Speaker 1: Hi, I'm Britney Saunders, and welcome to Big Business, the
Speaker 1: place where business is far from boring. And today I'm
Speaker 1: recording on a wobbicle land. Now I somehow manage to
Speaker 1: build an empire from the garage underneath my house and
Speaker 1: I'm here to share it all with you, from the winds,
Speaker 1: the mistakes, the challenging times, and the funny moments in between. So,
Speaker 1: whether you're in business already, perhaps you're not in the
Speaker 1: game at all, Maybe you're just looking for some inspo,
Speaker 1: or you simply just want to hear the tea, this
Speaker 1: is the podcast for you.
Speaker 2: Now.
Speaker 1: Coming up on today's episode, I'm.
Speaker 2: Going for it.
Speaker 1: I'm going to talk in depth about everything to do
Speaker 1: with putting your staff on social media, the good, the bad,
Speaker 1: the ugly and everything in between.
Speaker 2: Now we are in an.
Speaker 1: Era of EGC, which is employee generated content, and it's
Speaker 1: everywhere and especially in Australia. There are some prominent brands,
Speaker 1: especially on TikTok, where their whole brand is their staff
Speaker 1: members being on social media. And I myself, I feel
Speaker 1: like I'm qualified enough to speak on this because I've
Speaker 1: been posting myself online for about fifteen years and I've
Speaker 1: been posting my staff on social media for maybe a
Speaker 1: good seven years now, basically ever since Fate began. And
Speaker 1: whilst this is super new and super exciting and fun
Speaker 1: and everyone's loving it and we're seeing employees turn into
Speaker 1: little content creators, it can also come with massive risks.
Speaker 1: So let this episode be a bit of tea but
Speaker 1: also advice from me, someone that has been in the
Speaker 1: game for a long long time and someone who employees
Speaker 1: seventy people. I feel like I'm the most qualified person
Speaker 1: in Australia to speak on this. And hey, this can
Speaker 1: also be a lesson to any business owners out there
Speaker 1: who are in the position where they have staff on
Speaker 1: social media or maybe they're thinking about it, because as
Speaker 1: cool as it can be and as fun as it
Speaker 1: can be, it can also completely fuck your business up,
Speaker 1: if I'm being honest. So without further ado, let's just
Speaker 1: get straight down to business. Well, well, well, where do
Speaker 1: I begin with putting staff on socials? It really has
Speaker 1: become a trend and I've seen a lot of people
Speaker 1: talking about it online and I also saw this one
Speaker 1: video in particular who was by a creator I can't
Speaker 1: remember their name, but she was saying it popped up
Speaker 1: on my for you page and she said she thinks
Speaker 1: that this trend of staff in social media is going
Speaker 1: to die soon and that it's going to become a
Speaker 1: thing of the past, which is crazy to think, but
Speaker 1: I kind of agree. And the tricky thing with putting
Speaker 1: staff on socials and like having a face of the
Speaker 1: brand is it's kind of being done now by a
Speaker 1: lot of businesses in Australia to the point now where
Speaker 1: if someone was to start doing it now, it's like
Speaker 1: not new and exciting anymore because everyone's already kind of
Speaker 1: doing it, like it's quite literally become a trend. And
Speaker 1: what I want to talk about today is like the
Speaker 1: behind the scenes of doing something like this. And I
Speaker 1: can speak from my own experience. I have staff on socials,
Speaker 1: and whilst it can be super fun, super beneficial for
Speaker 1: your business, there's so many risks involved. And I want
Speaker 1: I hope that business owners out there listen to this,
Speaker 1: who may be doing this already or thinking about it,
Speaker 1: because there's so many layers to putting your staff on socials,
Speaker 1: and so I'm going to talk you through. I guess
Speaker 1: what it is like to have your staff on social
Speaker 1: media and all of the things that I guess I
Speaker 1: have in place and all the stuff that I've learned
Speaker 1: over the years. So I guess I'll start with talking
Speaker 1: about the brands that we do see on socials. And
Speaker 1: I'm not throwing anyone under the bus here, but obviously
Speaker 1: the biggest brands in Australia, which is still kind of
Speaker 1: like smallish businesses.
