It's tough to fire an entitlement-minded son, demote a highly paid golden child, or cut hours due to lack of money or work.

Many problems can be prevented if we understand a fundamental principle: A job on the family farm isn't a birthright!

Stack the odds of a successful work relationship in your favor by asking these six critical questions.

1. What benefits and anticipated results do you bring?
Work anywhere, including at a family business, is conditional. Employment depends on the value of your current and potential contributions. Do you bring energy, marketing skills, labor, livestock expertise, nutrition knowledge, technology, or mechanical skills? Your written resumé needs a values statement, experience, qualifications, and work references.

2. Does the business need you?
You've identified your skills and competencies, but does the business need what you offer? The business, as it exists today, needs to look at reality and then project the future. What are the business goals? Is it going to expand, add value, cut expenses, increase income, fill a position, or add an enterprise? A worthy job applicant requires a worthy job.

3. What's your price tag?
Beyond a paycheck, what about health disability, and life insurance, cell phones, and even a retirement plan later? Of course the farm should furnish a pickup and fuel and housing and utilities. Ca-ching. Ca-ching. Will your value equal your compensation and match cash flow?

4. Have you worked elsewhere?
This means you've had a boss who isn't family. It is a continuous job for at least two or three years where your check depends on your character, competence, and skills. This experience offers long-term value for you and the business.

5. Are you still living at home?

6. Does Mom do your laundry?
If you want to be hired as an adult with the potential for earned management, leadership, and ownership, you need to grow up by breaking away. Paying your own bills, living within your earned means, developing life skills, and being responsible for your personal needs and wants actually fosters your opportunity to succeed in a family business.

Consider establishing a probationary agreement for 12 months. If during this time either party feels it isn't a good fit, the job ends with three weeks' written notice -- no hard feelings. You still will be family, but you won't work together.

Jolene Brown is a professional speaker and family business consultant. Order her CD, "The Top Ten Stupid Things Families Do To Break Up Their Business," at www.JoleneBrown.com or call 319/643-2429.

It's tough to fire an entitlement-minded son, demote a highly paid golden child, or cut hours due to lack of money or work.