The Rationale behind Avoiding Referred to Your Team as "Family" at Present
Ditch the notion that your organization is a comfortable, familial unit. It's not. Your employees aren't your kids, your managers aren't your cousins. You're part of a business transaction where everyone is there voluntarily, as it benefits them.
Similar to a sports team, high performance is the top priority. Winning championships is the goal. Every player has a specific role in achieving success. You put your top players in when the moment is right.
STOP. USE THE CORRECT TERMS. The phrase "we're a family here" is inappropriate in a business context. It holds your success back. Professional teams coordinate, families express emotions. Recognize the difference and set the tone right in your company.
Professional teams operate differently from families
Families stick together through thick and thin. Teams reevaluate when they need to. You fire underperforming team members, let them leave for better opportunities, or ask them to step up or down.
Don't call them family, even if they are related. My mum worked with me for six years, but we kept our professional relationship separate. She delivered because she's a skilled professional, not because she was my mum.
Lead as a manager, not a parent
Pay your team well, set clear expectations, and let them perform. They're adults who chose to be a part of your team. Pay them market rate and expect results. Provide resources for success. Encourage growth. Stay professional, avoid emotional manipulation, and let loyalty develop naturally.
I've worked with my husband since 2014 but our relationship is separate from our business partnership. He doesn't coerce me into working different hours, and I don't expect him to stay if he's unhappy. Don't mix family dynamics in business.
Value voluntary association
People decide to work for you because it's beneficial for them. Reinforce that mutual appreciation. Build bonds through shared goals and values. Create a desirable work environment, not one people feel forced into. When you value their contributions, real commitment will develop.
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Using the term "family" to describe a business team can impact productivity and success negatively for various reasons:
- Blurred personal and professional lines:
- Emotional entanglements and conflicts can disrupt workplace harmony, potentially leading to groupthink and missed opportunities.
- Lack of accountability and merit-based promotion:
- Nepotism may result in unqualified family members taking leading roles, negatively impacting decision-making.
- Inequitable treatment:
- Non-family employees could perceive favoritism towards family members, leading to resentment, lower morale, and reduced loyalty.
- Resistance to change and mismanaged resources:
- A "family-first" approach can result in inflexibility to adapt to market changes and misallocation of resources.
- Ambiguous roles and responsibilities:
- Overlapping duties can generate misunderstandings and strife, hindering both business performance and personal relationships.
- Pay disputes:
- Potential undercompensation and pay disparities may create conflicts and discontentment among family members and non-family staff.
Avoiding these pitfalls requires establishing clear boundaries, fostering open communication, and maintaining a focus on professionalism and excellence.
- In a business context, it's crucial to distinguish between a professional team and a family, as they operate differently.
- As a founder of a startup or leader of a family business, you should approach your team as a group of individuals with their own goals and roles, not as an extended family.
- Just like in a sports team, the focus should be on achieving set goals and performing at the highest level, not on emotional bonding or favoritism.
- Managers in a business should lead like entrepreneurs, setting clear expectations and providing resources for success, rather than treating employees like children.
- You can maintain a balance between professional and personal relationships within a family business or startup, ensuring that decisions are based on merit and performance, not family ties.
- When employees feel valued for their contributions and see a desirable work environment, they are more likely to commit to the team's goals and perform at their best.
- By avoiding the use of the term "family" to describe your team, you can help create a productive and successful business ecosystem, free from emotional entanglements and favoritism.