Speaker 2: But the brands that are like doing this.
Speaker 1: The most is obviously your Sofa Dofa with her all
Speaker 1: for Mimi and her newest employee, Bailey. He is like
Speaker 1: the face of their brand on TikTok. You've also got
Speaker 1: the Jazz hand Made team and their whole team is
Speaker 1: on their tiktoks, as well as the Remy by Riiley team.
Speaker 1: It's three of them, and it's so interesting speculating these brands,
Speaker 1: and obviously we do it too, We've been doing it forever.
Speaker 2: It's interesting watching these brands.
Speaker 1: Because they're obviously a lot smaller teams, and just from
Speaker 1: my own perspective and experience, watching like the lives of
Speaker 1: these employees unfold, it reminds me a lot of when
Speaker 1: I first started Fate, because I just see it from
Speaker 1: a different angle to everyone else, and the reason why
Speaker 1: it reminds me of that is because I can tell
Speaker 1: that they're all good friends.
Speaker 2: I can tell that they're all just having fun.
Speaker 1: And it really does remind me of when I first
Speaker 1: started Fate and I speak about this a lot on
Speaker 1: my pod, just how different my whole business was back
Speaker 1: in the day when I had, you know, two to
Speaker 1: three employees and we're all just having fun.
Speaker 2: We're all hanging out.
Speaker 1: And I see their videos pop up for me all
Speaker 1: the time, and they're making all their content at work,
Speaker 1: but then they're going out for drinks and hanging out
Speaker 1: and it's super fun. But I also think, holy shit,
Speaker 1: like I hope that these businesses have some proper structure
Speaker 1: in place, because the lines can become so blurred when
Speaker 1: you're having that much fun with your staff. Now, don't
Speaker 1: get me wrong, I love having fun with my staff too,
Speaker 1: but I learned a long time ago, years ago, when
Speaker 1: I ran into a few instances where those lines had
Speaker 1: become super blurred, and it was like, are we friends
Speaker 1: or are we employee and boss? And I think I
Speaker 1: can say this, I mean I say everything here on
Speaker 1: Big Business. It's a little secret safe space on the internet.
Speaker 1: I so vividly remember back in my early early days
Speaker 1: when I just had, you know, three people working for
Speaker 1: me and maybe like two casuals and we had the
Speaker 1: one store. One of the defining moments for me back then.
Speaker 1: And this would have been five years ago, Like this
Speaker 1: is so long ago.
Speaker 2: Now.
Speaker 1: I had an employee that was working for me and
Speaker 1: she would always be late, always be late. And I,
Speaker 1: mind you, this is five years ago, Like I'm a
Speaker 1: little baby business owner. I have no idea what I'm doing.
Speaker 1: And I had become really good friends with this girl.
Speaker 1: We were hanging out outside of work. We were going
Speaker 1: to the pub, we were going out, we were getting drunk,
Speaker 1: and it was all good and fun and that was
Speaker 1: great for me at the time.
Speaker 2: But I didn't realize that I couldn't do that.
Speaker 1: Kind of stuff because it's just not what you should
Speaker 1: be doing when you're running a workplace. And she would
Speaker 1: always be late, and I remember I would kind of
Speaker 1: bring it up to her and I would kind of
Speaker 1: mention to the whole team. And by the whole team,
Speaker 1: I mean like the whole three people that were working
Speaker 1: for me.
Speaker 2: But I'd kind of say, you know, like let's all
Speaker 2: get to work on time.
Speaker 1: And it would be a lot of sorry, like that's
Speaker 1: just me and that's just who I am, and I
Speaker 1: would kind of laugh it off because we were friends.
Speaker 2: You know.
