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Speaker 1: Hi, I'm Britney Saunders and welcome to Big Business, the

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Speaker 1: place where business is far from boring. And today you've

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Speaker 1: landed on one of my bonus episodes. And speaking of bonus,

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Speaker 1: do I have a story to tell you. I did

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Speaker 1: something recently within Fate for the first time ever, and honestly,

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Speaker 1: I think it's one of my proudest moments in my

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Speaker 1: business journey, which by the way, is probably another whole

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Speaker 1: episode in itself, like all of my proudest achievements.

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Speaker 2: Don't you reckon, Xander, I feel.

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Speaker 1: Like we should do that, But this is definitely up

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Speaker 1: there with something that I was so proud to be

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Speaker 1: able to do and I kind of love that it

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Speaker 1: kind of had nothing to do with me and it

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Speaker 1: was for everyone else. And much like the title says,

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Speaker 1: I gave every single one of our employees at Fate

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Speaker 1: a bonus cash in hand.

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Speaker 2: Not cash in hand.

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Speaker 1: It went through the books, but a cash bonus. Obviously,

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Speaker 1: I just didn't slip them an envelope full of cash.

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Speaker 2: It went through the payroll.

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Speaker 1: But yeah, we did our first ever company wide bonus

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Speaker 1: and I just wanted to chat to you a little

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Speaker 1: bit about that.

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Speaker 2: So let's get into it.

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Speaker 1: So why did AJ and I make the decision to

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Speaker 1: give out a bonus and why do companies give out bonuses?

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Speaker 1: I actually don't know much about the corporate world or

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Speaker 1: bonuses in general. And I mean, the cool thing about

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Speaker 1: being a business owner is you can do whatever the

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Speaker 1: fuck you want. You can hand out bonuses whenever you want.

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Speaker 1: There's no rules on like when you should hand out

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Speaker 1: a bonus and who too. But the idea came about

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Speaker 1: between AJ and myself and I said let's give out bonuses.

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Speaker 1: And we had this conversation at home one night, and

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Speaker 1: I think traditionally don't take this as advice, but I

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Speaker 1: think traditionally, especially in the corporate world, the way bonuses

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Speaker 1: are handed out is based on performance.

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Speaker 2: That's what bonuses are, right.

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Speaker 1: Usually if people are in sales roles or if their

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Speaker 1: top of the company kind of thing like, that's how

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Speaker 1: bonuses work. The owners or the directors or whoever will

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Speaker 1: pick out all the top players and reward them by

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Speaker 1: giving them a bonus. And as you all know, I

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Speaker 1: don't do anything traditionally. I mean, I follow all the

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Speaker 1: rules in business. But when it came to this, my

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Speaker 1: first thought was, there is no way I am going

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Speaker 1: to pick out my top favorite employees and hand out

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Speaker 1: a bonus. I want this to be an extravaganza.

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Speaker 2: I want to.

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Speaker 1: Give every single one of my employees a bonus. I

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Speaker 1: don't care if they are a casual retail employee that's

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Speaker 1: working in our Melbourne store one shift a week, or

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Speaker 1: if they have worked full time for me for three

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Speaker 1: and a half years.

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Speaker 2: I don't care.

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Speaker 1: I want to give all of them something because to me,

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Speaker 1: that seems fair, and I really try in my business

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Speaker 1: journey to be as fair as I can. I know

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Speaker 1: how traditional business can be very hierarchy structured, and I

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Speaker 1: get you need people in positions to make businesses run.

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Speaker 1: But when it comes to something like this, I thought,

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Speaker 1: there's no way I'm just picking my top five employees

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Speaker 1: and going yep, user all getting a thousand dollars Because

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Speaker 1: what does that say about how I feel about everyone

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Speaker 1: else who plays an important role in fate. I've always

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Speaker 1: said it doesn't matter what role anyone does in fate.

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Speaker 1: We are all equally as important as one another, and

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Speaker 1: that's something that I really try to instill into our workplaces.

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Speaker 1: Everyone is equal, everyone is involved. All of our roles

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Speaker 1: are important. I'm talking over sixty employees got a bonus,

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Speaker 1: new employees that started a week ago, or people that

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Speaker 1: have been with us for years and years and years.

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Speaker 1: And the next thought that we had was how can

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Speaker 1: we do this? How can we make it fair? Because

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Speaker 1: I don't think bonuses are fair?

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Speaker 2: Well, what do you, oh, do you think Xander?

