|
|
If
you are thinking of hiring a family member, be sure you hire the right
family member. Just like non-family, you need to consider the person’s
work ethic and skill level. Be sure you are hiring the right person, with
the right skills for the specific vacancy you have. If you have a need for
someone with marketing savvy or computer skills, be sure your family member
has those skills. Otherwise, you will end up doing it yourself, breeding
resentment amongst other team members who end up having to do it or having
to consider whether to fire a family member. Terminating an employee is not
an easy job. Firing your mother…well, that seems an impossible job.
Once
you have hired a family member, remember to avoid any special treatment or
privileges that the rest of your team does not have. If family members
begin taking advantage of their personal relationship with you and show up
late, leave early or work against your company standards, address the
problem immediately. Showing favoritism or avoiding conflict because it may
be uncomfortable will only lead to larger problems in the long run.
Make
equal pay for equal work your motto. Even when there is a confidentiality
policy about salaries and pay, people talk. The key to hiring and employing
family is fair treatment, and this goes for payment too. Making a
point to treat family like you treat non-family team members will ease any
tension.
|
