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Everything You Need to Consider When Hiring Family Members
Before A Family Member Is Hired
- Make sure you ask the right questions, taking into account their passion and skill-sets and its alignment with your company's mission and values.
- See if they are a good 'personality fit' in your organization and its existing culture, having the required soft skills.
- Check if there is any conflict of interest or if the job vacancy ignores qualified candidates in favour of a family member.
- Make sure you hold the hired family member accountable and set the right standards and expectations.
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Hiring Family Members
The act of hiring close friends and family members and can be beneficial or detrimental to the business, depending on various factors.
Benefits: The employer knows them already and has a personal relationship with them, knows their skills, background and type of personality. This reduces the 'fit-in' time required for a new hire. Family members would, reciprocatively, work with dedication and ownership, having a genuine interest in the business, and maybe continue the legacy in the future.
Things Can Go Wrong
If family members are treated in a previleged manner, or with partiality, it could backfire and toxify the organizational culture. If a family member has to be disciplined or fired, as it can hurt the personal relationship, so one has to draw a line in the beginning before they are hired.
If a clear demarcation of the two roles of a family member and an employee is resisted, it's a sign they are not a good hire.
Before A Family Member Is Hired
- Make sure you ask the right questions, taking into account their passion and skill-sets and its alignment with your company's mission and values.
- See if they are a good 'personality fit' in your organization and its existing culture, having the required soft skills.
- Check if there is any conflict of interest or if the job vacancy ignores qualified candidates in favour of a family member.
- Make sure you hold the hired family member accountable and set the right standards and expectations.
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Hire the right people
Design your hiring process with remote candidates in mind. Look for 3 main things:
- A strong skill set relevant to their jobs: you need to feel confident that they can ...
Put extra effort into onboarding
Remote workers won’t have the opportunity to be involved in spontaneous conversations or team lunches, but there are other things you can do to help them settle:
- provide info with new job critical stuff: team member introductions (personal bios, photos, advice for new employees), HR training links, task checklists, long-term goals, and more.
- assign mentors to new hires, who schedule regular video check-ins, make themselves available on Slack and make new employees feel welcome.
Default working setups
Remote workers need a dedicated, quiet space to do their work, so it’s important to set some guidelines:
- encourage workers to join coworking spaces;
- encourage workers to set a dedicated insolated space at home for work, with suitable furniture;
- fast reliable internet access;
They can still work from a coffee shop every once in a while, but they need a good default setup.
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Improve Any Relationship
- Acknowledge the opinions, feelings and needs of others
- Be more open to suggestions and compromises
- Give 100% of your attention to the job
- Spend ...
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Key Ideas
Demonstrate reliability
You can count on a reliable team member who gets work done consistently, does his fair share to work hard and meet commitments.
Communicate constructively
Teams need people who speak up and express their thoughts and ideas clearly, directly, honestly, and with respect for others.
Listen actively
Teams need team players who listen first and speak second. They need players that can absorb, understand, and consider ideas and points of view from other people without arguing every point.
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