The Pros & Cons of Hiring Family Members: Small Business Special

Running a small business is like navigating a ship through uncharted waters, where every decision can steer you to success or toss you into the deep end. Bringing family members aboard will give you the additional support required to sail a smooth ship. On the one hand, the idea of working with people you are comfortable with can conjure images of a harmonious, tight team, while on the other, are the lines blurred between work and family worth it?  

According to a recent study by the First Bank Center for Family-Owned Businesses, approximately 62% of the U.S. workforce is part of family-owned businesses. The allure of hiring family members is significant, but the challenges can be complex to navigate.  This article explores the pros and cons of bringing relatives on board.

The Pros of Hiring Family Members:

1. Built-in trust and loyalty

One of the most significant advantages of hiring your family is the strong trust and loyalty that comes with these interpersonal relationships. Family members are more likely to share your vision for the business and form a similar commitment to success. 

2. Cost savings

Hiring close-knit loved ones is also cost-effective for the company. The family is open to flexible compensation arrangements or sometimes even volunteering in the early stages to work around a tight budget. 

3. Familiarity and team cohesion

Family members often have an established understanding of one another, which can contribute to having an efficient decision-making team. Communication barriers are less, and team dynamics grow upon a solid, pre-existing foundation. 

4. Succession planning

Small businesses looking to scale long-term can benefit from including family members as they fit into the natural succession plan. Preparing the next generation to captain the ship ensures continuity and the preservation of the company’s vision and values. 

The Cons of Including Family Members in Your Team:

1. Conflict of interest

Hiring family members can create the potential for conflicts of interest. The clash of personal relationships with professional decisions can lead to tension within the workplace. This can pose a challenge that can be tricky to navigate. 

2. Skill set mismatch

Only same of your family members can work within your business. Hiring based on relationships rather than qualifications can create a mismatch between job requirements and skills. It can also trigger the whispers of nepotism.

3. Work-life balance challenges

These blurred lines between work and family can be a double-edged sword if not maneuvered correctly. While working together can strengthen familial bonds, it can also create challenges when individuals try to maintain a healthy work-life balance. Business matters are tricky and can infiltrate personal time. 

4. Limited diversity of ideas

Hiring most family members can limit the diversity of perspectives, thoughts, and ideas. This can stump innovation and hinder the company’s ability to adapt to changing market trends.

So, how can you hire family members?

Hiring family members can be a rewarding but delicate process. Consider the following tips to build a harmonious work relationship while ensuring HR best practices. 

1. Clearly define roles and expectations

One of the best HR practices is to outline each family member’s roles, responsibilities, and expectations. This will mitigate misunderstandings and ensure everyone is on the same page regarding their contributions to the business. 

2. Professionalism first

The key to hiring top talent is to emphasize the importance of professionalism. Establishing a workplace culture that values professionalism creates an environment conducive to attracting and retaining high-caliber employees. 

3. Equal treatment for all employees

Treat all family members the same way you treat the rest of the employees. This aligns with the best practices for hiring top talent and building a workplace culture of fairness and equity. This ensures all employees — family and non-family have consistent expectations, evaluation criteria, and growth opportunities. 

4. Establish boundaries

Defining work and personal life boundaries is among the best employee development initiatives. Encourage employees to maintain a healthy work-life balance to improve well-being and overall job satisfaction. 

5. Merit-based hiring

Base hiring decisions on qualifications rather than familial relationships. Fair and unbiased hiring ensures all family members possess the necessary skills and qualifications. This builds the organization’s reputation for hiring top talent. 

Wrapping up

While hiring family members for a small business can bring benefits, it’s also crucial to be mindful of the potential challenges. Striking the right balance between the two requires clear communication, setting boundaries, and ensuring that professional standards never slip, especially within the familial context.

Want to know more about setting up HR for your startup or small business? Since 2006, Escalon has helped thousands of startups get off the ground with our back-office solutions for accounting, bookkeeping, taxes, HR, payroll, insurance, and recruiting — and we can help yours, too. Talk to an expert today.