Let me say this from the get-go:
When recruiting for your small growing business, please don’t make it solely about the money.
Don’t just go with whoever accepts the little you’re offering.
Yes, it’s tempting.
Yes, it’s urgent.
And yes, they’ll say “yes” faster than you can finish the job ad.
But it never ends well.
You’ll hire fast—but you’ll regret even faster.
Because cheap labour can be very expensive in the long run.
Especially when you hire the wrong person cheaply.
Let’s break it down.
Here are four types of people you might want to stay away from—even if they show up desperate, smiling, and willing to take peanuts for pay.
1. Unskilled Relatives from the Village
This one is common in Uganda.
You start a business and suddenly remember someone back in the village.
Next thing?
You’re on the bus ferrying your cousin, nephew, or “mum’s friend’s son” into town—straight into your business.
Bad idea. Let me tell you why.
Most of these folks (not all, but many) are not coming with ambition.
They’re not fired up about business.
They’re not trying to build a career or even learn anything new.
They just want a place to sleep, some food to eat, and maybe a small weekly ka-money to send home.
Now you’re stuck with someone who:
- Can’t work without supervision
- Doesn’t understand deadlines
- Can’t manage customers
- And doesn’t know why “consistency” matters in business
You end up micromanaging them from dawn to dusk.
Teaching them things they should already know—like why we greet customers and why stocktaking matters.
And guess what?
You thought you were saving money.
But they’re draining your time, your patience, your productivity, and your peace of mind.
Cheap labour, expensive energy.
So here’s the advice:
If you must bring someone from the village, make sure they have something going for them.
Not qualifications—but drive.
Self-awareness.
A desire to learn and grow.
If that’s missing, leave them in the village.
2. Entitled People
These ones are a special breed.
They join your company and act like they’re doing you a favour.
You’d think they own shares, the way they walk around like bosses.
They have an opinion on everything.
They think they’re smarter than you. Smarter than your team. Smarter than your entire business model.
It’s especially common with people who’ve done a similar job before.
Sales reps, customer care agents, logistics people—they come in with “experience.”
Now, experience is good.
But when it turns into arrogance? That’s a red flag.
You ask them to train a new staff member, and suddenly they think they’re your deputy.
Soon you’re tiptoeing around them.
Other staff are whispering, “Why does that one get away with this and the rest of us can’t?”
Now there’s tension. Drama. Mutiny.
Even giving them a task starts to feel like you’re begging them to do the job they were hired to do.
Listen—anyone who joins your business must understand their role.
They’re not there to be worshipped.
They’re there to work, deliver results, and contribute to the team.
Stay away from people whose egos are bigger than their output.
3. Constant Excuse-Makers
You know the type.
Always late.
Always unprepared.
Always armed with an excuse.
Traffic jam.
My sister took my shoes.
I was feeling dizzy in the morning.
I didn’t charge my phone.
It rained in a different part of town.
They never just say, “I’m sorry, I messed up.”
It’s always a story.
Always something beyond their control.
You can’t build a business with people who never take responsibility.
And you definitely can’t build a culture of excellence around them.
Customers notice.
Your team notices.
And you—well, you just keep getting disappointed.
Accountability is non-negotiable.
If someone can’t own their mistakes, don’t let them handle your customers, your cash, or even your key.
4. Gossipers
Now we’re getting into dangerous territory.
Gossipers are not just annoying.
They’re toxic.
I’ve had this happen in our own factory.
At one point, there were alliances forming.
Cliques. Subgroups. Hidden camps.
All led by one or two “queens of the corridor,” whispering during lunch, giggling at others, creating tension where there was none.
Suddenly:
- Staff can’t work together
- People avoid each other
- Morale goes down
- Productivity drops
- Customers feel the tension
And it all starts with one person whispering, “Did you hear what she said yesterday?”
Petty behavior destroys team spirit.
And once gossip becomes culture, it’s hard to fix.
Even harder to trust people again.
My advice?
The moment you smell gossip—deal with it.
Or better yet, don’t hire a known gossiper in the first place.
So, What’s the Big Lesson Here?
As a small business owner, you’re already working with limited resources.
You can’t afford to carry dead weight.
You can’t afford internal drama.
And you definitely can’t afford to build your dream with people who don’t believe in it.
So don’t just hire the cheapest person.
Hire the right one.
Even if it means waiting a bit longer.
Even if it means paying a little more.
Because bad hires cost more than just money.
They cost time.
They cost trust.
They cost sanity.
Let’s wrap up
Hire slow. Hire smart. And when you find someone good?
Treat them well. Train them. Grow with them.
That’s how real teams are built.
Unlock your true potential 