Are They in the Right Roles?

It is Important to Ensure the Right People are in the Right Roles for any Business, and Imperative for a Company that is Family-Owned.

The informal culture found in many family businesses can result in a lax approach to training new employees, whether they are family members or not. Just because you run a business doesn’t mean your children are cut out for the business world — or that they even want to run the business. It is best to determine and communicate what the business actually needs in terms of talent and experience, what kinds of roles exist for family members within the organization, what kinds of preparation is required or preferred to be considered for employment, and the kinds of behaviors and performance standards that family members will be evaluated against once employed.

Many enterprising families require, for example, that family members wishing to work in the business must first obtain a college degree and/or outside experience … so that they can bring something to the business.

SUGGESTIONS:

• Have a frank discussion with your children regarding their career aspirations. Understand where they see themselves fitting into the business and don’t just assume they’ll run the company.

• Be clear about what kinds of roles exist for family members within the organization and what kinds of preparation is required or preferred to be considered for employment.

• Define each role's accountabilities and discuss it in the leadership team so that everyone is in sync.

• Consider offering children part-time work or an internship at the family company during their summer breaks from school to get them interested in the business from a younger age.

• Make sure each member is in a position where they will excel by restructuring the organization chart and positions to be in alignment with individual strengths, skill sets and personal desires.