It's all to do with people - choose your employees wisely

Turning to employees - you must travel the minefield of labour law. Frankly I have found that outside of core employees such as receptionists and bookkeepers, it is best to remain a one man band and work through associates - only paying them when you use their services.

However, size and performance may have resulted in you having to take on more staff. If this is the case, the following points are relevant:

• Ensure that their working conditions are legally sound, especially dismissal terms and that they are motivated.
• Don't be afraid to get advice from Human Rights experts - it is worth it.
• Recruitment is a process, which must be carefully pursued. It is estimated that 60% of CVs are false, some of a serious nature. They must be read and checked out carefully. Overseas qualifications in particular must be checked very carefully.
• Background checks must be thoroughly done. References must be double-checked. It is difficult to give a bad reference - because a defamation suit could follow.
• Credit clearances should be carried out and a police clearance sought, with the applicant's consent. If he/she refuses??
• His/her letter of appointment/employment contract must include the duties of the employee, remuneration terms (especially perks) the duration and notice terms, confidentiality and restraints of trade (where applicable).
• Financial rewards assist, but good management and sound relationships and communication are vital.
• Motivation, recognition, responsibility and advancement cannot be overlooked.
• Be firm but fair.

I was once asked what I would consider to be questionable activities one should look for from employees. My answer was:

• Coming late and going home early
• Using the business telephone for private business
• Pilfering / Theft
• Fraud
• Moonlighting
• Taking extensive sick leave
• Bad faith
• Lack of loyalty
• Overfamilier actions - sexual harassment being a major concern

In the real world people must be understood - think before you act.