WEBVTT - Do AJ & I Get Into Arguments About Work?

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<v Speaker 1>Hi, I'm Britney Saunders and welcome to Big Business, the

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<v Speaker 1>place where business is far from boring. And today I'm

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<v Speaker 1>recording on a wobbicle land. For today's episode, I'm going

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<v Speaker 1>to answer some questions. I popped up a little question box.

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<v Speaker 1>I love doing these every now and then. Number one

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<v Speaker 1>because I love answering the questions that people actually want

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<v Speaker 1>me to answer. Like, I have a lot that I

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<v Speaker 1>want to say on this podcast, but I also want

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<v Speaker 1>to give the listeners of this pod you like the

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<v Speaker 1>info that you want to know. So I'm just going

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<v Speaker 1>to jump straight into it and read out some questions

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<v Speaker 1>because there's some bloody good ones in here. I'm going

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<v Speaker 1>to start with one. Oh where did I see it? Here?

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<v Speaker 1>It is okay? So this question is how do you

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<v Speaker 1>deal with disgruntled team etc. Not getting or example, not

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<v Speaker 1>getting enough shifts in store? This is a tricky one

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<v Speaker 1>and this is something that I mean, I feel like

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<v Speaker 1>I always say this. I never thought about this before

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<v Speaker 1>I started a business, but I quite literally didn't when

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<v Speaker 1>I first opened my Fate store in Newcastle. That was

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<v Speaker 1>our first door. I opened it in twenty nineteen, just

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<v Speaker 1>before COVID hit and I didn't know how to do anything.

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<v Speaker 1>I quite literally didn't know that I should have like

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<v Speaker 1>an open checklist and a closed checklist and a cleaning checklist.

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<v Speaker 1>Like it was. It was so casual. And when we

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<v Speaker 1>first opened our Fate store in twenty nineteen, I was

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<v Speaker 1>the one mainly working in the store, Like I was

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<v Speaker 1>packing the orders and then working in the store, and

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<v Speaker 1>we were open with really limited hours. Anyway, I don't

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<v Speaker 1>think we even had like an app that did our rosters.

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<v Speaker 1>I think I just made it up in like a

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<v Speaker 1>little table and screenshot it, screenshot it and texted to everyone.

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<v Speaker 1>Like it was so casual. And I honestly had like

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<v Speaker 1>two people working in the store with me, and they

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<v Speaker 1>were kind of like also working in the office and

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<v Speaker 1>the warehouse because we were so small that everyone's jobs

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<v Speaker 1>were like kind of all around our vibes. And it

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<v Speaker 1>wasn't until a little later down the track, maybe like

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<v Speaker 1>after the lockdown and COVID. I don't rem exactly all

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<v Speaker 1>those years honestly blur together, But it wasn't until like

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<v Speaker 1>laid down the track that I actually got some systems

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<v Speaker 1>in place, Like we got a rostering app, and you know,

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<v Speaker 1>we had staff contracts made up because when I started FAIT,

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<v Speaker 1>I didn't know that you had to have fucking all

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<v Speaker 1>these specific contracts for people and like proper procedures. You know.

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<v Speaker 1>I was absolutely clueless and absolutely winging it, and I

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<v Speaker 1>was so hands on. I was like, fuck it, I'm

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<v Speaker 1>going to work in the store and you just come

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<v Speaker 1>in at this time and come and help me serve

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<v Speaker 1>the customers. Back to the question, like, how do you

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<v Speaker 1>deal with disgruntled teams and people not being happy with

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<v Speaker 1>the amount of shifts they get. This is a problem

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<v Speaker 1>that every single retail store business is gonna deal with,

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<v Speaker 1>like people never being one hundred percent happy, And I've

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<v Speaker 1>dealt with countless of times over the years, people winging

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<v Speaker 1>behind my back about their shifts. I'm sure it happens

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<v Speaker 1>in my company to this day. That our company's kind

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<v Speaker 1>of so broad now that there's a lot of people

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<v Speaker 1>in between myself and the store team members that I

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<v Speaker 1>don't really hear about this kind of stuff anymore unless

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<v Speaker 1>they absolutely need me to. But just thinking back to

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<v Speaker 1>when Fate was new, I definitely, you know, would have

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<v Speaker 1>people come to me and be like she said, blah

