Running a family business is tricky. You’ve got the people you love working alongside you, which is great – until everyone wants to take a vacation together. Or until you realize no one in the family has the specific skills you need to grow. Sound familiar?
Here’s why bringing non-family employees into your business could be exactly what you need.
Family Vacations Can Actually Happen
One of our clients ran into a common family business problem last year. The whole family wanted to take a dream vacation to Ireland together, but they couldn’t shut down the business while they were gone. This is where having non-family employees made all the difference. With trusted team members running things back home, the family could finally take that trip together without worrying about keeping the business going. It’s a simple benefit that many family business owners don’t think about until they’re stuck canceling vacation plans.
Building for Tomorrow
Here’s something most family business owners don’t think about until it’s too late: what happens when the next generation doesn’t want to take over? Bringing in outside talent isn’t just about filling today’s needs—it’s about creating options for your future. You might even keep the business in a family trust while having non-family members run the day-to-day operations.
Fresh Skills, New Perspectives
Sometimes, the expertise you need just isn’t in the family gene pool. Maybe you need a whiz with digital marketing or someone who knows the ins and outs of supply chain management. Outside hires can bring those missing pieces to your business puzzle.
Making Outside Talent Feel Like Family (Without the Drama)
Now, you might be wondering: “How do I make sure these non-family employees stick around?” It’s a valid concern. Nobody wants to feel like a permanent outsider or worry they’ll get pushed aside when the owner’s kid graduates from college.
Give Them a Real Seat at the Table
The key is being open about your company’s future. When you share your long-term plans and create real career paths for non-family employees, you show them they’re truly valued. It goes beyond just making promises – these team members need to see exactly how they fit into your company’s future and know that you’re invested in their growth.
And here’s a practical tip: give them actual decision-making power. Let them run with projects. Put them on your board. When people feel trusted, they stick around.
Money Talks
Let’s be real—recognition needs to show up in the paycheck, too. Consider setting up bonus structures and competitive compensation, especially for your key non-family employees. Think of it as investing in your business’s future.
Watch Out for These Common Pitfalls
Even with the best intentions, things can go sideways. Sometimes, family members make emotional decisions that don’t make good business sense, and that can demoralize non-family employees.
Another big one? Not listening. Non-family employees often see things and either find the family not approachable, or their ideas get brushed off. That’s a fast track to losing good people.
Creating Multiple Paths to Success
Here’s something interesting we’re working on right now – three different career tracks for employees:
- Management track (for those who love leading people)
- Specialist track (for your technical experts)
- Project manager track (for those great at handling complex projects)
The reality is that leadership roles aren’t for everyone – and that’s perfectly fine. Some of your best team members might prefer to focus on being technical experts rather than managing others. In fact, Glenn recently worked with a company that moved two highly skilled employees from management positions into specialist roles, where their expertise could really shine. The result? Everyone was happier and more productive.
Making It Work Long-Term
The secret sauce to success with non-family employees is pretty straightforward: communicate clearly, create real opportunities for growth, and show genuine respect for what they bring to the table. Your family name might be on the building, but good ideas can come from anyone. When you build a culture that recognizes this, you create space for everyone to grow and succeed.
Remember, bringing in outside talent doesn’t water down your family business – it makes it stronger. Having different perspectives, skills, and talents at the top level of your company isn’t just nice to have – it’s essential for growth and long-term success.
Need Help Getting Started?
Balancing family dynamics with business growth isn’t easy. If you’re thinking about bringing non-family employees into your business, or want to make sure you’re setting them up for success, let’s talk. Sometimes an outside perspective is exactly what you need to make this transition smooth for everyone involved.
