For many employers, the choice to hire an employee or an independent contractor had become one of convenience. It’s cheaper and easier to hire independent contractors. They don’t get medical or other employee benefits; they don’t get overtime and aren’t subject to minimum wage restrictions; the employer doesn’t withhold taxes, provide worker’s compensation or contribute to unemployment compensation and they help moderate the impact of peaks in work-flow.

Poisoning an employee? What does that mean? I’ve never hurt anyone anytime in my life! Deliberately yes – likely what you think is the case may not be true! Why? Because poisoning an employee means you’ve removed one or more employee’s sense of empowerment and ability to positively impact the efficiencies/effectiveness of what they do for the company!

What is the typical result of “POISONING AN EMPLOYEE”? Two possible results – there may be many more: 1) they quit and you’re left in the cold having to replace them quickly as their loyalty to the company is no longer there or 2) worse yet – they stay with the company but they’re there only physically – they no longer care and do “just enough work” with less energy and drive than they had before you poisoned them.

At one point or another in any business owner’s career, the question arises as to whether or not the business should (or can) be sold. Typically this question is combined with three others:

1. What is the business worth?
2. And if the value isn’t where I expected (or needed) it to be, what can I do about it?
3. Finally, the BIG QUESTION: Is now the right time to sell?

Question 1 – The first question can be answered relatively easily. All that is needed is to bring in a business appraiser like SPIA and have them evaluate your business. The appraisal will show you the range of value that your business is worth in today’s economy. Certainly that is good to know, as it tells you where you are.