WEBVTT NOTE This file was generated by Descript 00:00:06.015 --> 00:00:06.675 Adam Hatcher: Hey there. 00:00:06.735 --> 00:00:11.625 Welcome to the 21 Clear Podcast where we talk about anything to help you 00:00:11.625 --> 00:00:15.645 chaos, proof your family business so you can build a great company. 00:00:16.020 --> 00:00:17.610 With a strong family around it. 00:00:18.420 --> 00:00:23.220 I'm your host Adam Hatcher, drawing on 13 years as an executive, scaling 00:00:23.220 --> 00:00:28.320 my own family's company and a lifetime of experiences around the business 00:00:28.440 --> 00:00:31.290 and a chance to learn from a lot of other family companies as well. 00:00:31.740 --> 00:00:36.960 And today we're gonna go to part two of. 00:00:37.515 --> 00:00:39.975 An episode that we started last time. 00:00:40.365 --> 00:00:45.375 And so in episode four of the podcast, I laid out the family business framework, 00:00:45.735 --> 00:00:52.455 a strategic or a practical way of looking at doing work on your inner 00:00:52.455 --> 00:00:56.445 family business, how you and your family members interact with each other, how 00:00:56.445 --> 00:01:00.375 you work together, hire how you exit the business, how you run ownership meetings. 00:01:01.125 --> 00:01:03.075 We looked at the framework in episode four. 00:01:03.555 --> 00:01:09.615 In episode five, we took one of those ideas how to chaos proof hiring 00:01:09.615 --> 00:01:11.835 family members or not hiring them. 00:01:12.375 --> 00:01:16.575 We took one of those ideas and we spent more time on it, and I did that 00:01:16.575 --> 00:01:23.685 by sharing the first part of a webinar that I was hosted at by Kennesaw State 00:01:23.685 --> 00:01:25.935 University's Family Enterprise Center. 00:01:27.570 --> 00:01:31.980 This episode, we're gonna share the second half of that webinar. 00:01:32.940 --> 00:01:36.270 When you go back and listen to episode five, you'll hear us 00:01:36.270 --> 00:01:40.500 talk about the importance of creating family hiring criteria. 00:01:41.160 --> 00:01:43.860 Those are those things that any family member who wants to join 00:01:43.860 --> 00:01:47.245 the company needs to do before they're even considered for a job. 00:01:47.580 --> 00:01:50.460 It has nothing to do with a position in the company. 00:01:51.090 --> 00:01:55.380 It is, do you have to graduate from college, from graduate school? 00:01:55.380 --> 00:01:56.610 Do you need to work somewhere else? 00:01:56.610 --> 00:01:58.020 Can you have an arrest record? 00:01:58.020 --> 00:02:02.070 Are there certain parts of the company's core values you have to agree with? 00:02:03.360 --> 00:02:07.440 Those are specific criteria for family members before they join. 00:02:07.740 --> 00:02:11.730 That's part one of the chaos proof hiring of family. 00:02:12.450 --> 00:02:12.480 Okay. 00:02:13.500 --> 00:02:17.550 This episode we're gonna get into the last three elements. 00:02:17.970 --> 00:02:21.990 It's gonna be matching family members to real jobs. 00:02:22.890 --> 00:02:26.185 Then it's going to be, if you followed the whole process to this point. 00:02:27.405 --> 00:02:30.225 Not doing it, not joining the family company. 00:02:30.255 --> 00:02:31.995 And you'll hear me explain that a bit more. 00:02:32.205 --> 00:02:36.645 And then lastly, family members do not know how to work in the company 00:02:36.825 --> 00:02:38.205 just 'cause they grew up together. 00:02:38.535 --> 00:02:40.305 They do not learn it by osmosis. 00:02:40.815 --> 00:02:45.105 What does it look like to vigorously onboard family members into their 00:02:45.105 --> 00:02:52.065 actual job so that they can be successful in the company and not 00:02:52.065 --> 00:02:53.715 put pressure on the family business? 00:02:54.405 --> 00:02:59.475 That's what we're gonna do in this episode, and I hope you enjoy exploring a 00:02:59.475 --> 00:03:02.415 bit more how to chaos proof hiring family. 