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<v Speaker 1>blah blah, and I'd be like, fuck's sake, Like, people

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<v Speaker 1>complaining about shifts is just a part of retail. Whether

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<v Speaker 1>it's too many or in other times not enough shifts,

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<v Speaker 1>it's completely normal. And I think the way to deal

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<v Speaker 1>with this, it all goes back to communication. Having clear

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<v Speaker 1>communication is like the number one most important thing in

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<v Speaker 1>a business where you're employing people. Like, there's so many

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<v Speaker 1>important things when it comes to running a store or business,

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<v Speaker 1>but having clear communication is absolutely everything. So let's say

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<v Speaker 1>it needs to start and like the communication needs to

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<v Speaker 1>start in the interviewing process or even in the advertising process.

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<v Speaker 1>So if you're hiring for whatever position it is, to

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<v Speaker 1>clearly communicate in that job ad. This is a casual position,

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<v Speaker 1>you know, if you're going to do some guaranteed hours,

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<v Speaker 1>guaranteed ten to fifteen hours a week. It's just making

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<v Speaker 1>that so clear from the get go so that people

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<v Speaker 1>don't get like overly high expectations kind of thing and

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<v Speaker 1>then they're later let down if their shifts are lowering

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<v Speaker 1>or whatever. So that would definitely be my advice. Have

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<v Speaker 1>it clearly written in your job ads what the hours are,

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<v Speaker 1>and then secondly in the interview process, make it verbally

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<v Speaker 1>clear are you okay with this being two to three

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<v Speaker 1>shifts a week and having that person say yes, I'm

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<v Speaker 1>okay with that, and then you can communicate to them.

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<v Speaker 1>You know, if you go into a busy period, there

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<v Speaker 1>may be more opportunities for other shifts that are going

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<v Speaker 1>to come up, but then it might you know, drop

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<v Speaker 1>down again, but you are definitely going to be getting

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<v Speaker 1>two to three shifts a week. I think just setting

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<v Speaker 1>those expectations from the get go is going to you know,

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<v Speaker 1>make everyone be the same page and not over promising

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<v Speaker 1>and under delivering. I think it's just really important to

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<v Speaker 1>lay everything out on the table, have your staff know

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<v Speaker 1>what shifts they're going to get. And again, like I

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<v Speaker 1>don't know what kind of business you're asking from, but

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<v Speaker 1>with us, like especially with our store casuals, we're just

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<v Speaker 1>really clear in the onboarding process. They know what kind

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<v Speaker 1>of shifts they're going to get. They know that they

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<v Speaker 1>might get called up for some extra shifts if we

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<v Speaker 1>go into like a busy Christmas period or whatever, and

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<v Speaker 1>have it written in their employee contracts as well. Employee contracts.

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<v Speaker 1>I've always had employee contracts, but at the very beginning,

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<v Speaker 1>I had like one type of contract that every staff

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<v Speaker 1>member had and over the years, we've then like catered

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<v Speaker 1>that differently to eat or tailored that to each person

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<v Speaker 1>dependent on their role, and it's become a lot more detailed,

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<v Speaker 1>but just clearly outlining in their contracts, you know what

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<v Speaker 1>their job title is, how many hours they're going to

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<v Speaker 1>be getting. If you've told them a certain amount of

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<v Speaker 1>hours and just having everything in writing, that would be

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<v Speaker 1>my And if you are dealing with someone who is

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<v Speaker 1>talking negatively, I remember I dealt with something like this

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<v Speaker 1>years and years and years ago. Like I'm going to say,

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<v Speaker 1>in like twenty twenty, someone like talking really badly and

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<v Speaker 1>negatively about me to actually to one of my friends,

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<v Speaker 1>like it was so messy, and then my friend came

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<v Speaker 1>to me and said, Hey, I just want to let

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<v Speaker 1>you know, like this person that works in your store

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<v Speaker 1>has been saying this and it all had to do

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<v Speaker 1>with like shifts, and I'm like, bloody hell with a

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<v Speaker 1>whole debarcle. But if you are having any anything like

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<v Speaker 1>that happening, sit down and have her open and honest conversation.

