In a family business, you may know your fellow employees better than anyone else, but those intimate relationships may become your biggest challenge. Between arguing with your sibling that’s also the CEO, not knowing how to successfully transition your cousin to a leadership role, and uncertainty of how to replace your retiring parent, Silvers HR can help.
Kim Silvers spent 20 years in corporate America before launching her human resources consulting practice in 2001, now working with California small- to mid-sized businesses in almost every industry from high-tech to low-tech, manufacturing to agriculture. Her team of six serves as the outsourced HR resource, or ‘back-up’, as she calls it, for a company’s management team. “We are the behind-the-scenes, ‘think out loud’ partner that can help in uncharted territory,” explained Silvers.
Silvers is best at presenting and recommending to her clients the best options and strategies to employ for a given issue regarding employee management and relations, policies and training, compensation, and recruiting. “Silvers HR understands the needs of a business owner and looks for options and solutions to help us meet our business priorities while complying with California employment laws. We consider Silvers HR our trusted HR partner,” said the president of one of her family business clients.
As her family business clients continue to grow, she often works with many on ‘G3 employee relations issues’ such as grooming up-and-coming leaders from within the family and helping business owners work through a development plan including family and outside hires, if necessary, to develop them to assume leadership roles.
From experience, she counsels that business leaders prepare to initiate some uncomfortable conversations with the younger generation before greenlighting any firm plans. “If it is a spoken, or worse, an unspoken rule that the children will work there, it doesn’t always play out that way.”
And when the decision has been made to bring in the next generation, she highly recommends that they work elsewhere prior to joining the family business. “I find it’s very valuable for people to see how the rest of the world works first. If and when the kids decide to come into the business, they bring with them a wealth of knowledge and you can be certain they truly want to be there.”
Silvers values her membership with FBC and has taken on active roles in the organization’s events. She is set to moderate the panel at October’s Fall Forum while will explore issues regarding women in business. She expanded, “I am really looking forward to it. Although the speakers are women, men will find some great insights on leadership in family-owned businesses. Everyone will gain from this program.”
She will also share her insight by hosting a breakout session at FBC’s 3rd Annual Generations Family Business Conference, When Two Rights Make a Wrong: Balancing Ethics Between Business and Family. “I am so impressed with the transparency of the members, particularly those who share on stage their life experiences. I have touted this organization and event to a number of our clients who could benefit from hearing other people’s successes and seeing their battled wounds,” commented Silvers.