By Kendall Rawls,Director of Development,Rawls Succession Planners
Bringing family into your dealership can be tricky. Adding an in-law to the mix? That’s next-level complicated. Between managing emotions, expectations, and professional boundaries, it’s easy to get caught in a storm of drama if you’re not careful. But it doesn’t have to be a disaster. With the right approach, you can make it work for your business and keep the peace at family gatherings.
Take Samuel, for example. Samuel married into the family of a dealership owner named John, who had built his business from the ground up. Samuel had a degree in marketing and a few years of experience working at an agency. When he expressed interest in joining the dealership, John saw potential—but he also knew it wasn’t a decision to take lightly.
Here’s how John navigated the situation and the lessons any dealership owner can take away from his story.
1. Know What You’re Getting Into
Hiring Samuel wasn’t just about filling a marketing position—it meant dealing with the emotions tied to bringing a son-in-law into the fold. John’s daughter was thrilled, of course, but his son, already working as the sales manager, was a little uneasy. He worried Samuel might get special treatment or disrupt the flow of the team.
John recognized these feelings were valid. Before making any decisions, he talked openly with his son and other key team members to address their concerns. By acknowledging the emotional side of the situation, John set the tone for a thoughtful and fair approach.
2. Don’t Wait Until the Last Minute
John didn’t wait until Samuel approached him for a job to start thinking about it. Years earlier, he had created a family employment policy. It outlined when and how family members—and in-laws—could be considered for roles in the business.
Because of this, John didn’t feel backed into a corner when Samuel expressed interest. Instead, he had a clear process to follow, which helped make the decision feel professional and fair—not emotional.
3. Treat Them Like Any Other Applicant
When Samuel officially applied for the role, John made sure to evaluate him like any other candidate. He looked at Samuel’s experience and qualifications, asking questions like:
Samuel had a solid marketing background, which was exactly what the dealership needed. This made it easier for John to justify the decision—not just to his family, but to his employees.
4. Let Them Prove Themselves Elsewhere First
One reason John felt comfortable bringing Samuel into the business was because he’d already proven himself outside the family. Samuel had spent several years in a high-pressure advertising agency, running campaigns for local businesses.
That experience gave Samuel the skills—and the humility—to enter the dealership ready to work, not just ride on family connections. Employees noticed that right away, which helped build respect and avoided the dreaded “he’s only here because he’s family” narrative.
5. Define Their Role Clearly
Before Samuel’s first day, John sat down with him to hammer out the details of the job. They made sure there were clear boundaries:
By setting these expectations early, everyone—family and non-family employees alike—knew what to expect.
6. Timing is Everything
Samuel didn’t join the dealership right after he married John’s daughter. Instead, John waited about a year to let the newlyweds settle into married life before making any big moves. This gave everyone time to adjust and avoided adding extra pressure during an already transformative period.
The extra time also allowed John to quietly observe Samuel’s character and work ethic before making a formal offer.
7. Get an Outside Opinion
Before making his final decision, John reached out to a trusted business consultant who’d worked with family-owned dealerships before. The consultant helped John think through how Samuel’s hire would affect the team and the business.
This unbiased advice gave John the clarity to move forward with confidence. Sometimes, it’s hard to see the forest for the trees when family is involved, and having a neutral perspective can be a game-changer.
8. First Impressions Matter
John knew that Samuel’s first few months on the job would set the tone for how employees viewed him. To make sure things got off on the right foot, Samuel was assigned a high-impact project: revamping the dealership’s social media strategy.
It was the perfect fit for his skills, and he knocked it out of the park, increasing online leads by 30% within six months. That early success showed the team that Samuel wasn’t just “the boss’s son-in-law”—he was a valuable contributor.
9. Understand the Stakes
John understood that bringing Samuel into the business wasn’t just about filling a position—it was about protecting both the dealership and family relationships. He knew that if things didn’t work out, it could create lasting tensions, so he approached every step of the process with care.
Because of his planning and thoughtfulness, the decision paid off. Samuel not only thrived in his role but also helped the dealership grow in ways John hadn’t expected.
10. Communicate, Communicate, Communicate
Throughout the entire process, John kept the lines of communication wide open. He made sure his family, his management team, and Samuel himself were all on the same page about expectations, concerns, and goals.
This transparency helped smooth over potential bumps and created an environment where everyone felt included in the decision-making process.
The Takeaway
Hiring in-laws for your dealership doesn’t have to be a nightmare. Sure, it’s a sensitive situation, but with a little planning, clear expectations, and open communication, it can actually be a win for both the business and your family.
Kendall Rawls with Rawls Succession Planners knows and understands the challenges that impact the success of a complex, privately held, and family-owned business. Contact us today to arrange a consultation and discover how we can empower you to overcome obstacles and achieve lasting success. Whether you're navigating regulatory shifts or striving to build a top-tier team, we're here to help you thrive in today's automotive retail landscape. For more information, visit seekingsuccession.com or email kendall@rawlsgroup.com.