00:03:03.711 --> 00:03:09.111 Now let's go to step two of chaos proofing family hiring 00:03:09.231 --> 00:03:10.881 or hiring family members well. 00:03:11.001 --> 00:03:14.871 And that is once they pass the family hiring criteria, you need 00:03:14.931 --> 00:03:18.411 to match them to an actual job. 00:03:18.651 --> 00:03:23.991 And let me just go ahead and say upfront that Director of This Economy 00:03:23.991 --> 00:03:27.471 is Scary, is not an actual job. 00:03:28.311 --> 00:03:32.481 Director of I Don't Want To Go Find Something Else, is not an actual job. 00:03:32.481 --> 00:03:36.231 And while those are funny examples, I can also tell you about a family 00:03:36.231 --> 00:03:40.251 business that hired their son and hired their son into a sales role. 00:03:40.611 --> 00:03:43.671 But they brought in outside investment and had limited 00:03:43.671 --> 00:03:47.031 ability to affect the compensation plan in their own organization. 00:03:47.481 --> 00:03:51.231 But they wanted their son to make significantly more than other employees. 00:03:51.501 --> 00:03:55.431 And so what they did in the sales role was they made him where everyone 00:03:55.431 --> 00:03:59.361 else had a territory he did not, where everyone else had a restriction on 00:03:59.361 --> 00:04:04.041 how they sold, particularly not taking clients from others, he did not. 00:04:04.881 --> 00:04:12.441 And his position allowed him to take business from other salespeople 00:04:12.531 --> 00:04:15.171 to be able to make more money. 00:04:18.006 --> 00:04:20.886 It's sometimes it's Director of This Economy is Scary, is funny. 00:04:21.486 --> 00:04:24.756 It is dangerous, in fact, to the organization to let family 00:04:24.756 --> 00:04:29.526 members join the company when they do not have an actual job. 00:04:29.646 --> 00:04:34.566 And you know your job is real if the job has a name that I could 00:04:34.566 --> 00:04:35.701 look up in a salary software. 00:04:36.696 --> 00:04:39.516 I spent seven years as the head of human resources in our company. 00:04:39.726 --> 00:04:43.506 And like there are jobs that are in salary softwares, and 00:04:43.506 --> 00:04:44.916 there are jobs that are not. 00:04:44.916 --> 00:04:47.766 So the first thing, your family member needs a job that's in there. 00:04:48.156 --> 00:04:52.716 Second, they need to actually have results that they are responsible for. 00:04:53.346 --> 00:04:57.756 I worked with a phenomenal marketing team in our family's company, but I don't know 00:04:57.756 --> 00:05:02.316 why so many family businesses like to hire family members into part or full-time 00:05:02.376 --> 00:05:07.206 marketing roles with no descript job other than to make fun and snark other 00:05:07.206 --> 00:05:09.456 people and pay them $80,000 a year. 00:05:09.696 --> 00:05:11.046 I don't know why it's marketing. 00:05:11.076 --> 00:05:16.176 I don't know why that's the number, but if it's a real job, you can name 00:05:16.176 --> 00:05:19.206 the job and the job has actual results. 00:05:19.296 --> 00:05:25.086 And then lastly, you know it's real if you can imagine telling the family 00:05:25.086 --> 00:05:29.466 member why they're gonna be good at the role, selling them on it. 00:05:29.466 --> 00:05:32.106 I saw a great example of this a few years ago. 00:05:32.406 --> 00:05:35.406 A second generation CEO in a manufacturing company. 00:05:35.676 --> 00:05:38.526 His son was about to graduate from Clemson University. 00:05:38.526 --> 00:05:41.946 So my apology to our Georgia Tech and Georgia graduates on this, but 00:05:41.946 --> 00:05:43.356 it was a good story outta Clemson. 00:05:44.076 --> 00:05:46.836 Second generation, he had bought his parents out and his son was 00:05:46.836 --> 00:05:48.486 about to graduate from Clemson. 