Welcome to the family business. Now, meet the owner and his wife, three sons, two daughters-in-law, and Uncle Mickey and Aunt Judy.
Don't look now, but you're the only "non-family" member of the staff.
John Johnson has worked as a funeral director for the Hutchinson Funeral Home for close to five years. The staff includes father-and-son funeral directors, Dad's wife -- the office manager, two daughters -- one handles public relations and the other handles accounts payable.
There are also five employees who are not related to the owner and they say, "We're all one big family."
Johnson said working with the family-owned and operated firm is much more personal than working with a single boss or a corporately-owned firm. "A family business understands family values better. If my children have school activities, or if my elderly mother or father becomes ill, they understand if I feel the need to take time off."
Johnson said he's willing to go the extra mile or work additional hours when the family business needs him. It's my way of showing my appreciation when they allow me the flexibility I need to take care of my parents or other family issues.
Jody Long works for Fischer Funeral Home and has been there since 1882. She is one of four non-family members on staff.
Phil Phillips owns the firm. His wife runs the office and Phil's daughter is a receptionist. Phil's son is completing mortuary school and helps with services on the weekend as well as evening visitations.
Jody has worked at a funeral home owned by three partners, none of whom are related. "Decisions in a family business are easier to make," she said, "and the owners are open to employee suggestions. Phil tells me things that are going on and often asks my opinion. I do the same with him."
But Jody also believes it's important to find the right family-owned firm to create a fit that will last a long time.
Chris Eckrich and co-author Stephen L. McClure, authors of "Working for a Family Business: A Non-Family Employee's Guide to Success," identify two kinds of family businesses: "family first" and "business first."
In a family-first business, owners want many family members involved, including multiple generations. Family-first companies also tend to look at the long term and usually offer greater job stability. If, however, you want to work your way to the top, you need to look elsewhere. This company will always be run by the family.
The downside to the family-first firm is this: If not all family members take care of the strategic needs of the business because they're too busy being comfortable with each other, the business can erode. So, if you're an "outsider" who is interviewing with a family-owned firm, you might even be told they're hiring you to "turn things around." But once you try to make changes that affect the company culture, your attempts might be viewed as hostile acts...against the family!
How can you tell whether it's a family-first firm or a business-first firm?
If several family members are involved in the interview process, it's probably a family-first business. If the interview is held in a professional setting -- with only one or two chief interviewers, it could easily be a business-first firm.
The family-owned company that appears to be a business-first firm might not have the feel of a family owned business. In fact, it might feel more like a corporate-run business with a high focus on accountability for results. This is the type of family-owned company in which there may be better opportunities for an outsider to advance.
How you handle family dynamics can also help determine your success.
Here's a big tip in that direction: Listen to, but don't try to solve, their family problems, for example -- and if it's a red hot conflict, don't side with one party or another. Stay neutral -- and disappear, if necessary, to stay out of the line of fire.
Another tip?
Before you interview with a family-owned funeral home, discuss the firm with people who have had direct experience with the firm and its owners. Ask about their experience. If you have used the services of the firm, yourself, try to remember how the staff related to each other.
And, if you like what you've seen and heard, so far -- before you make a decision, ask if you can work for a couple of half-days before joining the firm. This will give you a chance to see how everyone interacts -- and what kind of working culture the firm offers.
Remember, you spend more time at work than you do at home -- so, if you feel tension between members of the owner-family or between non-family employees and family members, try looking elsewhere for employment.