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<v Speaker 1>It all just comes back to communication. If you have

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<v Speaker 1>heard so and so said blah blah blah and they're

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<v Speaker 1>cranky about this, like I just skip. I'm sorry. If

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<v Speaker 1>you can hear my dog just shaking in the background.

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<v Speaker 1>If you have heard someone said about she said whatever,

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<v Speaker 1>it is booking of time to sit down with that

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<v Speaker 1>staff or team member and just say, hey, like, I

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<v Speaker 1>just wanted to bring this up with you. I just

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<v Speaker 1>wanted to check in. I've heard you know, so Xyz.

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<v Speaker 1>You don't have to say who said it, because I

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<v Speaker 1>know that staff obviously and understandably get really funny about

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<v Speaker 1>when they come to tell you something, but then they're like,

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<v Speaker 1>but don't say like, you can't repeat this kind of thing.

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<v Speaker 1>It's always really awkward. But you know, you don't have

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<v Speaker 1>to mention any names, but just say, hey, like, I

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<v Speaker 1>heard this and I just wanted to sit down and

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<v Speaker 1>talk about your shifts kind of thing and just lay

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<v Speaker 1>it all out on the table again. It all just

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<v Speaker 1>comes back to having that really clear communication. The next

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<v Speaker 1>question is do you have any advice for employees taking

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<v Speaker 1>leave to manage pre and post holiday stress. This is

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<v Speaker 1>a good one because at the time that I'm recording this,

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<v Speaker 1>we're in our last week of work. I think I've

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<v Speaker 1>already spoken about this in another episode. I don't know.

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<v Speaker 1>I've been recording so many our staff take two weeks off,

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<v Speaker 1>like a majority of like our full time office and

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<v Speaker 1>warehouse stuff, So there's like two weeks every year where

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<v Speaker 1>no one's around at the office and warehouse, and I

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<v Speaker 1>think we have got it pretty downpat over the last

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<v Speaker 1>few year. I guess it's hard for me to give

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<v Speaker 1>advice on this because it depends like what kind of

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<v Speaker 1>business you're working for, like if you're working for a

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<v Speaker 1>massive corporation or a smaller one. And I guess where

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<v Speaker 1>a lot of my staff can probably find comfort in

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<v Speaker 1>knowing is that AJ and I are never not available

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<v Speaker 1>to do stuff, So even when everyone's off, they know that,

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<v Speaker 1>like if something needs to be done, AJ and I

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<v Speaker 1>will do it. And we have things that need to

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<v Speaker 1>be done during the two week period, whether it's like

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<v Speaker 1>social media stuff, posting stories, all that kind of stuff,

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<v Speaker 1>like I'll be doing that customer service emails. I'll be

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<v Speaker 1>jumping on those and making sure that we're applying to

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<v Speaker 1>most of them kind of thing. Whereas I think a

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<v Speaker 1>lot of staff may feel more stressed if like they've

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<v Speaker 1>got to get everything done and like there's no one

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<v Speaker 1>to do anything if shit goes wrong in the time

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<v Speaker 1>that you're taking leave. But again, I think it all

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<v Speaker 1>comes back to communication. And I know that what our

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<v Speaker 1>team did in the office is they kind of sat

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<v Speaker 1>down and all brainstormed everything that needed to be done

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<v Speaker 1>before they leave, whether that's like scheduling our email marketing

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<v Speaker 1>to go out, scheduling in all of our social media posts,

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<v Speaker 1>making sure we've got all of our stories created and

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<v Speaker 1>they're handed over to me so that I know what

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<v Speaker 1>they I'm posting. What I think it's a matter of

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<v Speaker 1>just sitting down with your team or your co workers

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<v Speaker 1>or whoever it may be that you're working with and

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<v Speaker 1>just coming up with a plan and kind of ticking

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<v Speaker 1>it off every day until that last day of work,

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<v Speaker 1>which I know is what our staff are doing at

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<v Speaker 1>the moment. They're all kind of getting ready this week

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<v Speaker 1>and finishing everything off so that they can leave work

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<v Speaker 1>this Friday and know that like everything is done. And

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<v Speaker 1>I'd also say again, like I can only give advice

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<v Speaker 1>from my business, and I know that my business is

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<v Speaker 1>so different to a lot of other businesses out there,

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<v Speaker 1>But don't be so hard on yourself if you are

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<v Speaker 1>taking time off. I'm really passionate about when our staff

