Growing a small business is already challenging. Employee growth & navigating family business roles—and doing it without burning out, breaking relationships, or forcing family members into roles they never asked for—is a whole different level of leadership.
In this episode of Small Business Celebration, we sat down with Alan Kennedy, owner of Quality Team Home Care, and His son Michael Kennedy, to uncover the lessons he’s learned building a thriving home care equipment business since 2006. His experience offers a roadmap for business owners who want to scale sustainably while protecting their people, their culture, and their family.
From Teacher Track to Healthcare Entrepreneur
Alan didn’t grow up dreaming about owning a home care business. In fact, he studied to become a teacher. But after graduating, a local medical supply company gave him his start—and fast-tracked him into management. He discovered something unexpected
He loved helping people more than anything else.
That passion eventually led him to open Quality Team Home Care—a company providing mobility equipment, lift chairs, hospital beds, oxygen concentrators, and everything else families need to care for loved ones at home.
But running a business wasn’t the surprise. Running a growing team was.
PART 1: Strategies for Employee Growth (Especially When You’re Scaling Fast)
Before going into retail, Alan grew his team from 2 to 15 employees in only a few years—and he admits: it nearly drowned him.
Here are the biggest lessons he learned (so you don’t have to learn them the hard way).
1. Don’t Wait Too Long to Bring in HR Support
When regulations from Medicare, insurance reviews, and inspections piled up, Alan realized something:
“Looking back, I should’ve hired an HR manager—or at least outsourced one.”
The paperwork, compliance, and employee oversight became overwhelming. A common mistake small businesses make? Believing they can “just handle it” until it’s too late.
If you’re growing:
- Outsource HR early.
- Hire compliance help before you’re in crisis.
- Don’t let regulations steal time from actual revenue-producing work.
2. Grow With Cash, Not Stress
Alan made a bold decision:
“I grew using only cash. No loans.”
This allowed him to scale intentionally—not reactively. His rule for hiring?
“Push until we can’t function without another person… then hire.”
This protects:
- cashflow
- stability
- long-term sustainability
It also means you won’t have to fire someone because you hired too early.
3. Accept That Growth Is Messy
Rapid scaling leads to:
- logistical challenges
- overwhelmed employees
- leadership gaps
- processes that break
Alan admits his growth years were “rough,” but he learned the foundational truth: You don’t need perfection to grow—just consistent adaptation.
And nothing builds employee loyalty like a leader willing to work with them through the chaos.
PART 2: Navigating Family Business Roles Without Pressure
One of the most relatable—and emotionally loaded—topics Alan talked about is the idea that children should automatically take over the family business.
Alan rejects that entirely.
1. Tell Your Kids Out Loud: They Are Not Obligated
When his son showed interest in the business after leaving school administration, Alan sat him down and said:
“I don’t want my dream to become your nightmare.”
That one statement can save:
- resentment
- guilt
- future conflict
- broken relationships
You can invite your family into your business. You should never pull them into it.
2. Success Comes from Freedom, Not Pressure
When Alan opened the retail side of the business, he told his son:
“Only do this if it makes you happy.”
The result? His son not only joined—he transformed the entire retail operation into a thriving, modernized, successful branch.
Alan says:
“The success here is totally because of my son.”
Removing pressure actually created room for innovation.
3. Have the Hard Conversations More Than Once
Alan repeated his message to his son several times:
“You don’t owe me this.”
The second (or fifth) time is often when the truth sinks in. Families need repeated reassurance, not one-off permission.
4. Keep Roles Clear… and Respect the Differences
Alan handles medical equipment. His son runs retail. They collaborate—but they don’t compete.
This protects both the business and the relationship.
PART 3: Keep Learning—Because Growth Never Stops
Alan is a believer in continuous education, attending national industry conferences to stay current on:
- new equipment
- compliance regulations
- vendor updates
- changing patient needs
The takeaway? Your team can only grow if you grow first.
PART 4: Encouragement for Business Owners Struggling Right Now
Alan’s advice is calm, grounded, and deeply experienced:
“All businesses go up and down. Don’t panic. Look to the future. Keep your good employees close.”
Down seasons don’t last. But the people who help you get through them? Those are the ones you want long-term.
Final Thoughts
Alan’s story shows what’s possible when you build a business based on:
- sustainable employee growth
- clear leadership boundaries
- intentional family communication
- continuous learning
- pressure-free participation
Whether you’re scaling your working towards employee growth or navigating family business roles, his message is simple:
Grow your people—not your pressure.
Lead with clarity—not expectation.
And your business will grow with you.
Check Small Business Celebration out on YouTube, Facebook, Instagram, or LinkedIn
Reach out to our guest’s website: Quality Team Home Care