By formalizing relative roles and building a sustainable structure for growth, Stew Leonard’s is beating the family business odds! Less than 30 percent of family businesses survive the second generation and just 10 percent remains strong through the third – far better survival odds than small businesses not run by a devoted team of family members. The challenges seem to be the same in each instance; first, there’s the question of imparting values to the second generation. Successful entrepreneurs work long, hard days and carefully attend to every detail to build their solid foundations, developing unyielding work ethic. These traits are usually the first lost in transition among children and grandchildren who typically don’t have to work as hard as the founders did. However, this could not be further from the truth with the Stew Leonard’s family.
Currently employing nine young Leonard members, this third generation of dedicated workforce is based on the guidelines detailed within The Leonard Family Handbook; created by son and President and CEO, Stew Leonard, Jr., son and founder of Tom Leonard’s Farmer’s Market, Tom Leonard, daughter and Executive Vice President of Culture and Communication, Jill Tavello, along with daughter and Executive Vice President, Beth Hollis. Within, this handbook defines that the third generation members are encouraged to work at the store during school holidays and summer vacations. Working on the front lines with other team members is an integral part in the customer service realm each relative must learn first-hand. From bagging groceries, shucking corn, baking cookies, slicing meat, handling customer complaints, and volunteering with The Stew Leonard III Children’s Charities – these Leonard kin have braved it all. The pay scale is the going rate plus a 10 percent family-member bonus and minus any special perks or privileges. This crucial first rule develops excellent work habits and is the real secret to success that happiness comes from the achievement of goals. Another valuable Leonard Handbook rule is that each family member must gain employment with another company after college, enforcing another business perspective and real-world experience.
The third generation team members are actively engaged in Stew Leonard’s speaking engagements and meetings, all of which exemplify excellent opportunities to learn about specific areas of the business from the experts. An example of their busy Summer 2010 schedule is outlined below:
· July 20th – Human Resources Training class
· July 20th – Electronic Media/Marketing and Public Relations class
· July 27th – Produce Trip to Jar Jura’s and to the farms of Stew Leonard’s Connecticut suppliers
· July 30th – Finance class for third generation
Source: Stew Leonard's