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<v Speaker 1>have time off. They have time off. So even again

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<v Speaker 1>for our retail stores, which obviously are open throughout the

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<v Speaker 1>two weeks that everyone's off, our store teams know to

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<v Speaker 1>contact AJ and I if anything goes wrong or if

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<v Speaker 1>they need assistance with anything, because normally they would contact Grace,

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<v Speaker 1>who was our national retail manager, but they know to

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<v Speaker 1>contact us. But just don't be hard on yourself if

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<v Speaker 1>you are having time off. I know a lot of

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<v Speaker 1>staff can have guilt when they take time off, which

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<v Speaker 1>is really weird. But again, I'm only saying that from

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<v Speaker 1>my mind and my perspective, but honestly, do the best

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<v Speaker 1>that you can get all of your tasks ticked off,

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<v Speaker 1>even just for your own mental well being. I think

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<v Speaker 1>it's so good to write everything down that you know

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<v Speaker 1>you need to get done and tick it off so

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<v Speaker 1>that when you do leave to go on annual leave

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<v Speaker 1>over Christmas or whenever, you can kind of actually switch

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<v Speaker 1>off and relax. The last thing I would want is

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<v Speaker 1>my staff stressing at home being like, oh my god,

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<v Speaker 1>I didn't finish that one thing or whatever, and reach

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<v Speaker 1>out for help from your coworkers and team members or

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<v Speaker 1>your boss or whoever, depending on how the business is structured.

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<v Speaker 1>If there's anything that you're struggling to get done or

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<v Speaker 1>you feel like you're not going to get done before

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<v Speaker 1>you go away, reach out and ask for help. I

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<v Speaker 1>always say to my team life, anyone needs help, like,

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<v Speaker 1>just let me know. And I know people sometimes feel independent,

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<v Speaker 1>like they don't want to have to ask for help.

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<v Speaker 1>But especially if you're working on a timeline and you're

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<v Speaker 1>stressed about going away and you're worried about this, that,

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<v Speaker 1>and the other, don't be afraid to ask for help

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<v Speaker 1>and just remember like nothing awfully terrible is going to happen.

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<v Speaker 1>I mean again, it depends where you work, Like it

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<v Speaker 1>could be completely different if you have two weeks and

0:11:24.160 --> 0:11:26.040
<v Speaker 1>you'll leave and you work at a hospital or something.

0:11:26.520 --> 0:11:30.959
<v Speaker 1>But like, nothing bad is going to go terribly wrong

0:11:31.000 --> 0:11:34.600
<v Speaker 1>in your absence, especially if your leave has been approved.

0:11:34.840 --> 0:11:36.840
<v Speaker 1>You know, like you've been approved for the leave, they

0:11:36.920 --> 0:11:40.520
<v Speaker 1>know that you're taking time off. And on my end

0:11:40.559 --> 0:11:43.320
<v Speaker 1>as well, like I approve all of our staffs leave

0:11:43.520 --> 0:11:46.200
<v Speaker 1>and then I know, like I don't expect them to

0:11:46.240 --> 0:11:47.920
<v Speaker 1>do a single thing in the time that they're gone.

0:11:47.920 --> 0:11:50.080
<v Speaker 1>I'm never gonna bother them, I'm never going to message

0:11:50.120 --> 0:11:52.000
<v Speaker 1>them when I'm on when they're on leave, I'm like,

0:11:52.040 --> 0:11:54.280
<v Speaker 1>i'll see you in two weeks when you're back. So yeah,

0:11:54.280 --> 0:11:57.440
<v Speaker 1>I guess my final piece of advice for that is,

0:11:57.520 --> 0:12:00.480
<v Speaker 1>don't be too hard on yourself and enjoy your time

0:12:00.559 --> 0:12:04.640
<v Speaker 1>of enjoy your very deserved leave, and you'll be bloody

0:12:04.640 --> 0:12:06.480
<v Speaker 1>back at work before you know it anyway, so make

0:12:06.520 --> 0:12:10.240
<v Speaker 1>the absolute most of it. And one last question, how

0:12:10.280 --> 0:12:13.719
<v Speaker 1>do you and AJ go about resolving work conflicts when

0:12:13.720 --> 0:12:18.440
<v Speaker 1>they get mixed with relationship life. That's a really good question.

