Running a business often means making tough decisions, and one question that comes up frequently is whether or not to hire family members. It’s a topic with no one-size-fits-all answer, as employing relatives can be both beneficial and challenging. To help you navigate this tricky terrain, let’s explore the potential upsides and downsides, illustrated with an example of someone I know whom we shall call Sarah.
Advantages of Hiring Family Members
One of the biggest advantages of working with family is trust. Take Sarah, for instance, who runs a successful bakery. When her business started growing, she needed someone she could rely on completely. Hiring her cousin, Jack, who she had known all her life, seemed like a natural choice. This level of trust can be hard to find with outsiders and can be a huge asset in a business setting.
Shared values and goals are another significant benefit. In Sarah’s case, she and Jack both value quality over quantity and have a shared vision for the bakery’s future. This alignment makes strategic decisions smoother and ensures they are both working towards the same end goal.
Loyalty is another reason many business owners consider hiring family members. Family members often have a personal stake in the business’s success. Jack is more committed to the bakery’s success than a random hire might have been, often going the extra mile to make sure things run smoothly.
Flexibility is also a strong point. When Sarah unexpectedly needed someone to cover an early morning shift, Jack was willing to step in, understanding the situation and adapting as needed. This kind of flexibility can be invaluable, especially in small businesses.
Some family members are competent, experienced, and have a good attitude. Such people are a great asset to your venture. However, employing a lazy, incompetent relative with a bad attitude can be your worst business nightmare! Be very careful about hiring family members just to help them. All hiring decisions should be based on the business need for the role and job fit of any candidate. It is easier just to give someone money than to employ them if they are a bad fit for your business.
Disadvantages of Hiring Family Members
However, the road isn’t always smooth. Personal conflicts can easily spill over into the workplace. For Sarah and Jack, a family disagreement with their parents once led to tension at work, making it harder to maintain a professional atmosphere.
There’s also the issue of nepotism. Other employees might feel it’s unfair that family members get preferential treatment, even if that’s not the case. This perception can lead to lower morale among your team. In Sarah’s bakery, some staff felt Jack was favored, which required Sarah to work harder to demonstrate fairness.
Expectations can also be tricky. Family members might expect special treatment or leniency. At times, Jack assumed he could take more liberties with time off or work conditions, which put Sarah in a difficult position. You need to set clear expectations for all relatives you are working with that they will be treated professionally and held accountable for their behavior at work.
Maintaining professional boundaries can be tough. Sarah found it challenging to keep work and personal life separate, sometimes bringing work stress home and vice versa. This blurred line can negatively affect both business and family relationships.
Letting go of a relative can be quite difficult. You will have to explain to everyone in the family why you fired a cousin or brother from work. Some family members will even alienate you from family gatherings. This may take a negative toll on your well-being and mental health.
Making It Work
If you decide to go ahead and hire family members, there are ways to mitigate potential issues. Setting clear roles, responsibilities, and boundaries from the start is crucial. Sarah and Jack agreed on specific duties and limits, which helped maintain clarity. Jack has a contract with clear terms and conditions and is held accountable for the delivery of results, just like any other employee.
Professionalism is key. Treat family members like any other employee. Sarah holds Jack to the same standards and expectations, ensuring fairness across the board.
Open communication is essential. Address issues as they arise to prevent small problems from becoming big conflicts. Sarah and Jack make it a point to have regular check-ins to discuss any work-related issues and keep personal matters separate.
Seeking outside opinions can also provide valuable perspective. Sarah often consults with a business mentor who isn’t part of the family to get an objective viewpoint on any challenging situations.
In conclusion, whether or not to employ relatives in your business is a decision that depends on your specific circumstances. For Sarah, hiring Jack brought both benefits and challenges, but with careful management and clear boundaries, they found a way to make it work. By considering both the pros and cons and preparing for potential pitfalls, you can make a more informed decision about bringing family members into your business.
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