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What makes an employment contract beneficial to an employee?

Employee tenure has changed drastically over the past two decades. As an employer in Miami, Florida, you can expect to retain a worker in your company for about 4.5 years, according to the most recent data from the U.S. Bureau of Labor Statistics. In this environment, Harvard Business Review warns that you may have a hard time creating successful employment contracts. While from your perspective the goal of the contract is to prevent the loss of trade secrets or protect from lawsuits, your potential employee may feel that it is restricting or punitive.

Changing the structure of a contract to suit the needs of employees as well as the needs of your company can build trust and loyalty even while it acknowledges the likelihood that the employment may not be long term. Beginning with the assumption that employees will stay with your company for a term of three to five years, you may be able to develop employment cycles that are project or opportunity focused. If there is a need for a noncompete agreement based on the nature of the work, the time frame of a cycle may help you define a contract that feels fair to both you and your employee.

The personal career goals of employees often dictate the length of time they are willing to commit to a company. When you take the time to get to know these goals, you may be able to offer professional development to your workers so they can develop new skill sets that make them more valuable in the job market. When an employee is benefiting from the employment as much as you are, he or she is much less likely to leave the company before the terms of the contract are concluded or to violate the terms of a noncompete agreement.

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