In Business, Does Family Matter?


Families can be great for drama on TV but they are a potentially good or bad mixed bag in the workplace.

One theme of this issue is ‘family matters.’ That sounds like the title of an 80s sitcom where conflict arises after the first act, it seems to have heightened at the end of the 2nd act, yet the dad sorts it all out with some patronising moralising at the end – all with terrible clothes and hair. That’s not the kind of family matters Employment Today is talking about but I think there is a parallel with families in the workplace – especially that 3-act dramatic structure.

In the first act, an entrepreneurial business person through innovation, managed risk-taking and effort establishes a business and gets it through to a moderate level of success. In the 2nd act, the business is passed down to the next generation. Raised in an environment of hard work and sound business thinking, the business is grown and perhaps even transformed into something well beyond even the wildest aspirations of its original founder. And in the 3rd act, the grandson gets busted on meta-amphetamine charges and the only thing higher than himself is his own sense of entitlement.

I gave a series of presentations around the country last year about engaging employees and building teams. One of my suggestions was that it would be better for employees who neither fitted your workplace, nor achieved performance standards, to not be there. This could be achieved by a rigorous recruitment process minimising the chances that they’d arrive in the first place, or a managed process if the lack of fit and performance wasn’t identifiable until it was too late, following all the dotted i’s and all the crossed t’s of the law and due process. The general thrust of my point was that it was better to deal with such situations early before they demotivated others in the team or had other negative flow-on effects. “Go ugly early,” I say. Better to deal with a pimple than a volcano.

People would come up for a chat afterwards and share tales of the ‘rotten apples’ spoiling their barrels. In probably about half of these cases, the employer had a beef with an employee who also happened to be a family member. This muddied the waters somewhat they reckoned when it came to my sage and independent advice to go ugly early and deal with it as soon as possible. I disagreed then and disagree now – it makes it even more important to deal with it right away. This at least lessens the stress to the employer and the inevitable damage to the business and the central familial relationship, plus strains and breaks of other family ties when people take sides. (I think this is how the Hatfields and McCoys started.)

Quite apart from the drama of having to fire a sister-in-law or the irrationality of delaying that action, even if the sister-in-law is an adequate performer some workplaces have nepotism risks. If it’s your business and you can do what you want to, that’s one thing. Remember that episode of ‘Friends’ where Brad Pitt showed up in a cameo role while, in real life, he was married to Jennifer Aniston? Well, that didn’t turn out too well, did it?

The Government has a list of guidelines for employing family members online. (Does anyone else find it concerning that the Government consider themselves experts at employing family members? I meant the New Zealand Government, not the North Korean one.) I like how in their list, they stipulate that they’re referring to people you’re married to, civil unioned with or in a defacto relationship with. (As opposed to a dejour relationship?) They’re very clear to point out that they’re not talking about your ex. You’re fine to employ your ex. I guess New Zealand’s too small.

Accounting firms have similar lists of advice. Many recommend that if your intention is to employ your kids and one day hand over the keys to them, that you should send them out into the big wide world first – to gain different perspectives, experiences and network. Accounting firms recommend this, as do organised crime families and for much the same reason. How much stress did Chris and Adriana cause Tony Soprano? Well, that didn’t turn out too well, did it?

So, family matters might range from inheritances and intergenerational business ownership to employing family members to ‘bring your daughter to work day’ (which is a terrible idea if you own a strip club.)

Employing family members should be treated the same as employing anyone else. The same rules, expectations, support and remuneration should apply. That said, obviously you’d like to groom them for future leadership and you should have a structure in place for this – as indeed you should for any future leaders. The only real difference should be how much worse it is when they forget your birthday morning tea.










About Terry Williams - The Brain-Based Boss

I'm all about engaging people and helping you engage yours to influence behaviour to improve results - at work and at home. Maybe you're a manager, a salesperson, a leader, a parent, a presenter or an event organiser? You need to grab your people's attention, create some rapport, be memorable and influence behaviour change. How can we do that? I'm originally a trainer by trade, turned manager, turned comedian and partway back again. Author of 'THE GUIDE: How to kiss, get a job & other stuff you need to know', I write and speak about how to engage people, be they employees, family or yourself. How can we connect with people’s own internal motivations and help them use their own inner passions to drive towards productivity, success and happiness? And hopefully have a few laughs along the way... As a trainer facilitating learning and development in others, I find myself drawing on my own extensive business experience. I specialise in the delivery of high impact, customised training solutions for organisations that are serious about improving the performance and lives of their people.

Posted on April 11, 2017, in Employee Engagement and tagged , . Bookmark the permalink. Leave a comment.

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