Screw You Guys, I’m Going Home

Things appeared hopeful for a while, as both homely houses handed down legislation, but legislators couldn’t acknowledge a compromise. So for the moment the residents of Massachusetts will have to endure being limited in their ability to leave their jobs. This isn’t a small inconvenience. The White House quotes that 18% of American employees are now covered by noncompete agreements, most of them low-wage workers.

Jimmy John’s has experienced two antitrust investigations of its sandwich machine noncompetes. Noncompete agreements are harmful to business, bad for innovation, and are bad for workers certainly. Employers may use noncompetes to suppress wages, force employees to stay in abusive jobs, and blackmail employees into feeling trapped in their jobs. So it’s a pity the Massachusetts legislature adjourned without a fix.

At least Massachusetts is wanting to help their residents, unlike my home condition of Florida, one of the most severe states in the nation for employees who wish to escape noncompete restrictions. Other claims have passed restrictions on noncompetes. Delaware and Colorado ban noncompetes for physicians. They are being fought by Some employees through unions. Hawaii banned noncompetes for technology New and workers Mexico banned them for health-care workers.

Some expresses ban “sign, or be terminated” agreements provided after employees start working. Others require pre-hire notice to potential employees that a noncompete will be needed. Some allow employees to claim that enforcing a noncompete contract may cause them undue hardship. An effort by Democratic members of Congress to ban them for low-wage workers has failed. Now the White House is investigating noncompete agreements and is seeking input from individuals who have been put through unreasonable limitations.

Bottom line is that it requires real citizens increasing holy hell with state and federal government legislators and regulators to get regulations changed. While there were efforts to improve or limit abusive noncompete agreements, nothing changes if you don’t speak out. Had the citizens of Massachusetts bombarded legislators with phone and emails calls asking for reform, this year’s efforts wouldn’t have stalled. So if you think employers must not be able to prevent employees from working for competitors, then call your state users and legislators of Congress and tell them so.

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That means that they can get absolutely no attention, and you will lose them eventually. That is OK for a few of them, who are worthless anyway. But you want to attempt to hang on to the others of your customers who, with just a little attention can be persuaded to go up to a more profitable RFM cell.

Your marketing should be made to encourage customers in a few cells to do just that. The second reason behind being careful in your use of RFM is because your best customers may end up suffering from “file fatigue” if you mail to them too often. You don’t want to degrade your welcome with a barrage of special offers to these good people. To put RFM into perspective, it is a valuable tool in your marketing arsenal. You should utilize it when you want a quick success – it shall always produce quick and profitable results.