00:05:49.176 --> 00:05:52.976 They were growing the company and their competitive difference was the 00:05:52.976 --> 00:05:57.596 quality of their product and they had to increase first pass yield 00:05:57.926 --> 00:05:59.636 as they were scaling the company. 00:05:59.966 --> 00:06:04.016 So what the CEO wanted to do, the second generation CEO, he wanted to 00:06:04.016 --> 00:06:09.686 hire entry-level engineers to put around his more senior engineers that had 00:06:09.686 --> 00:06:14.026 particular focus on quality and could run particularly quality improvement 00:06:14.076 --> 00:06:16.206 projects to increase first pass yield. 00:06:16.776 --> 00:06:18.786 That's what he wanted to do as part of selling it. 00:06:18.876 --> 00:06:25.836 And his son had both been successful at Clemson, had worked an internship in a 00:06:25.836 --> 00:06:30.696 quality department during his college years, and when he applied to the family 00:06:30.696 --> 00:06:35.256 company, they were able to hire him into an entry-level engineering role 00:06:35.406 --> 00:06:43.326 with a quality focus and give him his part of this target of increasing the 00:06:43.356 --> 00:06:46.866 first pass yield and the quality of the company, and thus making it successful. 00:06:47.466 --> 00:06:54.006 It was a job so tailored to what he was good at, that his father could tell him 00:06:54.006 --> 00:06:56.466 exactly why he was gonna be successful. 00:06:56.796 --> 00:07:01.416 And that's a very normal practice in human resources to have 00:07:01.416 --> 00:07:03.186 a tight job and a tight fit. 00:07:03.236 --> 00:07:06.626 And just for some reason in family companies, there's this temptation 00:07:06.626 --> 00:07:08.936 where we can just let someone drift in. 00:07:09.296 --> 00:07:14.186 But when you do this, when you have clear family criteria and you match 00:07:14.186 --> 00:07:17.756 people only to actual jobs, so clear, you could sell them on why you 00:07:17.756 --> 00:07:19.346 think they'll be successful in it. 00:07:19.676 --> 00:07:23.006 You have set the family members and the company up for success. 00:07:23.816 --> 00:07:27.476 Otherwise you have left them to blow in the wind. 00:07:28.166 --> 00:07:29.816 And maybe it'll work, it won't. 00:07:30.326 --> 00:07:33.896 And when it doesn't work for a family member, that is that unnecessary 00:07:33.896 --> 00:07:35.396 chaos we're trying to avoid. 00:07:35.786 --> 00:07:40.886 So steps one and two, family criteria, actual job. 00:07:42.296 --> 00:07:46.286 If both of those are true for a family employee that you're considering 00:07:46.286 --> 00:07:49.856 hiring, or if you're a family member, considering joining the family business, 00:07:49.856 --> 00:07:55.466 the next thing I would tell you to do is to say no to the opportunity. 00:07:56.516 --> 00:07:57.386 Why would I say that? 00:07:57.836 --> 00:08:01.646 There was a good article in the Wall Street Journal, a couple of, 00:08:01.646 --> 00:08:02.966 let's see, this was back in April. 00:08:02.966 --> 00:08:04.556 Rachel Wolf's a writer for them. 00:08:04.766 --> 00:08:08.576 She has an interest in family companies, and she wrote an article, you can 00:08:08.576 --> 00:08:13.196 see it here, about people coming out in a scary economy and wanting to 00:08:13.196 --> 00:08:15.331 go work for their parents instead. 00:08:15.746 --> 00:08:19.466 And so I have a podcast and a newsletter and somebody that was a subscriber to one 00:08:19.466 --> 00:08:23.466 of 'em ask me, if you got to talk to one of these folks, what would you tell them? 00:08:23.736 --> 00:08:27.426 What is the first piece of advice you would give a young family member 00:08:27.426 --> 00:08:29.466 considering joining their family company? 00:08:30.156 --> 00:08:31.986 And I said, it would be simple. 