Family Succession Planning: Who Gets The Office?

Dad’s or mom’s office is usually perceived as the center of authority by employees and family members. When a parent is handing off operating responsibility, there is often a lag, sometimes measured in years, between stepping back from daily decisions and completely separating from the company. This lag is valuable because you have the owner’s experience available for coaching and mentoring. But where should they sit?

The question of the appropriate timing for an owner to surrender his or her “seat of power” can be sensitive. There can be a fear of appearing irrelevant. The office is a symbol. Often the owner who is stepping away would rather have no office rather than be relegated to a small less prestigious location. With no office, a transitioning owner could end up in a conference room or awkwardly wandering through the office looking for a place to camp out. Neither is a good option.

This question is exacerbated when multiple children are assuming ownership. Parents often have a vision of equality among their children. Regardless of voting rights, or any amount of explanation to the employees, one of the children will be perceived as functioning at a higher level of authority by taking possession of the boss’s office. Settling office transition is an important part of any transfer. Too often little things like this are treated too lightly, only to have issues develop later. The symbolism of who gets the office is strong and sends a message to everyone. In many cases, remodeling to change the whole office configuration is the best solution. New drywall is a cheaper fix than lingering resentment family members or confusion in the ranks.

It’s very often the little things in family succession planning that matter most.