Best Practices for Hiring Family Members as Employees

Hiring friends and family in your business can be an advantage, way to increase family income or maybe even a compulsion. Regardless of the reason, hiring family members can be advantageous as well as disadvantageous. In order to strike a balance between the pros and cons of hiring a family member, it’s important that you adopt the right management process.

Depending upon your business needs you must first analyze if hiring a family member is advantageous or not, i.e. some of the most common advantages are cutting costs, having an expert onboard, managing business secrets as so on. However, all these can also be found in non-family hiring.

Extended Family Concept

Well, if you have already decided to have a family member onboard, make sure to follow the best practices of involving family members in your organization. After all you have to make sure that business matters do not affect the personal lives. In order to have maximum satisfaction, follow some of the guidelines below:


– Treat them at par with other employees

There should not be any sort of preferential treatment given to your family member. If he does great work he should be rewarded like other employees, whereas in case of goof-ups, you shouldn’t think twice before reprimanding him.


– Draft transparent job descriptions

The roles and responsibilities of the family member should be drafted in a clear and transparent way and he or she should be encouraged to show extra care and affection towards the betterment of the company being a family member.


–  Maintain discipline

Often, family members cause disciplinary issues in the organization. It should be made clear to them that no late coming, casual attitude towards work etc. will be tolerated and the accountability of the employee needs to be fixed.


It’s not about hiring a friend or family member; it’s about how you get optimum results out of this hiring.

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