00:08:32.166 --> 00:08:35.766 If they had family hiring criteria that they had met and there was an actual 00:08:35.766 --> 00:08:39.546 job, I would tell them, don't do it. 00:08:40.416 --> 00:08:45.876 Do not work together, go work somewhere else. 00:08:46.176 --> 00:08:51.096 Now that doesn't mean it's not a good idea, but it's the exact 00:08:51.126 --> 00:08:56.076 opposite of drifting into the company because everything else is scary. 00:08:56.076 --> 00:08:57.006 So why not? 00:08:57.156 --> 00:09:00.306 Why would I tell you, why would I tell your family members 00:09:00.516 --> 00:09:02.856 to not join the company? 00:09:04.036 --> 00:09:05.776 First there's a risk. 00:09:06.686 --> 00:09:10.436 I remember my father telling me as we reflected back on years together. 00:09:10.436 --> 00:09:14.936 He said, I knew when I hired you the risk I was taking. 00:09:15.596 --> 00:09:19.856 Because as we talked about earlier in the webinar, every family member you hire, 00:09:20.066 --> 00:09:26.066 you're adding more unconditional family into a conditional environment, creating 00:09:26.066 --> 00:09:32.096 more and changing tension that's going to move and evolve with you over time in 00:09:32.126 --> 00:09:34.226 the life cycle of the family business. 00:09:34.286 --> 00:09:37.856 So you are constantly taking a risk. 00:09:38.036 --> 00:09:42.566 And the other thing you're doing when you hire family or when when you let 00:09:42.566 --> 00:09:46.736 them work for you, or you go work, is you're asking your family or giving 00:09:46.736 --> 00:09:52.016 them permission to form a fully integrated view of your character. 00:09:52.526 --> 00:09:54.536 They might know you as the funny uncle. 00:09:54.536 --> 00:09:57.176 They might know you as the ballerina. 00:09:57.176 --> 00:10:01.166 They might know you as the kind grandfather, but when you invite them 00:10:01.166 --> 00:10:07.576 to work with you or you go work with them, you're opening yourself up to a 00:10:07.606 --> 00:10:10.126 complete evaluation of your character. 00:10:11.176 --> 00:10:14.986 And that is a risk that you're taking that you actually don't know when 00:10:14.986 --> 00:10:17.986 you go work with family or they work with you, what you're going to see. 00:10:18.736 --> 00:10:22.306 You don't know until you work together if you're aunt support decision maker. 00:10:23.206 --> 00:10:26.836 You don't know if you have family members as wonderful, as generous of 00:10:26.836 --> 00:10:29.026 gift givers as they may be at Christmas. 00:10:29.086 --> 00:10:33.376 When you work with them, do they actually put their interests above the 00:10:33.376 --> 00:10:37.936 families or do they put the family above the customers and the company versus 00:10:38.026 --> 00:10:41.356 always putting customers and company first and then family and themselves? 00:10:41.596 --> 00:10:43.696 You don't know that till you work together. 00:10:44.536 --> 00:10:47.746 I had one view of my grandfather when he and I worked together and 00:10:47.746 --> 00:10:51.046 when I worked in the family company, I realized he had a very different 00:10:51.046 --> 00:10:53.386 and a tough management style. 00:10:53.956 --> 00:10:57.916 I would've never known that unless we worked together and he likely learned 00:10:57.916 --> 00:11:01.096 a couple of things about me in the few years that we worked together too. 00:11:02.056 --> 00:11:07.396 Anywhere else you could work in the world other than your own family's 00:11:07.396 --> 00:11:12.976 company, you don't take these risks of inviting your family to create a fully 00:11:12.976 --> 00:11:14.536 integrated view of your character. 00:11:15.286 --> 00:11:20.296 And so because of that risk and because of that tension, when you 00:11:20.296 --> 00:11:24.556 work in a family company, you create this family business or you make it 00:11:24.556 --> 00:11:29.836 bigger by being another family member that joins, there is a requirement 00:11:30.226 --> 00:11:34.846 of you to work and run the family business in addition to the company. 