Ask any family business—especially those that have been around for generations—how they balance tradition with growth, and you’re likely to get a knowing smile, maybe even a wry chuckle in response. The truth is, it’s not easy. Different values often exist. Conflicting perspectives happen. And varying degrees of influence (or should we say “control”?) are usually in play. It’s a common challenge we frequently hear from our clients.
But it’s also a challenge we love to face. Why? Because on the other side of that tension lies growth. Health. And success—not just for the business but for the people within it. So, for those facing similar hurdles, here are three steps to help you move forward: let go of micromanagement, foster a culture of trust, and hold people accountable.
Step 1: Let Go of Micromanagement
Whether it’s responsibilities, certain decisions, or just your own opinion, letting go can be tough. When you care deeply about the outcome, micromanagement often feels like the only way to keep things on track. In family businesses, it’s even trickier because these aren’t just colleagues—they’re people you care about outside of work too.
But in reality, micromanaging stifles creativity, distracts people from what matters, and eats up valuable time. It also creates a tense work environment, often leading to frustration and resentment on all sides. At some point, you have to trust your team to do the job you hired them to do. While it may not be perfect, allowing your team to grow sets the company up for future success. The more you empower them, the more confident and capable they’ll become.
Step 2: Foster a Culture of Trust
Building a culture of trust should be a top priority in your company—especially in family businesses where trust doesn’t just impact the business but can affect personal relationships too. Trust your team to do the work they’ve been hired for, and remember that their ideas are worth considering—even when they differ from yours—because they care about the company’s success as much as you do.
Your team is with you because they want the business to succeed, just like you do. Keep that in mind next time a difference of opinion comes up or a difficult conversation needs to happen. After all, you’re on the same team, working toward the same goal. And while building a culture of trust isn’t easy or quick, when it becomes a priority for the whole company, the effort is well worth it.
Step 3: Hold People Accountable
Accountability takes practice, especially when you want to do it in a way that’s both constructive and respectful. Let’s be honest—accountability can feel uncomfortable, and in family businesses, it’s even trickier. It’s not always easy to hold a relative to the same standard as a non-family employee. But here’s the thing—respectful accountability strengthens both your business and your family dynamic.
In the real world, things don’t always go as planned. Deadlines are missed, budgets are exceeded, and expectations aren’t always met. That’s why accountability is so essential to every successful company. It’s not about pointing fingers; it’s about motivating your team to do their best work. When approached this way, accountability leads to more productivity, stronger relationships, and greater success.
Building a Future Where Both Family and Business Win
While these principles apply to any business, they carry even more weight in family businesses. When decisions affect both the family and the business, personal and professional boundaries can blur, and emotions often run high.
That’s why these steps are crucial for success. By letting go of micromanagement, fostering a culture of trust, and practicing accountability, you’re setting both your family and your business for a healthy and successful future. Make them foundational to your company and watch what happens. You might be surprised by how they create growth and strengthen both the business and the family.
