Janelle, owner of a successful family business, was thrilled that her daughter Beth had joined the family business right out of college. Things were going well, and Janelle had visions of Beth eventually taking control of the business “when the time was right”.
Unbeknownst to her mother, Beth viewed this her job as a stopgap. She was sending out resumes, seeking new opportunities.
The inevitable happened. Beth was offered a job with a well-known technology company at a considerably higher salary and the sort of benefit package most of us only dream of.
- 75% paid health and dental insurance
- Ability to bring pets to work
- Free fruit
- Free drinks
- Free lunch
- Transportation bonus / stipend
- Monthly company barbeques prepared by the management team
- Sponsorship of any team sport employees are involved with
Janelle was stunned, but to her credit she didn’t berate her daughter. Instead, she did a wise thing. She asked her daughter to consider these questions.
- What are you passionate about?
- How do you feel about the company?
- Are you excited about the product they produce?
- Will you work hard to help make the company successful?
- Will you enjoy what you’re being asked to do?
Janelle understood Beth’s need to look around. She reasoned that working somewhere else would broaden her horizons and give her new appreciation and perspective to compare to her current situation. One of the highest correlations to succession success is the next generation spending time working outside the family business.
Children should spend time becoming their own people, building their own accomplishments, not being “the bosses’ kid”.
The road is easier together,
Linda Laitala, President
Raven Performance Group