It’s a hard one

As a business owner I don’t do minimum wage so I don’t have a low pay issue.

I do variable pay though on a shared success model. If I (the business) makes a profit and hits our 1 other KPI (5 star ratings) then 20% of profit goes into a bonus pot.

Its hard to say what that pot will be at any time so total comp is hard to work out.

My gut reaction is that I won’t get on with a rule stickler. I need them in very select roles but in general want to be agile and responsive. So anyone that quotes legislation at me is likely to be declined

Also my past experience as a line manager is close to 100% of people who will quote legislation at you become disruptive even when you have 95% retention and a workforce that’s high morale.

The majority of them feel that rules trump outcomes and will try to slow, trip or hinder you in getting there.

I’m not talking about dumping toxic waste in the sea either. Stuff like a project slips and we have to do weekend work. All of my teams are usually happy to take my word that we will sort the right comp out if it was unexpected. These kinds of people will down tools until they have something in writing signed by HR.

You want these kinds of people in legal, finance, safety or other very heavy process roles. You don’t wnat them anywhere near service or operations in my experience.