When it comes to hiring, many small business owners like to keep things all in the family. But is it possible to have relatives in the workplace and leave the family drama at home?
There is, of course, nothing wrong with hiring and working with relatives. Many successful companies of all sizes started as family businesses. And in times of low unemployment, such as now, it can feel less risky to hire relatives, or relatives of current employees, with each side of the employment agreement being something of a known entity to the other.
But family relationships are complicated, and the hiring of relatives can be a morale-busting landmine for the unprepared business owner. It’s essential that companies have policies and guidelines in place before this potentially sticky situation presents itself.
Proceed with Care
Before making any hiring decisions, seriously and carefully evaluate the relationship from both sides. None of us have to look too far within our own families to find someone we absolutely cannot work with. But even a relationship that seems solid in every way may not tolerate the strain and stress of the workplace. Before proceeding, all parties should think about the job, what it entails, and the possible repercussions for the relationship.
Never hire someone you cannot fire (or permit to be fired by someone else). Whether the limitation on firing the individual is based in workplace reality or sincerely felt emotion, every manager needs a team they can objectively evaluate and, yes, sometimes fire. Don’t do anything that could handcuffing your, you managers, or your businesses to a poor performer.
Establish clear expectations. Do not “wing it” just because they are family. Have written job descriptions and agreed-to performance standards. Set the foundation for successful professional experiences for family members, just as you would for any other employee.
Set boundaries that promote respect for your company and all your employees. Establish rules for when personal and family issues can be discussed during work hours (never!) and the consequences of violating those rules.
Respect the individuality and independence of family members. However close the familial relationship between employees may be, each person deserves to be treated and respected as an individual with his or her own strengths and weaknesses.
No direct reporting lines allowed. Often the trickiest hurdle for successfully employing family members is perceived preferential treatment. It’s nearly impossible to eliminate this concern completely, particularly when the employee in question is related to an owner or someone in senior management, but the best place to start is to enforce a rule that forbids the direct supervision of family members.
But no matter how prepared we try to be, even the best paid plans can lead us down some less than ideal roads.
Potential Pitfalls of Hiring Relatives
We all know the usual pitfalls of hiring family members: drama, favoritism, and of course, the granddaddy of them all – nepotism. But there are other contenders as well.
In times of family crisis, the boundaries between work and home will blur. It’s inevitable that the biggest, most stressful moments in a family’s shared experience will leak into a work place if several of them are working there together. Although managers should be compassionate in difficult times, the rules against personal discussions in the workplace must be (gently) enforced for the sake of the business.
Beware of groupthink. Generally, family members put a high value on their relationships, on getting along. And the more relatives working in any one company, the greater the risk that preserving relationships will be valued higher than productivity or innovation. Hiring from the outside can increase the diversity of life experiences among your staff and add a diversity of thought, something that’s been proven to challenge the status quo and propel a business forward in exciting and profitable ways.
Many small business owners feel more confident running their business with a family member by their side. While this will present some challenges, the challenges are not insurmountable. When working with family, it’s essential that each party thoughtfully considers the pros and cons before anyone signs on the dotted line.