Speaker 1: I didn't have that boundary set in place or that
Speaker 1: sense of authority in my workplace that no, I'm the
Speaker 1: boss and I if I tell you that I need
Speaker 1: you to show up on time like everyone else, I'm
Speaker 1: serious when I say that. And it got to the
Speaker 1: point where I didn't know what else to do, because,
Speaker 1: like I'd said a billion times, like you need to
Speaker 1: be on time, Like you can't just keep being late
Speaker 1: every day, and it was by like fifteen minutes and
Speaker 1: twenty minutes, like it was always all over the shop,
Speaker 1: and this person would always say, sorry, that's just who
Speaker 1: I am as a person. And now me now in
Speaker 1: twenty twenty five, if I had a staff member that
Speaker 1: was consistently showing up late and I was saying to them, look,
Speaker 1: you need to be on time, if they said to me,
Speaker 1: I'm sorry, that's just who I am as a person,
Speaker 1: I would straight away say you can't, like that's that
Speaker 1: doesn't slide in a workplace like fair enough if you're
Speaker 1: late to everything, but showing up on time is showing
Speaker 1: respect to your whole team and everyone else that's showing
Speaker 1: up on time, Whereas back then I was a little
Speaker 1: fucking pussy, so I didn't know what to say, and
Speaker 1: I'd be like, Okay, well try next time, Like you know,
Speaker 1: I just wasn't assertive, and so it got to the
Speaker 1: point where I had no choice but to give this
Speaker 1: staff member a warning letter. Now, I'd never given anyone
Speaker 1: a warning letter because my business was basically brand new
Speaker 1: and I had like two and a half staff members.
Speaker 1: So I sent it to her in an email because
Speaker 1: that's how fucking petrified I was.
Speaker 2: And I sent it with.
Speaker 1: This massive, long winded email about I know that we're friends,
Speaker 1: and I'm so sorry to be doing this to you,
Speaker 1: but I feel like you're giving me no other choice
Speaker 1: and I don't want to be doing this. And again,
Speaker 1: reflecting on back then, I should have sat her down
Speaker 1: in person, but I was friends with this girl. I
Speaker 1: didn't know how to be a boss. I'd never been
Speaker 1: a manager or a leader in my life. Like I
Speaker 1: was doing everything wrong. The whole thing blew up in
Speaker 1: my face, even though I was so nice in my email,
Speaker 1: and I was like, I really don't want to be
Speaker 1: doing this, but please just be on time, like, here's
Speaker 1: this letter, read it, get back to me, blah blah blah.
Speaker 2: And because I.
Speaker 1: Had allowed the lines to be blurred between us being
Speaker 1: friends and employee and boss, it was I can't believe you've.
Speaker 2: Done this to me. How dare you?
Speaker 1: You know? Because the workplace wasn't solid, It wasn't a
Speaker 1: me being the boss and her being my team member.
Speaker 1: It was us being friends, having fun every day, fucking around,
Speaker 1: drinking on the weekend. And it absolutely blew up in
Speaker 1: my face. And that was one of those moments for
Speaker 1: me where I went, holy shit, I don't think I
Speaker 1: can be friends with my staff. And so back to
Speaker 1: all these businesses and brands that we see on social media.
Speaker 1: While it's all fun and games like it reminds me
Speaker 1: of back then when I would be so casual with
Speaker 1: my staff and go out for drinks and I'd be
Speaker 1: involved in their relationship drama and tea and everything. You
Speaker 1: just can't fucking run a workplace like that, take it
Speaker 1: from me. Especially if you want your workplace and your
Speaker 1: business to grow bigger and bigger, and if you want
Speaker 1: to become something amazing, you cannot.
Speaker 2: You can't be besties with your staff hanging out.
Speaker 1: And that's one thing that I notice in these videos
Speaker 1: that I see online. Whether it's just for the cameras
Speaker 1: and maybe they're not friends, I can't say, but this
Speaker 1: is just what I see from the outside in. Now,
Speaker 1: what is it like to put your staff on social media?
