Business Education

3 Effective Ways to Beat Zoom Fatigue

Family businesses generally operate a bit differently than traditional companies. While many aspects are the same or similar, odd situations occur more often in family businesses. And, that’s due to the fact it’s family and not “strangers” that are part of the day-to-day operations. So, common things in regular business arrangements might be quite different than in a family business. For example, employee compensation. Some family businesses neglect to give their employees pay raises because they are members of the family. In other words, it’s not a common practice, because the business is run by a family, instead of unrelated individuals. Of course, the phenomenon of unconventionality is something that can easily be part of a family business, simply because all the individuals involved are related and feel an obligation and duty to the company.

Family Business Fringe Benefits are Fine, but Not Compensation Replacements

Some family businesses provide their employee relatives with certain fringe benefits. These might be things like extra flexibility with schedules. Or, extra time off for vacations with pay. It could even be things like a company credit card and/or a company vehicle.

The job of operating a family-owned company is often grievously complicated by friction arising from rivalries involving a father and his son, brothers, or other family members who hold positions in the business, or at least derive income from it. Unless the principals face up to their feelings of hostility, the business will suffer and may even die. —Harvard Business Review

While such perks are nice, they do not take the place of compensation. But, it isn’t at all uncommon for the family business head to see such fringe benefits as a replacement for compensation. Since their relative employees enjoy perks, they view this as some type of offset to a raise and reasonable pay. This can create very awkward and sometimes even toxic situations to arise. Moreover, if non-relatives are working in the company, who do receive bumps in pay periodically, this can lead to outright resentment.

How to Talk about Pay Raises in a Family Business

Needless to say, it is a very frustrating and even unfair position to be put into by the very business you so loyally serve. Worse still, is that the longer you let it go on, the more normalized it becomes. And that is definitely something you don’t want to happen. Here is some effective advice for approaching the subject about a raise in pay from your family business:

Determine your actual value. This applies to every employee, and not just individuals working for family businesses. You need to know for certain what your worth is, based on real-world comparisons. Unfortunately, too many employees overestimate their value and therefore, ask too much from their employer. So, be sure to do your research in order to determine your actual value in the workplace, base on your skill sets, experience, position, and responsibilities.
Understand the company’s financial position. Before you bring the subject up, be certain that you know the financial circumstances of the business at large. Don’t assume anything, particularly if you’re not regularly involved in the company’s finances. Guessing and vague ideas will only lead to trouble in one form or another. If you do not have a firm understanding of the business’s financial situation, it might make the entire exercise moot. Or, it could also cause you to become envious and greedy.
Be calm, reasonable, polite, but firm. There’s no question that being in such a set of unfair circumstances will cause you to have any number of negative feelings. Remember these are counterproductive to your end goal. You will get much further by being respectful but firm and by engaging in a good-faith negotiation, rather than starting a family feud. If you let your negative emotions get the best of you, it will only lead to a bad outcome in the short term, and perhaps even ruin your relationship over the long term.

What other suggestions do you have for such a peculiar and awkward situation? Please take a moment to share your thoughts and experiences so others can benefit from your unique perspective! Interested in learning more about business? Then just visit Waters Business Consulting Group.

Like this article?

Entrepreneurs, Avoid these Passive-Aggressive Phrases

January 5, 2023 No Comments

Passive aggression is a common behavior in the workplace, but it can be damaging to both individual and team performance. Such behavior is characterized by the expression of negative feelings indirectly, rather than openly and honestly. This can take the form of indirect or sarcastic comments, procrastination, or the refusal to communicate or cooperate. How Passive-Aggressiveness Hurts Businesses of All Sizes On a personal level, passive aggression can lead to increased stress, conflicts with coworkers, and a negative work environment. It can also damage personal relationships and lead to a lack of trust within a team. From a business perspective, passive aggression can have serious consequences. It can lead to decreased productivity, missed deadlines, and a decline in the quality of work. It can also create a toxic work culture and lead to high turnover rates. Passive-aggressive behavior is frustrating for both parties involved. It’s unproductive and it makes you and others become less trusted in the workplace. —Entrepreneur.com Furthermore, passive aggression can lead to misunderstandings and communication breakdowns, which can have a negative impact on customer satisfaction and the overall success of the company. In order to create a healthy and productive work environment, it’s important to address and resolve conflicts directly and earnestly. This means being open and honest about your feelings and needs, and being willing to listen to and consider the perspectives of others. By addressing issues freely, you can improve communication, strengthen relationships, and ultimately, benefit the success of the business. Passive-Aggressive Phrases Business Owners and Managers shouldn’t Say According to various speech experts, there are certain phrases that can irritate people and should be avoided in order to maintain healthy communication in relationships. These phrases, which are known as passive-aggressive language, often involve an indirect expression of anger or resentment. With this in mind, let’s take a look at a few examples of passive-aggressive phrases to avoid: “I’m fine.” This phrase is often used to mask negative emotions and can come across as insincere or dismissive. Instead, try expressing your true feelings in a respectful but honest way. “Whatever you want.” This phrase can make it seem like you don’t care about the other person’s feelings or opinions. It’s important to show that you value their input and are willing to consider their perspective. “I was just kidding.” This phrase can be used to brush off hurtful comments or actions, but it’s important to recognize when your words or actions have caused harm and take responsibility for them. “It’s not a big deal.” This phrase can minimize the other person’s feelings and make it seem like their concerns are not important. Instead, try acknowledging their feelings and working together to find a solution. “I’m sorry you feel that way.”This phrase places the blame on the other person’s emotions rather than taking responsibility for your own actions. It’s important to apologize for your own behavior and make an effort to make things right. Fortunately, this means that you can improve communication and strengthen your relationships by being aware of these phrases and avoiding them. Obviously, this isn’t a comprehensive list. If you have any other phrases business owners and managers should avoid, please take a moment to comment and share your own personal thoughts and experiences! Are you interested in learning more about business? Then just visit Waters Business Consulting Group.