00:11:34.846 --> 00:11:39.256 I had about 15 different jobs for free payer credit before I came to 00:11:39.256 --> 00:11:40.846 work in our own family's company. 00:11:41.566 --> 00:11:46.606 And they were complex, they were challenging, but none of them 00:11:46.786 --> 00:11:52.336 required me every day to run two different organizations, a family 00:11:52.336 --> 00:11:54.541 business and an outer company. 00:11:54.841 --> 00:11:58.351 But when you join the family business, that's what you're signing up for. 00:11:58.531 --> 00:12:03.031 So I would tell someone, even if you meet the criteria and have an actual 00:12:03.031 --> 00:12:05.701 job, the next thing is don't do it. 00:12:05.851 --> 00:12:10.921 Don't drift into this because there are big risks and unknowns you're taking 00:12:10.921 --> 00:12:13.141 on and requirements you're accepting. 00:12:13.471 --> 00:12:18.601 But if eyes wide open, you see that, you know that, and you're 00:12:18.601 --> 00:12:24.241 willing to take it on the last step in chaos proofing your family. 00:12:24.241 --> 00:12:29.446 Hiring is to vigorously onboard new family members. 00:12:29.506 --> 00:12:31.216 Let's juxtapose that word vigorous. 00:12:31.906 --> 00:12:37.276 There is a temptation when you onboard to believe that family members, 00:12:38.066 --> 00:12:39.716 they were around you growing up. 00:12:39.936 --> 00:12:41.976 They probably picked it up by osmosis. 00:12:41.976 --> 00:12:45.906 I talked to a second generation family executive, and the next generation 00:12:45.906 --> 00:12:48.876 was with them, sons, nieces, nephews, and they used that word with me. 00:12:48.876 --> 00:12:52.416 They said, well, I mean, Adam, they just, they understand by osmosis. 00:12:52.716 --> 00:12:57.911 I'm like just because they came to Thanksgiving, it doesn't mean you know how 00:12:57.911 --> 00:13:02.781 to handle particular client relationships, and just because you remember to text 00:13:02.781 --> 00:13:06.621 everybody on their birthday doesn't mean you know how to do a performance review. 00:13:06.961 --> 00:13:10.021 It's lunchtime, so I'm allowed to do this just because, you know the 00:13:10.381 --> 00:13:15.271 family lasagna recipe doesn't mean someone knows how to complete a budget 00:13:15.271 --> 00:13:19.471 shell or that they can recite a core value and nor are they expect it to 00:13:19.681 --> 00:13:22.351 just because they know the recipe. 00:13:22.441 --> 00:13:27.061 But once you are hired, that's the responsibility that you take on. 00:13:27.511 --> 00:13:30.121 And so what are components, when we say vigorous onboarding? 00:13:30.541 --> 00:13:32.791 I think of that with three components. 00:13:32.791 --> 00:13:34.531 First, it's a written plan. 00:13:35.011 --> 00:13:38.371 Second, if you are able to, you provide them a broader view of the 00:13:38.371 --> 00:13:40.051 organization through job rotation. 00:13:40.321 --> 00:13:45.361 And third, you introduce them to the family employees uniquely. 00:13:46.181 --> 00:13:47.891 So first to a written plan. 00:13:48.471 --> 00:13:55.161 When I joined the company, very different, purposeful onboarding is not done walking 00:13:55.161 --> 00:13:57.531 down the hallway in passing conversations. 00:13:57.771 --> 00:14:03.621 In our company, we had a multi-page, multi-month onboarding for staff. 00:14:04.551 --> 00:14:11.121 And a similar multi-page, multi-month onboarding for leaders. 00:14:11.211 --> 00:14:13.101 Two separate onboarding checklist. 00:14:14.121 --> 00:14:17.031 I joined as a general counsel, as an individual contributor. 