Speaker 1: Obviously it can be amazing and fun, and it can
Speaker 1: make your business absolutely blow up. Versus you know, paying
Speaker 1: an influencer a heap of money and hoping that they
Speaker 1: can make your business go viral. Your staff member could
Speaker 1: make an off the cuff video on their lunch break
Speaker 1: and it could absolutely blow up your business, which is amazing.
Speaker 1: With us and our workplace, we obviously have familiar faces
Speaker 1: that people see popping up on our social media across
Speaker 1: Instagram and TikTok.
Speaker 2: And one thing that we are massive on is consent.
Speaker 1: So obviously there are people hired in our business and
Speaker 1: it's part of their job description that they are going
Speaker 1: to be in content. You know, for example, our social
Speaker 1: media team, when they're doing their interview process with us,
Speaker 1: you know, it's in conversation, it's in their employee contract.
Speaker 1: Are you willing to be in our social media content?
Speaker 1: And they're signing up for that, and they know that no.
Speaker 2: One is being exploited.
Speaker 1: And when that one particular TikTok video that I saw
Speaker 1: of someone talking about this popped up, I remember reading
Speaker 1: all of the comments and people were saying, like, these
Speaker 1: staff are being exploited. I think when someone is applying
Speaker 1: to be the face of the brand on social media,
Speaker 1: they know that they're going to be the face of
Speaker 1: the brand on social media. I can't speak for these
Speaker 1: other businesses, but I'm ninety nine percent sure every staff
Speaker 1: member that is on the social media of a brand
Speaker 1: they know that, and they're willing to do that, and
Speaker 1: they've signed up for that. Now, in terms of our
Speaker 1: other staff, like every now and then you might see
Speaker 1: like a team video or a team post. We are
Speaker 1: massive on consent every single time. So let's say, for example,
Speaker 1: I'm going to the warehouse and I'd love to do
Speaker 1: a video where I need like a bunch of people
Speaker 1: in it, like it can't just be April and I.
Speaker 1: We will then go around the warehouse, or we'll even
Speaker 1: let them know the day before, Hey, we're coming over
Speaker 1: and we're filming this cool trend. We need like five
Speaker 1: people If anyone wants to be in it, and our
Speaker 1: staff that aren't hired to be on our social media
Speaker 1: have every right to say to me, I don't feel
Speaker 1: like being in it today, and I take absolutely no
Speaker 1: offense to that. And that's what we're massive on is
Speaker 1: just only putting people on social media if they say yes,
Speaker 1: and one day they might be in a video and
Speaker 1: the next day they might be like, nah, not today,
Speaker 1: and we're like that is more than fine. There's no
Speaker 1: expectation in our workplace that people have to be in content.
Speaker 1: It's quite literally just if they want to be in it.
Speaker 1: Absolutely I'm going to love that, and we're going to
Speaker 1: make content with them. But in no circumstance would anyone
Speaker 1: ever be forced to be put on our socials. And
Speaker 1: if there is someone that says to me, I never
Speaker 1: want to be on your social media. I don't want
Speaker 1: you to show my face anywhere, I would one hundred
Speaker 1: percent respect that, and that is so so fine. Now,
Speaker 1: going back to that TikTok video that I saw, I'm
Speaker 1: gonna have to find that because I want to stitch
Speaker 1: the video and like talk about this episode. There were
Speaker 1: also a lot of comments surrounding Sofa Dofa and Bailey
Speaker 1: And for those of you that don't know Sofa Dofa
Speaker 1: is like an Australian influencer and she started a clothing
Speaker 1: brand called All for Mimi, and then she's hired Bailey
Speaker 1: as like the content creator in the face of the brand.
Speaker 1: But from what it seems on social media, she's hired
Speaker 1: him for this position. But it seems that they've become
Speaker 1: best friends because just the way that they are gallivanting
Speaker 1: around the world together, it looks like they're really really
Speaker 1: good friends. And again that's just my observation from social media.