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Speaker 1: Like? When you think about it, bonuses they are fair

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Speaker 1: if you are rewarding people that are obviously helping your business,

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Speaker 1: But overall, like just picking five people and giving them

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Speaker 1: a bonus doesn't seem fair to everyone else who is

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Speaker 1: showing up every day and trying their hardest.

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Speaker 3: Well, I've never got a bonus, so I agree. I

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Speaker 3: think they're fucking stupid. No, But you know what, when

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Speaker 3: I think of bonuses, I always think that they're given

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Speaker 3: to people who are in higher appositions, who are a

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Speaker 3: little bit more privileged when it comes to finances just

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Speaker 3: in general, because they've been in the industry longer or

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Speaker 3: the job longer. And it does make people feel who

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Speaker 3: may be in lower positions in the hierarchy that they're

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Speaker 3: just not as valued or their work is as important.

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Speaker 1: Which I could never do that, Yeah, I could never

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Speaker 1: Like that was the first thing I said to AJ,

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Speaker 1: I'm not picking out the top five and rewarding them.

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Speaker 3: Yeah, And I think like, say, for example, if I

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Speaker 3: was just given a bonus randomly Nova, that'd be really nice.

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Speaker 3: It would it would really instill my faith within the business,

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Speaker 3: and I'd feel like I kind of really have I

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Speaker 3: feel like I belong here more, And it would make

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Speaker 3: me more invested in my work because I'm like, Okay,

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Speaker 3: they do appreciate me and they do see what I'm doing,

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Speaker 3: and so that's going to make me want to work

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Speaker 3: harder and want to give more of myself to the business.

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Speaker 1: Absolutely, you'd be like, oh, this is a scrumptious little bonus. Yeah,

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Speaker 1: I would What can I do with this cash? So

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Speaker 1: we had made the decision sixty something employees are getting bonuses?

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Speaker 1: How are we going to figure this out on a scale,

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Speaker 1: Like it's fair that everyone's getting a bonus. How are

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Speaker 1: we going to structure it? How are we going to

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Speaker 1: structure it? Is it based on their employment type? So

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Speaker 1: then we came up, we got a spreadsheet out and

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Speaker 1: we were like, all right, let's pay the full timers

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Speaker 1: this much, and then the part timers this much, and

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Speaker 1: then the casuals this much, And so we figured it

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Speaker 1: all out that way first and looked at the overall

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Speaker 1: numbers and we just worked it out based off like

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Speaker 1: a number that we were happy spending as a total

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Speaker 1: for the bonus. After we did that spreadsheet and looked

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Speaker 1: at it, I'm like, this still doesn't seem really fair,

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Speaker 1: because you know, we have some full timers that have

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Speaker 1: worked with us for three years.

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Speaker 2: And then we have some full timers that started two

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Speaker 2: weeks ago.

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Speaker 1: Well, then let's say we've got a full time that

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Speaker 1: started last week, but then we've got a casual it's

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Speaker 1: been with us for three years, Like that doesn't work

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Speaker 1: out either if the full timers were the ones getting

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Speaker 1: the most because they spend the most time at work.

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Speaker 1: Like it was a really back and forth thing for

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Speaker 1: AJ and I figuring out how the fuck do we

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Speaker 1: do this and actually make it fair and show everyone

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Speaker 1: that we care about them all equally and appreciate everything

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Speaker 1: they do for us equally.

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Speaker 2: So we wrote it that one way. We're like, how

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Speaker 2: do we work out this?

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Speaker 1: SHINDI Honestly, we did it that one way based on

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Speaker 1: employment type, and we were pretty set on that's how

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Speaker 1: we're going to do it full times, get this part times,

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Speaker 1: get that, casuals, get that. But after we thought about

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Speaker 1: it for a little bit and looked at it, I'm like,

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Speaker 1: that's not it. That's not the right way I want

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Speaker 1: to do these bonuses because people are going to go, well,

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Speaker 1: she's been here for you know, less than me, but

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Speaker 1: got more than me because she's full time and I'm casual. Like,

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Speaker 1: we didn't want to cause any of that in our workplace.

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Speaker 1: Is one of the biggest stresses that I had was

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Speaker 1: I know that employees talk, so if we're doing a

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Speaker 1: company wide bonus, they're all going to talk about what

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Speaker 1: one another got. So then the way that we ended

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Speaker 1: up doing it was based on time spent in the company,

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Speaker 1: And as soon as we had that light bulb moment,

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Speaker 1: it was like being perfect by us doing a bonus

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Speaker 1: this way. And what we did was we picked a

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Speaker 1: figure which represented one month.

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Speaker 2: In the company.

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Speaker 1: I'm not gonna say, I'm not going to tell you

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Speaker 1: all the details of how much it was, but we

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Speaker 1: picked a dollar amount that represented one month at fate.