00:14:17.211 --> 00:14:20.851 So can you guess what written plan my father gave me? 00:14:23.871 --> 00:14:23.961 Yeah. 00:14:24.051 --> 00:14:25.191 Some of you I know know it. 00:14:25.251 --> 00:14:26.121 He gave me both. 00:14:26.841 --> 00:14:34.701 I was gonna do everything up front and whatever your list is if you are about 00:14:34.701 --> 00:14:41.191 to hire a family member, if you're about to join, write down the onboarding plan. 00:14:41.611 --> 00:14:43.951 Work with human resources, work with a consultant. 00:14:44.706 --> 00:14:45.546 Talk with me afterwards. 00:14:45.546 --> 00:14:47.676 I'm happy to tell you how we broke down. 00:14:47.706 --> 00:14:50.016 'Cause I had to go through different departments and functions. 00:14:50.016 --> 00:14:51.336 We were staffing and recruiting company. 00:14:51.696 --> 00:14:54.876 I had to do 10 drug screens and sit for a half day with the receptionist 00:14:54.876 --> 00:14:58.286 and then go work on a client and a prospect proposal with finance. 00:14:59.276 --> 00:15:05.396 You want them to go through a written list to introduce them to the organization. 00:15:05.546 --> 00:15:06.926 Assume they hadn't worked there. 00:15:06.926 --> 00:15:09.976 I had actually worked there in high school, in entry-level 00:15:09.976 --> 00:15:11.236 receptionist functions. 00:15:11.596 --> 00:15:15.416 None of that prepared me for joining as a leader in a high 00:15:15.416 --> 00:15:17.006 pressure role, like general counsel. 00:15:17.096 --> 00:15:18.536 So write down the plan. 00:15:19.226 --> 00:15:23.666 Second, if you can, and this is not something I did, but something some 00:15:23.666 --> 00:15:27.761 of the best, and we did this with my brother, and something some of the best 00:15:27.761 --> 00:15:33.611 family businesses I've seen as best you can provide them a job rotation. 00:15:34.271 --> 00:15:37.271 If you can put them through, if your organization is of a size 00:15:37.271 --> 00:15:40.271 to put them through operations, finance, sales, human resources. 00:15:40.271 --> 00:15:42.341 I mean, that's just an example over a year. 00:15:42.911 --> 00:15:43.331 Great. 00:15:43.391 --> 00:15:48.281 I saw a very large family organization who one of their now family executives 00:15:48.641 --> 00:15:52.661 started in a franchise and then they went into franchise selection and then 00:15:52.661 --> 00:15:55.691 they went into one corporate function and then they moved into another corporate 00:15:55.691 --> 00:16:00.671 function and they had the luxury of a larger organization where they could move. 00:16:00.971 --> 00:16:04.781 But even if you can give someone the time to shadow roles for weeks or 00:16:04.781 --> 00:16:08.501 months at a time to get their hands in and learn before they have their 00:16:08.501 --> 00:16:12.521 own job responsibilities, it will help them understand the organization. 00:16:12.521 --> 00:16:15.821 It also gives them the message family to family. 00:16:16.721 --> 00:16:18.551 I didn't expect you to know all this. 00:16:19.121 --> 00:16:22.591 I remember one of the hard things joining your family company, I 00:16:22.591 --> 00:16:25.501 spent about six months trying to pretend like I knew everything. 00:16:25.861 --> 00:16:29.611 I felt like I was working in a fishbowl and I wanted everybody to understand, 00:16:30.071 --> 00:16:31.361 think that I understood it all. 00:16:31.361 --> 00:16:34.751 And finally, someone so kindly pull me aside and said, Adam, 00:16:35.621 --> 00:16:37.121 it's okay to ask questions. 00:16:37.451 --> 00:16:38.801 We know you don't know anything. 00:16:38.801 --> 00:16:43.721 And so when you create an onboarding plan and job rotation, and part of 00:16:43.721 --> 00:16:46.751 it you're taking care of if you've joined your family company or if you're 00:16:46.751 --> 00:16:48.701 about to, there is an anxiousness. 00:16:48.911 --> 00:16:50.711 This helps to take care of that. 00:16:50.771 --> 00:16:57.491 And then lastly, introduce them to the other family employees. 00:16:57.641 --> 00:17:01.661 When I joined my grandfather, my father and my cousin were there. 