses).
What’s your observation?
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