Speaker 1: If for Dofa goes on a lot of brand trips,
Speaker 1: she went to Coachella, She's been going all over and
Speaker 1: Bailey is right there with her. And so all these
Speaker 1: comments that I saw on this other person's tiktoks were like,
Speaker 1: where do they draw the line? Like they're sharing a
Speaker 1: bed every night, he's running to go and get her
Speaker 1: food like almost like an assistant. And then he was
Speaker 1: saying that he's really tired in one of the in
Speaker 1: one of the videos, and then people were coming to
Speaker 1: his defense saying, well, he'd just been a Coachella, of
Speaker 1: course he's tired and he's on a different time zone.
Speaker 1: And people were also saying how do these staff members
Speaker 1: get compensated for these trips? You know, like are they
Speaker 1: getting paid or are they just there for the free trip?
Speaker 2: How does it work?
Speaker 1: And I can't speak to any other company, but the
Speaker 1: way that our staff get paid. For example, if we
Speaker 1: are doing let's use our fate model search for example,
Speaker 1: I had Kim Claire and April traveling around to do
Speaker 1: our model search with myself, and they get paid for
Speaker 1: their regular working day, like they always do their eight
Speaker 1: hour day, and then if they do any overtime let's say,
Speaker 1: for example, like it ends up being a ten hour day,
Speaker 1: like they'll get paid for the ten hours and then start.
Speaker 1: Our staff also get a travel allowance. So not only
Speaker 1: will they be getting paid for like their standard day
Speaker 1: and the work that they're doing, but they'll also get
Speaker 1: paid for the time that we're sitting at the airport,
Speaker 1: the time that we're traveling on the plane, the time
Speaker 1: that we're traveling in the uber. The moment that they
Speaker 1: stop getting paid is when we all stop and we're
Speaker 1: just absolutely chilling.
Speaker 2: And again, like I can't.
Speaker 1: Say how sofa dovera pays Bailey or how anyone pays
Speaker 1: anyone when they're taking them on these trips. But I
Speaker 1: would only assume that they are being fairly compensated for
Speaker 1: all of their travel time. When people are traveling, we
Speaker 1: also cover all of their meals, obviously, their accommodation. What else,
Speaker 1: April's in the studio here with me, Everything, absolutely everything.
Speaker 1: But again, I've never taken like you, for example, on
Speaker 1: an overseas trip, Aprils.
Speaker 2: Not yet, she's saying.
Speaker 1: So I can't speak to those other businesses that have
Speaker 1: taken their staff overseas, but I can only assume that
Speaker 1: they would have some sort of agreement in place that's
Speaker 1: you know, you're going to get paid for the hours
Speaker 1: that we're working, like we'll work eight hours a day,
Speaker 1: and then also for any travel time, transit time waiting
Speaker 1: at the airport. If the flight's delayed and we're just
Speaker 1: sitting there for hours, the girls will earn money for
Speaker 1: all of those hours. If our flight got delayed in
Speaker 1: Melbourne or something, one time we will sit in there
Speaker 1: for hours. They will get paid for every hour that
Speaker 1: we're waiting, as well as all of their food and
Speaker 1: coffees and everything in between. So we obviously make sure
Speaker 1: that our staff are being compensated in that way, and
Speaker 1: I guess talking to the points that were made about
Speaker 1: them sharing a bed and needing to have time apart,
Speaker 1: I think that comes down to what works for them.
Speaker 1: I know, this whole thing of staff being on socials
Speaker 1: and going on overseas trips, it is an HR nightmare
Speaker 1: for those of you that are in HR. Just the
Speaker 1: thought of it is a HR person's nightmare. But when
Speaker 1: we traveled around for our Fate Model search, like we
Speaker 1: just say, like, does anyone want to share a room?
Speaker 2: You know?
