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Hiring Family by Drs. Jarron Tawzer and Jonathan Pluid

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Hiring Family 

These six important factors can help you avoid disaster

by Drs. Jarron Tawzer and Jonathan Pluid

Throughout my childhood, my family owned a large construction company that employed my father, four uncles and one aunt, as well as cousins and grandparents.

When I was 17, the business began to fall apart. Disagreements and contentions arose, relationships were damaged and there was a rapid exodus from the company. Family vacations, cousin adventures and holiday get-togethers stopped.

Fast-forward 23 years, and I still have no relationships with any family members on my father’s side because of that business breakup. I have cousins I’ve never met.

This is a tragic story that is far too common, but the urge to hire relatives as team members at our dental practice or other business is often too tempting to resist. As practice owners or associates, we’re often left understaffed or without crucial staff members for periods of time. Many dentists would say staffing issues are a business owner’s top source of stress. While there are benefits to hiring family, such as trust and loyalty, there are also potential problems that can arise.

Dr. Jonathan Pluid has had at least one family member as part of the team at his practice, Wellpoint Dental in Meridian, Idaho, since he opened it as a new build. Pluid’s sister is currently the office manager, and his wife, who also designed the practice, is the content manager and marketer. Below, we recap the six steps we deem necessary and crucial to run a successful family-involved practice.


1. Defined clear roles
One of the most important aspects of hiring family is ensuring that each person’s role is clearly defined. This helps prevent misunderstandings. Family members must be held to the same standards as other employees. Create a detailed job description that outlines the responsibilities and expectations. Make sure the family member understands and agrees to these terms before starting.


2. An objective hiring and evaluation process
It’s essential to maintain professionalism during the hiring process, even when family is involved. An objective process helps ensure that the family member really is the best fit for the role and practice. Use the same criteria you would apply to any candidate, because divisions can occur among staff members when family members are given unwarranted preference in the hiring process regardless of skill or fit into the practice.


3. Maintaining professional boundaries
Mixing personal and professional relationships can blur lines and lead to conflicts or favoritism, which can affect team morale and business outcomes. Establish clear boundaries between work and personal life. Ensure that professional decisions are based on business needs rather than family dynamics. If possible, personal and family time should be free of business conversations and discussions. Instead of talking about dental procedures or office problems when out of the office, talk about things that would be relevant outside of business.


4. Performance and accountability
Family members must be held accountable for their performance or lack thereof, just like any other employee. Failing to do so can create resentment among other staff. It’s imperative that family members receive the same consequences and expectations as other staff members of the practice. Hired family members must understand that their involvement in the practice is merit-based and their jobs can be lost if they don’t perform to expectations.


5. Legal and financial considerations
 Hiring family members such as a spouse or a child can have legal and financial implications, especially in areas like taxes, payroll and benefits. It’s important to comply with all relevant laws and regulations. Consult with legal and financial professionals to ensure that your hiring practices are compliant.


6. Documentation
Most importantly, document all agreements and transactions to protect both the business and the family member. “Handshake promises” always lead to misunderstandings or perceived unmet expectations. My family construction business was largely destroyed because many family members felt inclined and entitled to conversational promises that were never detailed in writing. Over time, details, numbers and promises are often misheard or misinterpreted. Agreements among family members or any staff members must include documentation to limit confusion and hard feelings, which ultimately lead to relationships being lost or destroyed.


Conclusion
Hiring family members can be an asset to your practice, offering trust, shared values and loyalty. However, it requires careful planning, clear communication and a commitment to professionalism to ensure that the arrangement benefits both the family and the business. And remember, no family relationship is worth destroying over business.
Author Bios
Dr. Jarron Tawzer Dr. Jarron Tawzer earned his undergraduate degree from Utah State University and graduated from Oregon Health and Science University School of Dentistry. He lives and practices in Logan, Utah, focusing on implants and cosmetic dentistry. Tawzer mentors at the Implant Pathway dental implant center in Phoenix, training dentists in complicated atraumatic extractions, bone grafting and dental implants.
Dr. Jonathan Pluid Dr. Jonathan Pluid graduated with honors from Oregon Health & Science University. He practices in Meridian, Idaho, with a focus on implant placement and restoration, sedation dentistry and third-molar removal. Pluid has a passion for continuing education and enjoys mentoring fellow dentists in all aspects of dental surgery and IV sedation.
Dentaltown Magazine
September 2025
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