The following Private Client practice note Produced in partnership with Douglas Streatfeild-James and Caroline Hardwood of Burges Salmon and Nicholas Smith of the Family Business Consultancy provides comprehensive and up to date legal information covering:
With the typical average cost of replacing an employee exceeding £30,000, recruiting and retaining the right people with the right skill set is key to any company, but is especially important to a family business because recruitment can be harder than for their competitors. There are advantages to working for a family business: studies have shown increased levels of loyalty, job satisfaction, flexibility and job security. However, there can be disadvantages too, including lack of clarity, a perception of nepotism, confused delegation, cultural ambiguity and family politics. The challenge for any family business is to recruit senior managers with the right cultural fit and ensure they are incentivised to stay and build the business.
It is, therefore, vital for a family business to make sure that the recruitment and induction policies recognise the unique culture and complexity of the family business concerned. Square corporate manager pegs will not fit into round family business holes. It may well be that the most qualified candidate might not be as good a cultural fit as other candidates with less stellar CVs, but a strong track record in operating in a family firm environment.
It might also be appropriate to consider training for non-family managers in family business theory to help them understand the dynamics in which they are operating, which are likely to be very different from
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IntroductionA defendant may decide to make a submission of no case to answer after the claimant has indicated that it has closed its case and before the defendant calls any evidence. It is only done where the defendant is extremely confident that the claimant has not presented the court with
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