The issue of the non-compete ban has garnered attention in the United States. Particularly, the pushback is regarding the impact a non-compete ban will have on employees’ mobility and ability to seek employment at their top competitors freely.
Non-compete agreements (NCAs) typically restrict employees from working for a competitor or starting a competing business for a certain period of time after leaving their current employer.
Essentially, employers fear that if the FTC ban non-competes, it will result in employees leaving with trade secrets and client information and companies losing their intellectual property.
So, naturally, companies need to prepare for the possibility of the FTC non-compete ban and evolve their innovation strategy.
Balancing Innovation and (a lack of) Non-Compete Agreement
Scholars argue that NCAs stifle innovation, limit job opportunities, and hinder career advancement for workers, especially in industries where specialized skills are in demand.
And, critics contend that non-compete agreements disproportionately affect low-wage workers who may not have the bargaining power to negotiate their terms.
It’s in response to these concerts that there have been efforts at both the state and federal levels to regulate or restrict the use of non-compete agreements.
So, if you are looking to capture ideas and inventions from employees and secure intellectual property, at the same time, you need a fresh perspective.
You must start balancing fair treatment and innovation opportunities for your employees alongside protecting the company’s interests.
#1 Switch to Intrapreneurship and Nurture Passion, Engagement, and Loyalty
Contrary to popular belief, the ban on non-competes would not only serve employee interest but also open a whole new innovation realm for the companies. Granted, if the companies know how to do it.
We have tried and tasted the benefits of intrapreneurship to say strongly that by enabling individuals to take on their innovation projects, practice autonomy over their work, and share in the benefits, companies can create an infallible innovation culture.
Non-competes are famously criticized for preventing talented individuals from pursuing new ventures and bringing fresh ideas to the market. The main reason is that individuals hesitate to share novel ideas for fear of losing their rights or facing legal consequences.
But if companies encourage open innovation and intrapreneurship, they see a completely different side of employee engagement.
And engaged and loyal employees are less likely to leave their jobs and compete against their employers. Employers must promote a supportive and inclusive workplace culture, recognizing and rewarding employee contributions and providing opportunities for professional growth and advancement.
#2 Educate your employees on invention disclosures
In the context of intellectual property (IP) rights, invention disclosure plays a crucial role.
When an employee creates an invention or innovation while working for a company, there may be questions about who owns the intellectual property rights to that invention.
In many cases, employment contracts or company policies outline that any inventions created within the scope of employment belong to the employer.
However, by submitting an invention disclosure to their employer, employees are formally notifying the company of their invention and initiating the process of determining ownership and potential patent protection.
This documentation can help clarify the inventorship and ownership of the invention, making sure that the interests of both employees and employers are protected.
In the context of non-compete clauses, invention disclosure may also serve as evidence of the employee’s contributions to the company’s innovation efforts.
This documentation could potentially be used to negotiate terms of a non-compete agreement or to demonstrate that the employee’s future work at another company does not involve the unauthorized use of proprietary information or trade secrets.
It helps ensure clarity and transparency regarding ownership rights, facilitates the patenting process, and can support compliance with contractual obligations such as non-compete agreements.
Related Read: How to get more invention disclosures from employees and build a healthy innovation portfolio?
#3 Invest in Training and Development
With non-compete clauses in place, companies feel confident in organizing good training and skill development boot camps for their workforce.
But instead of being threatened and wary about worker’s mobility, leaders and top management must focus on innovation investments.
Investing in employee training and development not only enhances employees’ skills and capabilities but also increases their loyalty and commitment to the company.
Employees who feel valued and supported are more likely to remain with the company and contribute to its success.
The best part is the more they learn, the more they can contribute to the company’s innovation efforts and solve company challenges.
You can get a completely free employee engagement guide with interactive worksheets here: Download Now!
#4 Offer Generous Severance Packages
This is another hot topic in the ongoing debate of whether or not the NCA ban should prevail. Companies feel it’s unfair for them to offer monetary advantages and compensation to former employees.
However, in the absence of non-compete agreements, companies must consider offering generous severance packages to departing employees. It will incentivize them to leave on amicable terms and mitigate the risk of potential legal disputes.
Generous severance packages can also provide financial security to employees during their transition to a new job.
This can also enhance the company’s reputation as an employer of choice and a responsible corporate citizen, attracting top talent and fostering positive relationships with stakeholders, including current and former employees, customers, investors, and the community at large.
In Conclusion
Overall, banning non-compete agreements can have positive implications for innovation, entrepreneurship, job mobility, and economic equality.
However, it’s essential to consider the potential impact on businesses and industries and implement appropriate measures to protect legitimate business interests, such as safeguarding trade secrets and proprietary information through other means, such as invention disclosures and confidentiality agreements.