0:12:19.559 --> 0:12:23.120
<v Speaker 1>I would say that we don't experience that. I think

0:12:23.160 --> 0:12:27.600
<v Speaker 1>the only time when AJ and I ever really clash

0:12:27.679 --> 0:12:32.000
<v Speaker 1>heads over something work related is if it's got to

0:12:32.040 --> 0:12:36.880
<v Speaker 1>do with people's time sheets. Like that's the one thing

0:12:37.480 --> 0:12:40.160
<v Speaker 1>that will kind of like blow up at each other

0:12:40.200 --> 0:12:43.520
<v Speaker 1>at because AJ often like does the pays at night

0:12:43.640 --> 0:12:47.000
<v Speaker 1>to kind of get them prepared, and I think it's

0:12:47.080 --> 0:12:50.080
<v Speaker 1>just a hilarious thing. Like any business owner or anyone

0:12:50.120 --> 0:12:53.720
<v Speaker 1>in payroll will know, like how much of a fuck

0:12:53.760 --> 0:12:56.440
<v Speaker 1>around time sheets are, and like when people don't do

0:12:56.559 --> 0:13:00.880
<v Speaker 1>their time sheets correctly, And then because AJ does our pays,

0:13:00.920 --> 0:13:03.240
<v Speaker 1>I used to do them, but I handed that role

0:13:03.320 --> 0:13:07.400
<v Speaker 1>over to him. Maybe this year. I can't Boddy remember

0:13:07.400 --> 0:13:10.960
<v Speaker 1>when it was. It's just funny because he'll always just

0:13:12.040 --> 0:13:13.920
<v Speaker 1>blow up at night when he's doing the pays and

0:13:13.920 --> 0:13:16.600
<v Speaker 1>because like you can't do the pay run properly until

0:13:16.640 --> 0:13:19.760
<v Speaker 1>everyone's done their timesheets and he's gone, this person hasn't

0:13:19.760 --> 0:13:22.400
<v Speaker 1>done their timesheet again, And then I get so mad

0:13:22.400 --> 0:13:25.200
<v Speaker 1>at him that he's dragged me into that scenario because

0:13:25.240 --> 0:13:28.240
<v Speaker 1>I'm just like, let's ask the person tomorrow kind of thing.

0:13:28.240 --> 0:13:29.960
<v Speaker 1>But it's like ten o'clock at night when he's trying

0:13:30.000 --> 0:13:34.280
<v Speaker 1>to like start the pays, but like it's never anything serious.

0:13:34.320 --> 0:13:36.559
<v Speaker 1>I'm like, don't fucking talk to me about the time sheets,

0:13:36.559 --> 0:13:40.360
<v Speaker 1>and I just like don't want that to interfere our relationship.

0:13:40.920 --> 0:13:46.240
<v Speaker 1>But we're really fortunate in a way where we have

0:13:46.559 --> 0:13:49.959
<v Speaker 1>so many amazing people working in our company at fate

0:13:50.200 --> 0:13:56.600
<v Speaker 1>to deal with workplace conflicts. Especially AJ does not have

0:13:56.679 --> 0:13:59.480
<v Speaker 1>anything to do with any workplace conflicts that we deal

0:13:59.520 --> 0:14:02.280
<v Speaker 1>with touch Wood, Like it's few and far between, and

0:14:02.320 --> 0:14:05.800
<v Speaker 1>we don't deal with workplace conflicts often. Touch would. But

0:14:05.880 --> 0:14:09.440
<v Speaker 1>anytime we ever have had something, AJ's not directly involved

0:14:09.480 --> 0:14:11.360
<v Speaker 1>in it because it's not his role. He doesn't have

0:14:11.440 --> 0:14:15.400
<v Speaker 1>anything to do with like working directly with people within

0:14:15.440 --> 0:14:18.400
<v Speaker 1>their roles or dealing with anyone's issues or anything like that.

