Relinquishing Emotional Control and Hiring Employees: Kevin Russell

Hiring employees is one of the most significant challenges for small business owners, especially when you are used to handling everything yourself. The emotional control of your business can make it hard to delegate tasks and trust others with the work you’ve poured your heart into. Kevin Russell, the owner of American Fabrication and Powder Coating in Bakersfield, California, has experienced these challenges firsthand and offers valuable insights on how to navigate this difficult terrain.

Kevin’s Journey: From Solopreneur to Team Leader

Kevin’s story began at the age of 16 when he walked into a steel shop and begged for a job to help support his family. From sweeping floors to learning the intricacies of welding, fabrication, and eventually starting his own business, Kevin built a successful career through hard work and determination. However, as his business grew, he realized he couldn’t do it all on his own.

The Challenge of Releasing Emotional Control:

For years, Kevin ran his business single-handedly, putting in long hours and making countless sacrifices, including missing out on family time. When he suffered a severe head injury, his wife insisted it was time he started hiring help. This decision was not easy for Kevin. Letting go of emotional control and trusting others with his “baby” was a daunting task. However, he knew it was necessary for the health of his business and himself.

Steps to Relinquish Emotional Control

1. Recognize the Need for Help:

   The first step in relinquishing emotional control is recognizing you can’t do everything alone. Running a business requires a lot of time and energy, and trying to handle it all can lead to burnout and mistakes. Kevin’s turning point came when he realized both his customers and his business were suffering because he was stretched too thin. Accepting you need help is a crucial step towards growth.

2. Hire Carefully and Thoughtfully:

   Kevin emphasizes the importance of hiring the right people. It’s not just about filling a position; it’s about finding individuals who align with your business values and have the skills needed to contribute positively. “We want to be really sure before we hire someone,” Kevin explains. This approach helps ensure new hires are a good fit for the company and reduces the chances of having to let them go later, which can be emotionally taxing.

3. Invest in Training and Development:

   Once you’ve hired someone, the next step is to invest in their training and development. Kevin believes in training his employees thoroughly so they can perform at their best. He recounts stories of guiding employees through learning new equipment and processes, even if it meant taking extra time and effort. He still enjoys working alongside his employees. This hands-on approach not only builds skills but also fosters a sense of teamwork and trust.

4. Trust Your Team and Let Go:

   One of the hardest parts of hiring is learning to trust your team and step back. Kevin admits it was tough at first, but he found solace in the fact that his employees could handle tasks just as well, if not better, than he could. “It makes my older age feel like I got it,” he reflects. By trusting his team, Kevin was able to reduce his stress levels and focus on the bigger picture of running his business.

5. Accept That Mistakes Will Happen:

   Kevin also acknowledges mistakes are part of the learning process. He’s had to let go of employees and deal with the challenges that come with training new hires. However, he stresses the importance of understanding these are natural parts of growth. “You hate when they leave because it’s like, okay, we had four or five years in training,” Kevin shares. But by creating a supportive environment, you can help your employees learn from their mistakes and continue to improve.

6. Reflect on the Positive Outcomes:

   Finally, Kevin highlights the rewarding aspect of seeing employees excel and contribute to the business. There’s a sense of pride in watching your team succeed and knowing you’ve built something bigger than yourself. For Kevin, seeing his employees thrive was one of the most satisfying parts of relinquishing control. “If you have to look at everything, you’re not going to be efficient,” he explains. Trusting his team allowed Kevin to step back, reduce stress, and enjoy the fruits of his labor.

Conclusion

Relinquishing emotional control and hiring employees is a challenging but necessary step for business growth. Kevin Russell’s journey from a solo operator to a team leader offers valuable lessons in recognizing the need for help, hiring thoughtfully, investing in training, and trusting your team. By embracing these steps, you can build a strong, capable team allowing your business to thrive while freeing yourself from the burden of doing it all alone. Remember, letting go isn’t a sign of weakness; it’s a strategic move towards building a more resilient and successful business.

Check us out on YouTube, Facebook, Instagram, or LinkedIn

Reach out to our guest’s website: American Fabrication & Powder Coating