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Speaker 1: So then the longer that you've been at the company,

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Speaker 1: the bigger that your bonus is gonna be. And then

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Speaker 1: we couldn't have anyone say well, this is unfair, because

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Speaker 1: it was one thing to reward staff for their hard

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Speaker 1: efforts and their hard work, and you know, the sales

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Speaker 1: that they might be generating and the customers that they

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Speaker 1: might be serving, and you know, it's one thing to

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Speaker 1: reward them for that. But another thing that I think

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Speaker 1: might be a little overlooked by business owners and entrepreneurs

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Speaker 1: and people that employ people is their loyalty to a company.

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Speaker 1: Someone spending years working for you is sometimes more than

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Speaker 1: their actual individual achievements because they have stayed loyal to

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Speaker 1: you for so long, and loyalty in an employee is everything.

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Speaker 3: I think people measure hard work differently as well, So

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Speaker 3: I could have an opinion that like, oh, this person

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Speaker 3: who's in the warehouse and oh my god, they work

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Speaker 3: so hard. But then say there's someone in an office.

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Speaker 3: They could be working equally as hard, but what that

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Speaker 3: job is, I may not consider that as a harder job.

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Speaker 1: Like people do measure hard work differently, And you're so right,

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Speaker 1: just because someone's lifting heavy boxes in our warehouse doesn't

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Speaker 1: mean that our admin assistant isn't working just as hard,

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Speaker 1: even though they're just typing on the screen kind of thing.

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Speaker 2: Is that what you're trying to say?

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Speaker 3: Yeah, So, like what people give is different and what

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Speaker 3: people consider hard work or dedication or commitment, it's different.

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Speaker 3: So you know, if you were rewarding people's say, I'm

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Speaker 3: not sure how you structure. Do you have more casuals

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Speaker 3: in your warehouse or would you have more casuals in

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Speaker 3: your stores in.

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Speaker 2: The stores in the source?

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Speaker 3: So like I would imagine that the casuals and the

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Speaker 3: stores are working hard to make that experience with customers incredible,

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Speaker 3: and that can be a very difficult thing because that's

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Speaker 3: a lot of energy, that's a lot of mental strength

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Speaker 3: that you're there trying to make people's day. But then

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Speaker 3: you've also got full times in your warehouse who are lifting,

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Speaker 3: who are packing, which is also hard work. So like

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Speaker 3: where is that balance?

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Speaker 2: And how.

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Speaker 1: I struggled with how do we reward based on that

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Speaker 1: kind of performance or their employment type? And that's why

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Speaker 1: as soon as we thought, let's do it just based

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Speaker 1: on how long they've been loyal to us, ding ding ding,

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Speaker 1: That's the way that we're doing this. So then we

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Speaker 1: come up with that figure, which represented every month, and

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Speaker 1: then we went through every single employee. We went through

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Speaker 1: our back end on zero, looked at how long they've

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Speaker 1: all been with us again, put it into a spreadsheet,

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Speaker 1: and that's how we calculated that bonus for everyone. And

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Speaker 1: then no one could go, oh, well she got more

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Speaker 1: than me. Well it's like, yes, you've been here for

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Speaker 1: three months, but she's been here for three years. I

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Speaker 1: see that as being fair. Even if that person that

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Speaker 1: has been with us for one month has done amazing things,

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Speaker 1: We're not rewarding them based on just what they've physically

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Speaker 1: done for us, but instead, I just I feel like

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Speaker 1: it was more fair to do it based on time

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Speaker 1: spent in the company. And let me tell you, a

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Speaker 1: lot of them hit the absolute jackpot. A lot of

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Speaker 1: them hit the absolute jackpot. And the only person that

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Speaker 1: we had told about it was our general manager M

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Speaker 1: I believe. And then what we also wanted to ensure

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Speaker 1: is once because AJ put it through as like a

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Speaker 1: separate payment kind of thing, so it was separate to

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Speaker 1: their pays. Just on a random day of the week,

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Speaker 1: we were sitting downstairs in the office with myself, AJ

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Speaker 1: and M our general manager. He put the payment through

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Speaker 1: and then we thought we want to announce it to

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Speaker 1: the company, because we didn't want all of our staff

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Speaker 1: all of a sudden to get a notification that they've

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Speaker 1: gotten this new bonus payment and have all of them

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Speaker 1: start chitter chattering about how much each other got without

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Speaker 1: any context, because you know, some of them got vastly

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Speaker 1: different bonuses because if they've been there for years or

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Speaker 1: six months. So then I sent out like a group

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Speaker 1: message to like our main HQ chat, and then in

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Speaker 1: our like we've got like a manager's chat for all

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Speaker 1: of our store managers kind of thing, and I wrote

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Speaker 1: up this really long text just explaining like, hey, everyone,

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Speaker 1: you will all see that you have all been given

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Speaker 1: a bonus payment. It'll either come through today or tomorrow

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Speaker 1: kind of thing. And it was just like a big

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Speaker 1: speel about like how grateful AJ and I are to

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Speaker 1: have them all working at Fate. And we told them

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Speaker 1: in the text how it was calculated.

