Usually, the term "Friends and Family" leads most to think of a discount -- the extra 10% off at a store, or maybe even a buddy pass on an airline. What a nice value!
In our business, it’s not unusual to hire friends or family (or both), whether it’s to help you over a seasonal crunch, because they need work, or even because you want to bring them into the business for a future bigger role. You may have just started your business, and there is no one better to help you launch your journey than a good friend or family member. So you hire them. But is it worth it?
The advantage of hiring friends and family is that you often know what you are going to get, and that can be a benefit and save a lot of headaches over hiring an unknown applicant off the street. But the challenges can be tough simply because of your relationships.
Typically, problems that can occur with hiring them stem from a lack of communication and unclear expectations. You may be the best of friends, or maybe you've hired your brother (as I did). Because of your relationship you will often hold them to a higher standard than a typical employee. While this is fine, it can create frustration once they start to feel the pressure or, worse yet, if you think they aren't pulling their weight.
Read More: Hiring Temporary Workers
When I hired my brother, who incidentally was one of our best stripers, my circumstance was beyond work in our case. We often had issues with him not following protocol or company policies. I'm sure in his mind, why would he? His brother owned the place! That created a real challenge for me as I was trying to lead all the other employees so they would follow procedures – while he wasn’t.
Hiring friends can produce the same situation; they think that specific rules don't apply because they are your friend. In my case, a lifelong friend was working with us for the summer season as he transitioned to other work in his regular career. This guy was an excellent worker but had a tough time getting along with other crew members. He had created a thought in their minds that he could do whatever he wanted. And if there were issues, he would come and work it out with me, not with his immediate supervisor.
Another challenge with hiring friends or family members is that they will usually listen to what you say, then go off on their own and do it “better.” This is likely a situation you wouldn’t accept from another employee, so it must be dealt with.
Each of these and similar situations pose a huge challenge for a leader but can be dealt with through better upfront communication on policies, procedures, and expectations. While these conversations might be a bit difficult to have with friends and family, they will prevent many future problems.
In my experience, you just have to set boundaries from day one and be crystal clear on the chain of command and communication. In my two cases, my brother eventually left our company for other opportunities, so the problem solved itself. My friend continued to work for us, but we had to coach him and set the tone that he was on the same level as everyone else – and not above the law. For the most part, it worked.
But I learned that had I set better rules up front, I could have avoided problems. It’s communication – or the lack of it – that leads to success or trouble when hiring friends or family. Being able to give a job to a friend or family member in need of one is one of the best parts of the business. But if it ultimately affects you or your existing crew, what good is the discount?
Nick Howell, president of T & N Asphalt Services, Salt Lake City, UT, has been a regular presenter at National Pavement Expo since 2008 and a member of the Pavement Advisory Board since 2007. Let him know your thoughts on "From the Owner's Desk" at [email protected].