Speaker 1: And then I think Kim and Claire were happy to
Speaker 1: share a room some nights April and I had our
Speaker 1: own rooms, and then other nights we were together and
Speaker 1: we really don't mind. But I would only hope that
Speaker 1: these businesses and business owners would have it in them
Speaker 1: to kind of say to their employee, you know, are
Speaker 1: you wanting to bunk with me? Would you prefer your
Speaker 1: own space? Because at the end of the day, when
Speaker 1: it comes to workplaces, it's all about that open communication
Speaker 1: and getting consent for everything from content all the way
Speaker 1: through to what they're do you want to sleep in?
Speaker 2: And do you want to listen to me?
Speaker 1: Snoring, but I don't snore, so April's in luck for
Speaker 1: the times that she's.
Speaker 2: Shared shared in bed with me. Actually, I'm calling you
Speaker 2: out apes.
Speaker 1: You have a little snore sometimes, but it's only like little,
Speaker 1: so I can deal with it.
Speaker 2: If it's an aj kind of snore. We're getting separate rooms. Now.
Speaker 1: Onto the risks that come with putting staff on socials
Speaker 1: and what happens when they leave. This is where the
Speaker 1: lines become so blurred and business owners have to be
Speaker 1: so careful.
Speaker 2: Whilst it's amazing.
Speaker 1: To have a face of your brand and have one
Speaker 1: of your employees kind of dominating your social media, what
Speaker 1: does happen if that staff member leaves one day? What
Speaker 1: happens if that staff member is being late all the
Speaker 1: time and you behind the scenes have to give them
Speaker 1: a warning letter and they say, how fucking dare you
Speaker 1: give this warning letter to me, even though I was
Speaker 1: the one being late. What happens then when they're so
Speaker 1: within your community. I mean, your guess is as good
Speaker 1: as mine. And we have had people over the years
Speaker 1: that have been a part of our Fate team and
Speaker 1: they have been in videos and then they've left, maybe
Speaker 1: they've moved overseas, maybe they went and got a job
Speaker 1: somewhere else. And then you will have people commenting, and
Speaker 1: I've experienced this myself. You'll have people commenting, where did
Speaker 1: so and so go? Like why is so and so
Speaker 1: not in the videos anymore. That's when it becomes very
Speaker 1: confusing because you're platforming your staff and they're becoming a
Speaker 1: social figure.
Speaker 2: But at the end of the day, you're running a workplace.
Speaker 1: And I think what a lot of people don't realize,
Speaker 1: and because when people ask like where's so and so
Speaker 1: or what's the tea?
Speaker 2: Why did she leave?
Speaker 1: You know, I think people don't realize people come and
Speaker 1: go from workplaces every single day all around the world.
Speaker 1: And I've spoken about this before in other episodes of mine,
Speaker 1: but I have come to terms with the fact that
Speaker 1: not everyone's going to work at Fate Forever the same way.
Speaker 1: Not everyone's going to work it all for men forever
Speaker 1: the same way. Everyone's not going to work it remy
Speaker 1: by Riley Forever. People come and go from jobs all
Speaker 1: the time, and it's not tea if someone leaves a workplace.
Speaker 1: In fact, that's one of the most normal things that
Speaker 1: happens in workplace places. Sorry, staff turnover is a part
Speaker 1: of every business. Even if you are this crazy social
Speaker 1: media business with a massive following and an engaged audience,
Speaker 1: staff are going to come and go. I think it's
Speaker 1: important that if someone does leave, whether it's on good
Speaker 1: terms or bad terms, that the business remains professional. And
Speaker 1: I think that's one thing I'm worried to see in
Speaker 1: the future with all of these businesses, ourselves included, Like
Speaker 1: I can almost see not a scandal happening, but I
Speaker 1: would hate to see, like something bad happen with a
Speaker 1: staff member that is really well known on social media
Speaker 1: and then for it to all kind of crumble, you know.