How to Recruit Gen Z Into the Trades

March 23, 2026 No Comments

Recruiting Generation Z requires a different mindset than recruiting previous generations. This generation grew up in a digital world with constant access to information and opportunity. If they don’t like a job, they can quickly move on to another option. That means trade companies must be more intentional about how they recruit and retain young workers. Focus on purpose Gen Z workers want to know that their work matters. When posting job openings, many companies make the mistake of focusing only on job responsibilities. But younger workers are looking for something bigger. Explain how your company contributes to the community. If your team builds schools, roads or homes, highlight that impact. When workers see the purpose behind the work, they become more engaged. Provide a clear career path One of the biggest misconceptions about the trades is that there is limited room for advancement. In reality, the trades offer many opportunities for growth. Workers can move into leadership roles such as foreman, superintendent or project manager. Many also go on to start their own businesses. Companies that clearly communicate these career paths will have an advantage in recruiting young talent. Offer training and mentorship Gen Z values learning opportunities. Structured training programs and mentorship initiatives help new workers develop skills while building confidence. Apprenticeships are especially powerful because they combine hands-on experience with professional development. Young workers who feel supported in their learning are far more likely to stay with a company long-term. Provide flexibility where possible While the trades often require structured schedules, companies can still demonstrate flexibility in other ways. Offering time off for family events, providing mental health days or supporting continuing education can make a meaningful difference. These benefits show employees that they are valued as individuals, not just workers. Recruiting is a leadership responsibility Recruiting young workers cannot be treated as an afterthought. Business owners and leaders must take an active role in developing the next generation of talent. Companies that invest in people today will be the ones leading the industry tomorrow.

3 Subtle but Serious Signs a Business Partnership is in Big Trouble

February 6, 2020 No Comments

Ostensibly, a partnership is an ideal way to bring two necessary but different skill-sets together. After all, it makes sense to join various strengths in order to form an alliance. Such an arrangement seems like it will yield fruitful results. However, far more partnerships fail than succeed. There are many obvious reasons why this happens. But, it’s not always so clear-cut. So, let’s take a look at some subtle telltale signs that a partnership is in trouble. The Biggest Partnership Dangers Dave Ramsey has made famous his five dangerous D’s of partnerships: death, disability, disinterest, drugs, and divorce. Of those, only one makes the list below. That’s because it’s not always crystal clear that something is awry. You generally spend more waking hours at work than at home, which means you have more opportunities to interact with your business partner and the nature of your interactions tend to be more intense, with more potential for conflict because there are so many external variables that are beyond your control. —Forbes.com There are scenarios when very subtle factors are in play. Unfortunately, most business people miss these signals put out by their partners. Eventually, they become more pronounced and at that point, it is usually too late to save the enterprise. 3 Signs a Business Partnership is in Jeopardy When a business partner goes through a very difficult time in his or her life, it’s usually quite easy to see the writing on the wall. But, there are instances when there are no overt problems or issues. Here are three subtle yet serious signs a business partnership is in trouble: Apathetic. Let’s begin with the only sign that makes the list above — disinterest. This can manifest in two different but similar forms: distraction and apathy. A lack of concern and focus can wreak loads of havoc on a business. Before you know it, the onus falls on you alone. That’s when you’ll realize your partner is no longer interested in participating. And, by this time, it usually causes an irreversible rift. Autonomy. On the opposite side of the spectrum is autonomy. Sure, being able to operate independently is typically a good thing. Except when there’s far too much of it. So much, you find out about key decisions well after the fact. This is a sign that unpleasant news is most likely on its way to you. Elusive. This is a very tough one and perhaps, the most frustrating of the two because it’s so difficult to understand. When your partner becomes elusive, that is to say, overzealous one moment and indifferent the next, you’ll struggle to cope with why. This will only lead to unnecessary disruptions and make the partnership unsustainable. What other signs would you add to the list? Please share your thoughts and experiences by commenting! Interested in learning more about business? Then just visit Waters Business Consulting Group.

3 Effective Ways to Beat Zoom Fatigue

Family Business Fringe Benefits are Fine, but Not Compensation Replacements

How to Talk about Pay Raises in a Family Business

Like this article?

Related Posts

Entrepreneurs, Avoid these Passive-Aggressive Phrases

How to Recruit Gen Z Into the Trades

3 Subtle but Serious Signs a Business Partnership is in Big Trouble

Imagine Selling Your Business…

How Would Your Life Change?

Thank you for your interest in learning what your business is worth. We will be in touch shortly.