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Speaker 2: We said, we.

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Speaker 1: Wanted to ensure that this bonus was as fair as

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Speaker 1: it could be, and it hasn't been paid based on

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Speaker 1: your individual performance in your role. Instead, this is being

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Speaker 1: calculated off your time spent in the company. And so

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Speaker 1: as soon as AJ hit pay, I hit send into

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Speaker 1: those group chats, to ensure it would get to the

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Speaker 1: right people so they could tell their teams, and the

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Speaker 1: girls upstairs or must have started to open their phones

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Speaker 1: at the same time, and it was just like that,

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Speaker 1: all of a sudden, there was like some squeals and

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Speaker 1: you know, it's excitement and Brook, one of the girls

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Speaker 1: in our office.

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Speaker 2: I'm gonna cry. I'm gonna cry, you know.

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Speaker 1: And it was just awesome to be able to do

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Speaker 1: that and to be able to give back to the

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Speaker 1: people that make Fate what it is today, because I

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Speaker 1: think a lot of business owners forget like you're fucking

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Speaker 1: I know, I say this all the time, but you're

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Speaker 1: nothing without your employees.

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Speaker 2: You're nothing without them.

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Speaker 1: People always say, how do you do all this, brit

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Speaker 1: I do this because of the people that I work with.

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Speaker 1: It's not me anymore. Sure, I'm a big contributor to

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Speaker 1: Fate as a business, but now where we are now,

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Speaker 1: I started this business for me selfishly, and now it's

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Speaker 1: no longer about me. Fate is no longer about me.

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Speaker 1: Sure you might see me in all videos and stuff,

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Speaker 1: but Fate is about everyone that works for us. I

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Speaker 1: do this every day for them because I want them

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Speaker 1: to succeed. I want to see them grow. I want

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Speaker 1: to see them enjoy their jobs, and fate is for

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Speaker 1: our community. I'm not making these clothes for me anymore. Look,

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Speaker 1: I do have a nice.

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Speaker 2: Wardrobe, but it's for me. It's for our staff.

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Speaker 1: They make the company what it is, and even on

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Speaker 1: the same level, our community makes what fate is. Like

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Speaker 1: it's all for them now, it's not about me anymore.

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Speaker 1: So yeah, it's just a really big milestone for me

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Speaker 1: to have ticked off as a business owner. To be

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Speaker 1: able to give over sixty people a bonus. What a

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Speaker 1: cool fucking thing to be able to do, right, What

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Speaker 1: a cool thing?

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Speaker 2: Will we make them frequent? I don't know. AJ was like,

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Speaker 2: oh shit, that's a big one.

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Speaker 1: Like he's like, what are we going to do if

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Speaker 1: we have two hundred employees one day? But yeah, I'm

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Speaker 1: always trying to show our employees that we value them

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Speaker 1: because we truly do and we couldn't do it without them.

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Speaker 1: So I was just so excited to be able to

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Speaker 1: do this bonus and announce it to the company and

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Speaker 1: see everyone's excitement and have everyone reach out to me individually,

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Speaker 1: Like I even had people that work in our chirm

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Speaker 1: side store in Queensland messaging me being like Brittany, thank

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Speaker 1: you so much, you know, because you know, one of

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Speaker 1: them said I would never expect to get a bonus

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Speaker 1: like I just work a couple of shifts a.

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Speaker 2: Week kind of thing.

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Speaker 1: I'm so happy to be able to have done something

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Speaker 1: like that, And thank you all so much to any

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Speaker 1: of you that support Fate in any way, whether you

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Speaker 1: have shopped with us once before, if you shop with

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Speaker 1: us every week, if you've been into any of our stores,

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Speaker 1: it's because of our community that I'm actually able to

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Speaker 1: do things like this for our internal community. And yeah,

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Speaker 1: I couldn't do it without anyone, So thank you all

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Speaker 1: so much for listening to today's bonus episode of Big Business,

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Speaker 1: and I'll be back next Monday with my main show