Speaker 1: I can just see it happening now, someone leaving a
Speaker 1: workplace and being like this is really what happened, and
Speaker 1: it turning into a massive drama. And I think that
Speaker 1: is one of the risks that comes with you putting
Speaker 1: your staff on social media is one day they could
Speaker 1: turn around and decide that they don't like you anymore
Speaker 1: and they don't like your workplace, and then they could
Speaker 1: go to social media and say all these horrible things
Speaker 1: about you. And I think especially with cancel culture and
Speaker 1: how everyone's getting canceled every second day, like it seems lately, rightfully,
Speaker 1: so if they've done something wrong, it is just so
Speaker 1: it's so risky, and that's just the risk that you
Speaker 1: take when you decide I'm going to put one of
Speaker 1: my staff members on social media. In a nutshell, I
Speaker 1: think that having staff on socials is obviously a massive
Speaker 1: trend right now, and it's something that we do, but
Speaker 1: it's not something that I'd say we do to the extreme,
Speaker 1: and I think, as for me, I would rather prioritize
Speaker 1: having myself, as I guess, the main face of Fate
Speaker 1: and our brand, and of course like have our social
Speaker 1: media team on board. But I'm definitely not in the
Speaker 1: position where I'm wanting to put one person at the
Speaker 1: forefront of our socials and make it all about them
Speaker 1: for their own sake and also for the sake of
Speaker 1: Fate's future. The other thing that comes with all of this,
Speaker 1: and luckily we are in a great position where we
Speaker 1: have a great community and everyone loves seeing our staff
Speaker 1: and getting to know them. But another danger of putting
Speaker 1: your staff on socials is obviously the videos that you're
Speaker 1: posting of them landing on the wrong side of the internet.
Speaker 1: This is just another thing that businesses and business owners
Speaker 1: have to be so careful of when you're putting your
Speaker 1: staff member out there, you're just flinging them into an
Speaker 1: already massive, established community. It's not like me where I've
Speaker 1: been online for fifteen years and I'm used to getting
Speaker 1: people commenting things about me. I'm used to having people
Speaker 1: say maybe horrible things about me, and it's water off
Speaker 1: a duck's back. But if you're putting your staff member
Speaker 1: out there and someone's commenting something horrible about them, how
Speaker 1: is that going to affect them and their mental health?
Speaker 1: There is just so many elements to putting your staff
Speaker 1: on socials, and whilst it is cool and fun and
Speaker 1: a trend and people love it like audience love, audiences
Speaker 1: are loving engaging with these staff members of these businesses.
Speaker 1: My advice to business owners out there is be careful
Speaker 1: with it and have your structures in place in the background,
Speaker 1: and also set so many boundaries between yourself and your
Speaker 1: staff because it's only going to benefit all of you.
Speaker 1: I would hope that these smaller brands that I see
Speaker 1: that are all over socials and where it seems like
Speaker 1: they're all great friends, I would hope that they're still
Speaker 1: doing one on ones and check ins. I hope that
Speaker 1: there's team meetings. I hope that there's performance reviews in place.
Speaker 1: I hope it's just not all fun and games, because
Speaker 1: one day that.
Speaker 2: Will all come to a head.
Speaker 1: I personally, I personally think, yes, we love having fun
Speaker 1: with our staff, Yes we love having fun on social media.
Speaker 1: But what's more important at the end of the day
Speaker 1: is that there is boundaries set in place, is that
Speaker 1: there is productive meetings happening, is that there is open
Speaker 1: communication happening and no one.
Speaker 2: Is being exploited at the end of the day.
Speaker 1: And that would be my advice to any owners out
Speaker 1: there is yet have fun with your staff on socials.
Speaker 1: Make sure that they are consenting to being in content,
Speaker 1: but also be having a productive workplace in the background.
Speaker 1: Because while it's so fun for it to be all
Speaker 1: fun and games, trust me, I've been there in my
Speaker 1: early days, it can absolutely bite you in the bum.
