Most companies begin with an idea and the will to see it through from an individual. Once a company starts to see some early signs of success, it will inevitably need to bring on board more employees to help it expand. Finding someone reliable who shares your enthusiasm for the company’s future success is difficult during the start-formative stages.
During this time, a business owner may enlist the help of a close relative.
They know they can trust their family members and know that their loved ones will be just as dedicated to the company’s success as they are.
Question Your Desire To Hire Relatives
Company owners must consider why they’re employing a family member before deciding.
Is the primary motivation to pay the person or to provide them a chance to contribute to the organization’s goals?
These questions are crucial to determining the future of this potential work connection. Problems and strife may emerge when family members run a company.
Further, the organization’s long-term viability might be threatened without sound leadership and management.
What’s more, you’d be neglecting your family.
This challenge is heightened when company owners feel compelled to hire relatives, even if those relatives aren’t the best fit for the position.
The intriguing thing about this family company model is that some really successful family-run enterprises exist. When it comes to employing family, there are several things company owners can do to assist make this work arrangement effective.
6 Tips for Managing the Family Business
1. Hire For the Position – Not the Person
Managing family owned business make a massive error by putting a family member into a job they don’t have the drive, credentials, or interest in fulfilling. Generally speaking, this approach is useless. Job vacancies should be filled with persons with the qualifications, competence, and proven performance to accomplish the job.
Advice: If a family member managing family owned business, consider hiring them as an entry-level employee and promoting them as they show promise and increase the company’s bottom line.
2. Set Clear Expectations
To maintain a positive working relationship, it is important to discuss expectations early on.
It’s important for everyone on staff (regardless of affiliation) to know what’s expected of them and what will happen if they don’t deliver. This should begin at the time of hiring and continue at regular intervals during the duration of the employee’s employment.
Use someone outside the family as a supervisor if you can. As a result, the company owner will be cut off from those who manage, teach, and reprimand family members.
3. Specify Your Role in Extensive Detail
Like any other employee, family members need to have a thorough job description that articulates important roles, work tasks, and employee objectives. The goal of the post and reporting responsibilities should be spelled clearly in this summary. When the employee starts, they should have someone review the job description and offer any required training on office equipment or other work activities to ensure they are equipped and prepared to accomplish job obligations.
Tip: Don’t assume that since someone is a family member, they have a working grasp of how the workplace runs or its culture.
4. Getting Acquainted with the Company
Whether a company is big or small, there is a distinct culture. New workers should be provided a new employee orientation and information on the “unwritten” norms of the work environment. For instance, you may instruct the worker on the dos and don’ts of the workplace and the expected cultural etiquette. The result will be an improved working environment for the employee.
The new worker should be encouraged to spend time in each department to understand how the company operates.
5. Develop a system for monitoring and adjusting worker output
Develop and implement a system for tracking and managing staff performance across the board. Evaluate staff members based on quantifiable criteria. Help the process by writing job descriptions and setting employee targets that align with the company’s aims.
Any member of the family who does not fulfill performance goals should be treated the same as any other employee. They should be phased out when performance does not improve, regardless of whether or not they share a last name with the owner.
Advice: A coach or mentor may assist these family workers by having honest, results-focused talks with them.
6. Decide on the Unpopular Option
It’s not easy, but sometimes you must choose work above personal obligations. While challenging, this is essential to the company’s long-term health. Owners of businesses should never sacrifice the company’s goals because they believe they must support underachieving relatives.
Suggestion: If you decide to fire a family member, go through. Putting off the inevitable and robbing that individual of their opportunity to go on is futile.
The morale of a whole team might take a hit if specific individuals are treated differently because of who they are in their families.
Employees are highly perceptive, and this management style may detract from employee engagement and make it more difficult to achieve commercial outcomes.
Ineffective workers may and do affect the bottom line. Employing people who don’t contribute much to the company’s goals (whether related to the boss) is a waste of time and money that might be put to greater use elsewhere.;