00:17:01.941 --> 00:17:03.531 And eventually my brother would join. 00:17:04.071 --> 00:17:08.421 And when we onboarded new leaders to teams, we could have taken that 00:17:08.421 --> 00:17:11.931 idea and done it just for the family. 00:17:12.351 --> 00:17:16.296 And that would look like a morning where we sat down and each of us 00:17:16.296 --> 00:17:19.266 went around the table and talked about, well, what is Adam's job? 00:17:19.686 --> 00:17:20.556 What's Bill's job? 00:17:20.556 --> 00:17:21.606 What's Randy's job? 00:17:22.146 --> 00:17:24.036 We would go around and talk about our jobs. 00:17:24.066 --> 00:17:25.896 We used work personality profiles. 00:17:25.896 --> 00:17:29.106 You might use the Myers-Briggs, Working Genius, Strength 00:17:29.106 --> 00:17:30.486 Builders, whatever it may be. 00:17:31.056 --> 00:17:35.646 You would go through that and say, this is my personality, this is their personality. 00:17:35.646 --> 00:17:39.846 When we interact with each other at work, how do our personalities mesh or not? 00:17:39.846 --> 00:17:42.966 Actually, a couple years into working together, my father and I realized 00:17:42.966 --> 00:17:46.826 that our, we use the Predictive Index, there was a part of our personalities 00:17:47.066 --> 00:17:49.046 that was inherently at conflict. 00:17:49.356 --> 00:17:52.266 And we didn't know that for a couple of years, but when we finally looked 00:17:52.266 --> 00:17:54.966 at it and we'd worked together a while, we realized it, and then it 00:17:54.966 --> 00:17:58.176 was something that I could be aware of in our working relationship. 00:17:58.626 --> 00:18:02.466 So onboard to the jobs, the personality profiles, you can even 00:18:02.466 --> 00:18:05.781 get vulnerable and share what you're strong and what you're weak at. 00:18:07.441 --> 00:18:10.011 The new family member, what are their goals going to be? 00:18:10.611 --> 00:18:11.781 How do they interact? 00:18:11.781 --> 00:18:13.671 How might they interact with other family members? 00:18:13.671 --> 00:18:14.721 Again, it's not long. 00:18:14.751 --> 00:18:18.141 It's just probably a morning, but you sit down and what you're acknowledging 00:18:18.141 --> 00:18:23.001 is that we have an inner family business, those of us who have chosen to work 00:18:23.001 --> 00:18:28.431 here, so we're gonna introduce each other to ourselves as family employees. 00:18:28.611 --> 00:18:33.531 It also may be the first time that you call each other by your first names. 00:18:34.461 --> 00:18:37.491 In onboarding a family employee or being onboarded 00:18:37.491 --> 00:18:40.881 I would encourage you if you've always called your grandfather 00:18:40.881 --> 00:18:44.541 Poppy, like I called mine, or your dad, daddy, or your sister, 00:18:44.601 --> 00:18:46.281 whatever your family nicknames are. 00:18:47.001 --> 00:18:49.911 As you are onboarded to the company, let it go. 00:18:51.321 --> 00:18:52.761 I called my father Randy. 00:18:52.911 --> 00:18:56.661 I called my brother Baker whenever we were doing family things. 00:18:56.661 --> 00:19:02.841 And it's just a small way to help you realize that you're not at Thanksgiving, 00:19:03.111 --> 00:19:05.361 you're not watching SEC football together. 00:19:05.721 --> 00:19:10.161 You are in a family business inside a company that's relying on you. 00:19:10.461 --> 00:19:13.311 And then thankfully, when you are watching football together, you can flip right 00:19:13.311 --> 00:19:16.071 back to dad or buddy or whatever you use. 00:19:16.281 --> 00:19:18.921 So onboarding to family employees also lets you start to 00:19:18.921 --> 00:19:20.421 professionalize your relationship. 00:19:20.991 --> 00:19:25.341 And that is our framework for hiring well. 00:19:25.671 --> 00:19:32.031 Having family hiring criteria, matching to actual jobs, not drifting into it. 00:19:32.031 --> 00:19:33.051 Saying no. 00:19:33.201 --> 00:19:37.911 And then even if we get over that, being vigorously onboarded. 