The creative world has more than its fair share of female business owners and managers than most other sectors. Passion and emotion are oft quoted as key ingredients for creativity so do you think that creative businesses run by women are more successful than male dominated companies?

I am always a little sceptical of research sponsored by interested parties. Putting that to one side, if the research is right, this could have interesting implications for new business development in your creative business. 

What do you think, could you capitalise on this or are your clients reducing their spend?

Self employed freelancers can be a tax problem waiting to happen. If the tax man decides they should have been treated as employees, he will ask you for the PAYE and NI you ought to have deducted from their wages plus employers NI. The tax man can go back 6 years. Once the tax man follows this line it is up to you to prove he is wrong.

The classic solution is to tell your freelancers that you will only work with them if they work for you via a limited company. However IR35 rules can bite where a freelancer provides services under a contract between you and an intermediary (the limited company) where but for the existence of this entity they would have been an employee.

Documentation which does not include phrases that give the impression they the freelancer is under your control and does not give certainty of continued work, allows the freelancer to substitute an alternative person and does not give the freelancer any rights such as holiday pay, sick pay, minimum working hours or set hours, pension etc is essential.

You should make sure that the facts stack up too – for example the freelancer should not be included on internal staff lists, phone lists or attend staff entertainments (other than as a separately invited guest). If the freelancer is working as part of a team record that this is so staff can learn from their expertise.

Tax is a complicated area and each case is different so you should speak to your professional tax advisor and not rely on the above information.

The best people chose where to work and who to work with as either colleagues, suppliers or clients.

Creating a trust culture in your business will not only improve your and your staff’s job satisfaction and motivation. A healthy trust culture will also improve client, supplier and staff loyalty.

How do you foster a trust culture in your business?

Leadership – Set the tone, people pick up on the leader’s values. If the leader is not trusted then you can’t create a trust culture.

Values – Ensure that integrity and honesty are high on your list of values.

Commitment – People need to be rowing in the same direction and in tune with each other. Force and pressure are not as effective in driving good performance as freely given commitment to shared goals.

Learning - Using mistakes as learning opportunities rather than as fuel for a blame culture. A blame cultures reduces (good) risk taking and leads to concealment of errors.

Fun – High performing companies are enjoyable places to be at.

Openness – Sharing information and good communications reduces misunderstandings and concealment.

Does your company have a trust culture? Do you think it matters?