Speaker 1: Do I think that staff being in social media is
Speaker 1: going to be something that we see forever. No, I
Speaker 1: think something else is going to come out. But I
Speaker 1: do think it is fun for us to be participating
Speaker 1: in this kind of stuff. Now, you know it is fun,
Speaker 1: but as business owners, We have to be extremely careful.
Speaker 1: We have to be cautious of putting people online, exposing
Speaker 1: them to audiences. And at the end of the day,
Speaker 1: we have to prioritize our businesses being structured, our employees
Speaker 1: being cared for, nurtured, and that we're catering to them
Speaker 1: and their feelings and their needs and wants. And also,
Speaker 1: like above all those boundaries need to be so so
Speaker 1: strong for the business's sake, the employer's sake, and the
Speaker 1: employee's sake as well. You got any final questions for
Speaker 1: me on this, Zander, I feel like I've covered a lot.
Speaker 1: If you have any questions for me regarding this, feel
Speaker 1: free to DM me on my Big Business Podcast account.
Speaker 1: I'm on that account, April's on that account, and producer
Speaker 1: Xander is on that account. And if you have any
Speaker 1: follow up questions, I can always do a little bonus episode,
Speaker 1: like a part two of this, because I felt there's
Speaker 1: so much to this, There's so many layers. But yeah,
Speaker 1: at the end of the day, we are in the
Speaker 1: era of employee generated content. Do I think it's going
Speaker 1: to be a forever thing? Nah, Because I think there's
Speaker 1: going to be something else that comes out that we're
Speaker 1: all doing.
Speaker 2: It really is.
Speaker 1: A trend at the moment, and of course we're gonna
Speaker 1: have fun with it, and it's a great way for
Speaker 1: our community to engage with us as a business in
Speaker 1: workplace bar more than us just telling everyone to buy
Speaker 1: our clothes. But like I've mentioned throughout this episode, there's
Speaker 1: a lot of risks that come with it, and business
Speaker 1: owners have to be really smart and savvy when it
Speaker 1: comes to putting their staff on socials. As always, I'm
Speaker 1: going to be ending today's episode with a tip of
Speaker 1: the week, and this tip of the week is kind
Speaker 1: of aligned with posting on social media, which I guess
Speaker 1: has been the theme of this entire episode. Posting to
Speaker 1: social media is like a lottery ticket. Every single time
Speaker 1: you post, it's like you're buying a lotto ticket. You
Speaker 1: might not win, you might hit the jackpot. But I
Speaker 1: think all business owners or content creators should have this
Speaker 1: mindset that every single time they're putting something out there
Speaker 1: on the Internet, it's like they're entering the lotto, and
Speaker 1: who knows, one day you might win. And the only
Speaker 1: way that you're going to win the lotto is by
Speaker 1: keep on buying tickets and hope for the best, and
Speaker 1: you need to see content as the same thing. Just
Speaker 1: keep posting and maybe one day you'll win the lotto,
Speaker 1: or if you're lucky, you might win it multiple times.
Speaker 1: I saw that somewhere on like TikTok, and I was like, yes,
Speaker 1: posting is like buying a lotto ticket every time.
Speaker 2: So the next time you're.
Speaker 1: Going to post a video and you're worried that it
Speaker 1: might not perform very well, it's all right. It's just
Speaker 1: one lotto ticket and you're going to buy plenty more.
Speaker 1: Aka you're going to post a lot more. Anyway, As always,
Speaker 1: I hope you've enjoyed listening to today's episode of Big Business.
Speaker 1: Please feel free to rate me five stars, tell a
Speaker 1: friend about the pod, tell a friend, tell a brand,
Speaker 1: And that's kind for now.
Speaker 2: Xander's laughing at me.
Speaker 1: That's it for now, and I'll be back later this
Speaker 1: week with my bonus episode. And I guess remember to
Speaker 1: chase after your dreams as if they owe you money.