In your situation, it is essential to understand that you cannot strictly prevent your employees from thinking about starting their own business. Entrepreneurial spirit is natural. However, you can make it less likely by creating an environment where they feel valued, have growth prospects, and believe they're part of something bigger than simply a job. Here are some strategies you might consider:
1. **Communication:** Talk to your employees about their goals and ambitions. Are they aiming for a managerial position, to learn new skills, or have more challenging jobs? Understanding their ambitions can help you provide paths for growth within your organization.
2. **Benefit Packages:** Allowances, health care, insurance, and other benefits are crucial. Small businesses or independent workers often have to manage these aspects by themselves, which would increase the pressure on your employee if they start a new business.
3. **Professional Development:** Offer opportunities for development such as training, seminars, or workshops relevant to their work. Such support makes employees feel valued and increases their loyalty to your company.
4. **Profit Sharing:** If your business model allows for it, a profit sharing scheme may also be a good idea. By giving employees a stake in the success of the company, they'll likely be less inclined to start their own business.
5. **Create a Positive Work Culture:** A positive and supportive culture can go a long way towards retaining staff. This usually includes elements such as teamwork, open communication, recognition of achievements, and a healthy work-life balance.
6. **Financial Transparency:** Give your technicians some insight into the company's finances. Let them see how much it costs to operate the business, pay salaries, insurance, marketing, equipment, taxes, etc. They might think twice knowing the financial obligations involved.
7. **Non-Compete Clauses:** Though it may seem harsh and isn't suitable for all businesses, in some circumstances, having your employees sign a non-compete clause for a reasonable period post-employment can be a good deterrent for them trying to set-up a similar business.
In response to your specifics about training your employees on job pricing, you can explain that pricing a job is more than just labor and materials cost. It includes all the overheads like marketing, operational costs, taxes, and more.
Remember, if you consistently show that you value your employees, they are less likely to crave independence or feel the need to start a business to gain what they're already receiving.
You could go on and on with examples.
