A SME
It's much more than a business.
A story.
A commitment spanning over decades.
Teams that have grown with the company.
Loyal customers.
A reputation built with patience.
So naturally, a question arises one day:
What will become of the company after I'm gone ?
And very often, an idea emerges.
Pass it on to the family.
THE REALITY
An obvious point, rarely simple
This process raises important questions. And that's normal.
Is the buyer ready?
Skills, experience, legitimacy with the teams
Does he really want to come back?
Un choix libre, pas une obligation familiale
How can we treat other children fairly?
Heritage and relational aspects
How to finance the transfer?
Valuation, taxation, structuring
How to withdraw gradually?
Without weakening the company or the teams
These questions deserve time to be asked properly.
A poorly planned family succession can weaken the company, the teams, and family relationships. When well-planned, it becomes a foundational act.
Point of vigilance
The biggest risk is waiting too long.
Most family successions do not fail because of the family. They fail because the reflection begins too late.
–25%
of average valuation because it was rushed
3-5 years
ideal preparation time for a transmission
1 out of 2
Executives are leaving due to a lack of visibility.
When transmission is rushed
🎯 The buyer is not sufficiently prepared
📋 Tax and asset structuring is imposed
⚖️ Governance is unclear
💔 Family tensions appear
When it is well prepared
Succession planning becomes a tremendous opportunity for the company, the teams, and the family.
Operational continuity ensured
Vision and governance clarified
Creating long-term value
Peace of mind for the seller and the family
METHODOLOGY
A successful handover is being prepared
Family transmission is a gradual process. It is built in several key stages.
01
Strategic thinking
Analyze the future of the company and the different possible scenarios
02
Preparation of the successor
Supporting the skills and legitimacy development of the new generation
03
Legal structure
Organize the asset, tax and legal aspects in an optimal manner
04
Future Governance
Clearly define roles, responsibilities, and decision-making processes
05
Handover
A gradual and controlled transition, in line with the company's pace.
When properly prepared, the transfer of ownership helps to preserve the company, the teams, and the history built by the leader.
OUR SUPPORT & INVESTMENT
The role of PurpleShares
We do not intervene to replace the family. We support a transformation , not a transaction.
No calendar pressure
Absolute confidentiality
Long-term vision
Human approach
Transmission project
Timeline, key milestones, realistic roadmap.
Increased responsibility
Gradual decision-making and buyer legitimacy
Gouvernance
Protective framework for the business and the family.
Financement
Fair valuation, gradual buyback, optimization.
Family balance
Fairness among heirs, separation of roles.
Want to learn more about PurpleShares?
Explore our blog to learn more about us and SME acquisition.
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