At some point of your illustrious business career, you will surely feel the need for an able leadership that can lead your company forward to growth and glory, right from where you are leaving it. It may be because you are seeking a retirement or may be you just want your offspring to shoulder the responsibilities of the family owned business. The thought of your retirement planning might have been on your mind since a long time, but you may have ignored it. The decision to find a deserving successor can also result if the company is performing poor and its worth is declining in the market. You may wish to negotiate with some larger firms, to help you manage the business totally, so that your company can get back on track. Whatever the case may be, it's a fact that planning to induct a new successor to handle the firm is a big decision.
Key to Planning for Business Succession
Family owned businesses carry with them, a legacy of dedication and hard work. When the chief mentor thinks of passing on the responsibilities of the company to his family members, he envisions new hopes and aspirations for the firm.
Be Realistic With The Deals
It is a fact that while considering the transfer of your business to your near ones, it is important that you decide the ownership transition, a few years before officially leaving the office. You can segregate the different branches of your company and distribute the responsibilities to a few of the family members slowly. This will give them a practical experience of the deals and various undertakings and prepare them for the final designations, that they are to hold in the near future. With the help of your tax consultants and chartered accountants, chalk out a financial planning procedure that will slowly help you in the transit, within a certain period of years. Also, ensure that the tax planning is done in accordance with the firms goals and objectives, that you must have set for the coming years. Make sure that the will is properly maintained.
Who is To Run The Business?
You may be thinking that your first son would be the successor of your business empire. Or may be you have plans to divide the duties and responsibilities among the various family members. Try to have a free and fair talk with every member. Understand if your son is interested in carrying forward your legacy. Does he have the necessary and required skills to manage the entire business unit? Will you need some more time to train him? He may be assisting you in your work or studying at a business school. Just talk to the members and convey your goals and objectives. Often, it is in the best interest of the company that the members who have chosen to run the enterprise, have more authority and a larger share in the management and financial shares of the company. So, better convey the message to the family members, that they should contribute as per their abilities, so that in the times to come, they can switch over to larger roles in the company.
Communicate Correctly
This is the most crucial factor that can affect your stock prices. Do not directly announce that you are retiring from the office. You hold a sensitive position and your every move is closely watched by your competitors and other market players. For small business, it is easier to handle succession planning issues, but if your company is making great profits and giving you a national presence, then be cautious about how you convey the message to your stakeholders, shareholders, media and most importantly, to your customers. If your products enjoy a goodwill among the customers, then ensure that the brand image of the company is not affected. Introduce your successor as a confident player, who will handle the business effectively.
Planning for succession, be it of a family owned business or of an acquired business, requires planning and patience. Nowadays, many professional lawyers and financial consultants are available to help you and guide through the entire process of business succession.
0 komentar:
Posting Komentar