0:14:18.960 --> 0:14:22.040
<v Speaker 1>It's more so me and a few others that work

0:14:22.200 --> 0:14:24.960
<v Speaker 1>in our head office, so I never really have it

0:14:25.040 --> 0:14:28.160
<v Speaker 1>crossover into my relationship with AJ. He's more so like

0:14:28.920 --> 0:14:31.760
<v Speaker 1>my soundboard from when I come home and I'm frustrated

0:14:31.760 --> 0:14:35.320
<v Speaker 1>about something or shit's hit the van somewhere, and he

0:14:35.400 --> 0:14:38.080
<v Speaker 1>just kind of like listens to me rant and gives

0:14:38.080 --> 0:14:41.680
<v Speaker 1>me his advice. But it never, fortunately comes in the

0:14:41.680 --> 0:14:44.800
<v Speaker 1>way of our relationship because it's outside of AJ's role.

0:14:44.920 --> 0:14:49.120
<v Speaker 1>AJ's role at Fate used to be just like managing

0:14:49.120 --> 0:14:51.960
<v Speaker 1>the warehouse, but not even managing the team, but just

0:14:52.080 --> 0:14:54.520
<v Speaker 1>managing the logistics of the warehouse. But he's kind of

0:14:54.520 --> 0:14:57.600
<v Speaker 1>stepped away from that this year and now he's more

0:14:57.640 --> 0:15:01.880
<v Speaker 1>so just doing the books. He does the books all

0:15:01.880 --> 0:15:06.960
<v Speaker 1>about invoicing, pays everything and pays everyone, which it's turned

0:15:06.960 --> 0:15:09.200
<v Speaker 1>into a really big job for him because yeah, we

0:15:09.280 --> 0:15:11.600
<v Speaker 1>have like sixty something people on the payroll now we

0:15:11.680 --> 0:15:14.640
<v Speaker 1>pay weekly, so that's a huge part of his job.

0:15:14.720 --> 0:15:17.760
<v Speaker 1>He doesn't really deal directly with like staffing issues or

0:15:17.800 --> 0:15:23.280
<v Speaker 1>workplace conflict, so thankfully that doesn't interfere with our relationship.

0:15:23.800 --> 0:15:26.160
<v Speaker 1>But I think just to add to that, like it's

0:15:26.200 --> 0:15:30.920
<v Speaker 1>important for me to just stay aware. And you know,

0:15:31.040 --> 0:15:33.600
<v Speaker 1>sometimes AJ and I will be having conversations at night

0:15:34.160 --> 0:15:36.680
<v Speaker 1>and we might get a little bit heated about something

0:15:36.720 --> 0:15:40.000
<v Speaker 1>that's stressful that's happening at work, and I think it's

0:15:40.040 --> 0:15:42.600
<v Speaker 1>on us to just kind of be like, look, let's

0:15:42.680 --> 0:15:45.280
<v Speaker 1>not talk about this now, Like, let's wait until everyone's

0:15:45.280 --> 0:15:46.720
<v Speaker 1>back at work tomorrow and go and speak to the

0:15:46.800 --> 0:15:49.280
<v Speaker 1>right people that we need to speak to, because otherwise

0:15:49.280 --> 0:15:51.040
<v Speaker 1>we just get caught up in it when it's like

0:15:51.120 --> 0:15:53.440
<v Speaker 1>ten o'clock at night. We don't have to be talking

0:15:53.480 --> 0:15:55.160
<v Speaker 1>about this right now, and it's really hard not to

0:15:55.760 --> 0:15:58.080
<v Speaker 1>because when you own a business, you're never not working.

0:15:58.800 --> 0:16:00.520
<v Speaker 1>But yeah, I think it's just all about us being

0:16:00.560 --> 0:16:03.720
<v Speaker 1>self aware and knowing stuff that we need to talk

0:16:03.760 --> 0:16:06.200
<v Speaker 1>about at home or stuff that can literally just wait

0:16:06.280 --> 0:16:08.960
<v Speaker 1>until tomorrow, because most of the time, shit can always

0:16:08.960 --> 0:16:12.760
<v Speaker 1>wait until tomorrow. So thanks for sending in your questions

0:16:12.800 --> 0:16:15.480
<v Speaker 1>for this bonus episode. I actually got so many questions.

0:16:15.560 --> 0:16:16.800
<v Speaker 1>I think I'm going to make a part two of

0:16:16.800 --> 0:16:19.800
<v Speaker 1>this because I only answered three in this bloody episode,

0:16:20.400 --> 0:16:22.520
<v Speaker 1>So stay tuned for Part two coming soon