The Do’s and Don’ts of Hiring Family or Friends in Your Real Estate Business
It is a tale as old as time – I hired my friend to work for me and we don’t speak anymore. Still, it can work out if the right steps are taken in advance and both parties are prepared for all possible outcomes.
In real estate, networking is key, and so it is important to use word of mouth as a strategy to find and retain new clients. If the opportunity to work with a friend or family member presents itself, we shouldn’t shoot it down immediately. In this article, we will guide you through the do’s and don’ts of hiring friends and family members to work for you, specifically in your real estate business.
The Do’s
1. Set boundaries
The common mistake with anything in life is jumping into situations without setting boundaries. By setting appropriate boundaries, you allow yourself the ability to easily approach situations where boundaries are being crossed. It is often easier to confront someone when the conflict has been brought up in conversation before, rather than having to address the issue as a brand new conversation entirely.
2. Recognize the need to transition
When working with friends or family members, the relationship dynamic needs to change when at the office or discussing anything work related. As explained in Hiring.Monster.com, the transition from uncle to boss can be jarring, especially when the hiree is underperforming or criticism needs to be made. Be aware of when you’re at work and the tone of voice, choice of words and mannerisms that are expected to be used in the workplace. Keep the personal conversation for after work hours to avoid any distractions at the office.
3. Be aware of emotions coming into play and confront the issue immediately
Be prepared for when emotions come into play at work, as they always do. The second that you realize a conflict has arisen due to emotional reasoning, pull the hiree aside and confront the issue head on. As mentioned in Forbes, any successful relationship requires open and honest communication from the start, as you do not want unresolved emotional tension to affect the sale of a home or a relationship with a business partner.
The Don’ts
1. Do not hire based on nepotism
This one is pretty self explanatory. If the friend or family member you are looking to hire does not qualify for the job, do not hire them. You do not want a realtor without their real estate license, an interior designer with no design skills, a marketing director with no experience or a financial advisor with no credentials. Business is business. Do not hire unqualified employees out of nepotism.
2. Do not let special treatment slide
As explained in a recent Roos Advisors blog post entitled How to Build a Fully Engaged Workforce, consistency is key. When special treatment to close relationship employees is allowed once or twice, it can become expected by the hiree. A friend or family member can never feel that they have any special treatment with regards to punctuality, attendance, attire, language in the workplace, etc., because once they do, the boundaries are inevitably going to be crossed and tension in your relationship outside of the workplace will rise. Remember to treat all of your employees with the same level of respect, regardless of your relationship.
3. Do not mix work time with personal time
Just as you have to keep personal conversation outside of the workplace, you also have to be cognizant of keeping work conversation out of the personal space. At a baseball game on Sunday night, questions regarding leases, purchase contracts, title commitments, and mortgage lenders should be put off until Monday morning.
Find Your Next Hire with Roos Advisors
Finding top tier talent is one of the many stresses facing companies today. You need to find leaders who are high functioning and results-driven. We share your mission and that is why our recruiting professionals have dedicated their careers to screening and recruiting only the best talent in the legal and construction industries.
With offices in New Jersey, New York City, Salt Lake City, Houston, Atlanta, Los Angeles and London, we are positioned to save you the costly and time-consuming process of screening and recruitment. Our process includes in-depth screenings, reference checks and assessments designed to ensure the right candidate is placed in the right position with the right company. Qualified candidates with the right skills should be expected. Our process helps uncover the right fit based on finding alignment between the candidate and the company’s culture.
Additionally, working with our other divisions, Roos Advisors can help you with education and retention programs that ensure the money you have spent recruiting and training provides an excellent return on your investment.
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