00:19:39.111 --> 00:19:43.461 You may have sat through this though and want to put this off. 00:19:44.496 --> 00:19:44.766 Okay. 00:19:44.766 --> 00:19:47.906 Maybe your, your in-laws, your cousins, your nieces, 00:19:48.056 --> 00:19:49.466 whatever, they're, they're young. 00:19:50.426 --> 00:19:55.816 But remember in my experience, you can never start soon enough 00:19:56.026 --> 00:19:59.176 on purposefully hiring family. 00:19:59.806 --> 00:20:02.896 The need for this kind of clarity will be on you before you know it. 00:20:03.916 --> 00:20:08.776 My sister was in high school when she got the letter from my dad and kindergartners. 00:20:08.986 --> 00:20:10.426 You may have had this experience. 00:20:10.426 --> 00:20:14.626 Kindergartners can create awkward moments by saying things like, well, mommy, will 00:20:14.626 --> 00:20:16.456 I ever be able to work with grandpa too? 00:20:17.536 --> 00:20:23.236 Having those answers earlier we'll help you chaos proof your family business. 00:20:23.236 --> 00:20:26.151 And so I have found when you work on these, you may say, 00:20:26.151 --> 00:20:27.081 where do you work on them? 00:20:27.201 --> 00:20:30.961 And so as we close together, I'll tell you, we used family meetings. 00:20:31.121 --> 00:20:34.001 We may call them ad hoc, and we sometimes did 'em annual, 00:20:34.061 --> 00:20:34.901 did 'em quarterly. 00:20:34.901 --> 00:20:36.521 It depends on the rhythm of the family. 00:20:36.731 --> 00:20:41.111 Sometimes things were emailed, sometimes there were other resources there. 00:20:42.041 --> 00:20:46.031 We use family business meetings to work out a lot of these things. 00:20:48.309 --> 00:20:52.989 I hope this episode particularly listened to with episodes four 00:20:52.989 --> 00:20:55.119 and five have been helpful to you. 00:20:56.469 --> 00:21:00.339 21 Clear exists to end chaos in family businesses, and we 00:21:00.339 --> 00:21:05.109 do that two ways by offering dedicated family business consult. 00:21:05.904 --> 00:21:11.664 So not looking at wealth management or strategic tax planning, but focusing 00:21:11.664 --> 00:21:13.254 on that inner family business. 00:21:13.494 --> 00:21:18.084 So with consulting services, but then also resources and this podcast is one of them. 00:21:18.444 --> 00:21:21.984 One thing I learned in my own family's company, I led corporate strategy 00:21:21.984 --> 00:21:26.394 for about a decade as we quadrupled and went coast to coast, and I 00:21:26.394 --> 00:21:28.314 learned how hard it is to focus. 00:21:28.704 --> 00:21:31.134 On the business versus working in the business. 00:21:31.134 --> 00:21:36.024 We all know that phrase, it's even harder to focus and make time 00:21:36.024 --> 00:21:38.544 for your inner family business. 00:21:38.874 --> 00:21:46.314 So my hope in this podcast is that you have gotten 20, 25 minutes just to think 00:21:46.314 --> 00:21:48.624 about how your family works together. 00:21:49.254 --> 00:21:53.694 Inside the company and every time you touch a resource of 21 Clear 00:21:53.724 --> 00:21:57.744 'cause we provide consulting and then resources for however long you touch the 00:21:57.744 --> 00:22:02.154 newsletter, a LinkedIn post, however, however long you touch the book that 00:22:02.154 --> 00:22:05.514 we're gonna be publishing in quarter two of next year, or this podcast 00:22:05.844 --> 00:22:07.464 that you just get to take a breath. 00:22:08.229 --> 00:22:10.059 Think about your inner family business. 00:22:10.419 --> 00:22:12.309 My hope is that has been helpful to you. 00:22:12.669 --> 00:22:14.739 I look forward to joining you again next time. 00:22:15.219 --> 00:22:18.069 Until then, thank you so much for listening. 00:22:18.639 --> 00:22:22.989 As my grandfather would've said, thank you so very, very much.