I hired my first employee despite having no knowledge, he developed himself alongside me and is now a department manager

we did the same with our first employee. we hired a guy named metin he was working double shifts and i was right there with him... now his team is 8 people... maybe there were some misconceptions at the start but you learn together. then write the contract fix the insurance. this approach works

Our advice when hiring your first employee: make a written contract (a simple template is enough), register them with SGK and take on the responsibility of teaching them. If they’re gonna make a mistake, let them make it next to you and say 'that’s not how it’s done.' The first person is usually the most loyal to the founder; if guided well look at it from that angle in the long run.

not every early employee’s sory is like this but if you pick well some can be really good... i know my friend’s first employee, the guy quit and went to another job. it also depends a bit on team fit

Nice story, but let’s also ask this: maybe this person could’ve already been earning more elsewhere, but did they stay with you and develop themselves through sacrifice? Or did they stay because no other offers came in? Because sometimes luck plays a big role too.

Hiring your first employee is like having a kid. You start with 'i have no idea but i’m gonna do it,' and then you learn. Sometimes it turns out well sometimes the lessons are expensive. They’re lucky they started with you.

Correction: I misremembered the figure, it was a bit lower.

The first employee is the most sensitive on the learning curve. They mimic your structures, absorb the culture, and learn from mistakes. Your management practices (even if not written down) transfer to that person, and then the second, third employee sees that structure. So the first choice is critical.

edit: typed from phone, sorry for typos.

Thanks a lot, I'll try it today.

Timely topic.

It's rare to find an explanation this clear. The moment you depend on a single client, you no longer set the price.

I'm writing this so you don't make the same mistake. The answer varies greatly by industry; there is no one-size-fits-all rule.

The reason for failure isn't one big mistake, but the accumulation of small decisions. If you post the result here, it will help others too.

There's a part I don't understand. Trying to do this alone is the most expensive way.

When we decide without measuring, we always end up in the same place. Just leaving this note, it might be useful.

My questions are cleared up, thanks.

I've been dealing with this for a long time. When you try to change everything at once, nothing settles.

The answer varies greatly by industry; there is no one-size-fits-all rule. If I were you, I'd go this route.

Let me clarify the technical side. honestly the real issue isn't the number but what it's based on.

This is my opinion, I'm not claiming it's absolute truth.

We need to make a distinction here. Just because everyone does it doesnt mean its right.

This is my opinion, Im not claiming its absolute truth.

Three different views emerged, they all complement each other. Most time waste accumulates in tasks waiting for approval.

Good luck with that.

We've heard this a lot, but it never happened like that for us. Solutions that work at a small scale collapse when you grow; I learned this late.

When you try to change everything at once, nothing settles. Hope this helps.

I'll try it. Trying to do this alone is the most expensive way.

Hope this helps.