Hi Mel,

> Let me be VERY brutal here: Unless Top
> Businessman is making a ton of mistakes and
> employee morale is the pits, the chances of
> a New Guy taking over the niche is small. It
> can be done with a large enough organization
> and enough money -- but newcomers don't have
> the contacts or name recognition and may not
> have the staying power to do it. Building
> THE #1 business in a niche is NOT something
> done in one year or two. It takes up to 5
> years... or longer.

Fascinating point above from a business competition perspective. I agree that unless there were some SEVERELY dissatisfied customers, competition would have a difficult time competing
in a niche. (In my post I really should have focused on the employee angle a bit more i.e. why they are not able to do what the business owner that employs them does.)

> Me? I'd hire the people that employers often
> overlook -- the older worker. Offer a good
> compensation plan and insurance. Too many
> people look at age and not experience and
> dedication.

Oh say it again Mel! Older workers are invaluable. Their knowledge and experience can be a measurable asset to a company. However unless they're coming back as consultants, companies will focus on the youngsters.

It's too bad that Intellectual Capital cannot be measured on a balance sheet.

> Not sure what you mean here. In the US,
> unless you're doing "work for
> hire" jobs (like lawn work or a friend
> doing secretarial work for you), a letter of
> agreement/hiring contract protects both the
> employer and employee. Even a bill of sale
> for services (such as tree trimming) spells
> out the services received for the payment.

> What, exactly, do YOU mean by that?

Yes I must admit my 3rd point was very ambiguous.
I live in Toronto Canada, so I'm aware of the legalities involved in hiring employees or retaining contractors.

What I was trying to get at was that even without signing contracts majority of employees would have a hard time starting up a company to compete with you by themselves. Due to the specialized nature of their training and current job.

It's always prudent however to cover your "ASS..ETS" with the contract though.

You never know where the next Bill Gates lies.

Thanks Mel

Duane