---
title: "Dealer Bosses, What Should You Pay Attention to in Advance When Your Relatives Join the Company?"
description: "Family relatives are the preferred employees for small private companies. In the boss's view, these relatives are well-known and even very familiar, so arranging them to work in the company as relative-employees naturally brings more peace of mind, often placing them in important positions such as warehouse management or finance. However, from the perspective of company management, managing relative-employees is more complex, and improper management can bring more negative impacts to the company or other employees."
author: "潘文富"
publisher: "New Distribution"
email: "zhaobo258@gmail.com"
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published: "2017-08-12"
language: "en"
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# Dealer Bosses, What Should You Pay Attention to in Advance When Your Relatives Join the Company?

> Family relatives are the preferred employees for small private companies. In the boss's view, these relatives are well-known and even very familiar, so arranging them to work in the company as relative-employees naturally brings more peace of mind, often placing them in important positions such as warehouse management or finance. However, from the perspective of company management, managing relative-employees is more complex, and improper management can bring more negative impacts to the company or other employees.

Private Enterprise Internal Management Research/Pan Wenfu
Family relatives are the preferred employees for small private companies. In the boss's view, these relatives are well-known and even very familiar, so arranging them to work in the company as relative-employees naturally brings more peace of mind, often placing them in important positions such as warehouse management or finance.
From the relative's perspective, acquaintances are naturally easier to get along with. **However, from the perspective of company management, managing relative-employees is more complex, and improper management can bring more negative impacts to the company or other employees.**
Why do relative-employees bring more trouble? Mainly because they have a problematic positioning of their work nature from the start, and they get it wrong from the beginning, for example:
1. I am not an ordinary employee but belong to the boss's level, after all, the boss is my relative.
2. Employees should respect me more because my background is different.
3. I will have a higher sense of responsibility than ordinary employees, so I should also have correspondingly higher income.
4. I will actively safeguard the company's interests and try every means to help the boss save money.
5. I will supervise these ordinary externally hired employees to prevent them from taking advantage of the company.
6. When I find various problems, I must report to the boss immediately.
These thoughts of relative-employees may seem fine to the boss and even expected. However, under such thinking, certain behaviors emerge: for example, putting on airs, supervising ordinary employees' actions everywhere, monitoring various expenses with the intention of saving money for the company, or supervising employees' behavior at any time and reporting to the boss promptly. These behaviors make ordinary employees feel very uncomfortable—having someone watching them every day.
**As a boss, before relative-employees officially start, you should give them some instructions, guide them to correct their thinking, adjust their attitude, and establish a proper self-positioning. Don't say silly things or do silly things. The basic content is as follows:**
1. How other employees will view you
Speak frankly beforehand: the identity of relative-employees is sensitive. Some ordinary employees may have some resistance, or even avoid or isolate them. This is normal. Be mentally prepared for this.
2. Positioning yourself
Relative-employees must avoid positioning themselves as managers or supervisors, and certainly should not expect respect from other employees, as this directly puts them against ordinary employees. Instead, they should position themselves as "servants" and "those who take losses." The so-called servant means actively providing services to ordinary employees, not having everyone serve you. Not only should you do your own work well, but when other positions need help, you should proactively provide support and service. Additionally, be someone who willingly takes losses: give up advantages and actively face disadvantages. After joining, you can proactively show everyone that your professional skills are limited, or even nonexistent, and that you can only help with miscellaneous tasks and provide good service.
Overall, the positioning of relative-employees should be lower than that of ordinary employees.
3. Cannot make decisions on behalf of the boss
When the boss is absent, relative-employees are at least family members of the boss, and some employees often ask relative-employees for decision-making opinions on work. At this time, do not improvise or make decisions based on the intention of caring for the company or being responsible for the company. Remember, you are not the boss, and your positioning is lower than ordinary employees; you cannot make any decisions on behalf of the boss. If an employee asks you for decision advice, first ask the employee to check the company's existing rules and regulations. If there are no corresponding rules, ask the employee to directly ask the boss for instructions. If the employee is inconvenient or embarrassed to ask the boss directly, the relative-employee can ask the boss on their behalf—this counts as asking for the employee.
4. Self-control
As a relative-employee, your words and actions are more likely to be noticed by other employees. Therefore, you should have a proactive sense of self-control, such as controlling your expressions, speech, and even tone of voice, maintaining a style of "modesty," "low-key," "tolerance," and "positivity."
5. Supervision and reporting
No employee likes colleagues who tattle. Moreover, ordinary employees subjectively believe that relative-employees are more likely to tattle. So, do not deliberately pay attention to other employees, and do not proactively ask questions. Even a casual question like "What are you doing?" from a relative-employee can be perceived by other employees as surveillance. Under normal circumstances, keep some distance from ordinary employees unless everyone becomes familiar and they invite you for closer communication.
Except for emergencies or important situations, do not report minor issues to the boss immediately. Reporting too much annoys the boss, and employees will notice that the boss knows about any small change immediately, which must be due to the relative-employee's surveillance.
6. Do not get involved in personal disputes among employees
There will inevitably be personal disputes among ordinary employees, such as gossip. As a family member of the boss, relative-employees may be approached by some employees who want to confide in them or seek their support. At this time, do not be foolish and think this is a sign of trust or a good opportunity to build relationships. Instead, keep a clear head, do not get involved in personal disputes, and do not add fuel to the fire. Be generous and tolerant, actively persuade those gossiping employees, and introduce more tolerant, positive, and constructive factors. Over time, these employees will stop coming to you with gossip.
7. Clarify working hours
Working hours are a basic requirement for employees, but relative-employees often do not strictly adhere to them, arriving late and leaving early is common, which can easily make other employees think that the boss's relatives are casual about work.
Of course, if relative-employees can strictly follow the established working hours, that is best. If not, it should be stated from the beginning, clarifying whether the relative-employee works half-day (and specifying the exact start and end times) or just helps out when free. Clarifying this nature helps other employees arrange work and coordination, making it easier to understand the relative-employee's time patterns.
Furthermore, regarding leave, they should maintain the same standards as ordinary employees: submit leave requests in advance and accurately record actual leave days. Of course, the key point is not about deducting pay but about demonstrating to other employees that relatives are relatives, rules are rules. As relatives of the boss, they should have a certain sense of cooperation in these aspects.
The above simple points should ideally be introduced through conversation before the relative-employee officially starts work. From the beginning, guide them to establish correct thinking and self-positioning. If they start off on the wrong foot, it will be difficult to correct later. Of course, this ideological work for relative-employees should not be done just once; it needs to be reinforced and repeated at a certain frequency to ensure they always maintain the correct position.
Born into a private business owner family, I have managed a family dealer company for many years, during which I also served as a business manager and trainer in several production enterprises. My research focuses on internal management of small and medium-sized private enterprises, with main topics including personnel management, cost control, management backend construction, and the integration of retired military personnel into private enterprises. I have continuously broken down over 400 topics related to internal management of private enterprises and kept updating material collection and solutions.
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