Review Employee and Contractor Benefits

[nelsonic]

Are the intrinsic rewards of working on a "real human challenges" enough...?

Watch: https://youtu.be/rrkrvAUbU9Y
and/or read: http://lateralaction.com/articles/dan-pink-rewards/

Beyond simply paying people for their work or inviting people to #dwylsummer ... what are the different types of "now that" rewards (i.e. non-contingent) we can give people to thank them for their contributions to dwyl's mission and make people feel loved an a daily basis.

It can be as simple as #FreeFreshFruit in the office or a Team/Company subscription to a learning resource or music streaming service...

Please Share your Ideas!!

Relates to: #145 (Best Place to Work!)

[ghost]

@iteles what are your thoughts on making the following free for employees:

pp py = per person per year
pp pm = per person per month

• dwyl summer travel costs dwylsummer 2017 summer#51 - £100 pp py
• large quarterly events e.g. crystal maze The Crystal Maze - Team building? #292 - £240 pp py

Headphones #147 with a 2-year warranty is equal to £100 pp py

We could also add benefits for:

• Birthdays £30 pp py
• 8 monthly get togethers a year in months without large quarterly staff events £240 pp py

Total comes to £710 pp py
Which is £59.17 pp pm

Research suggests other tech companies are offering employee benefits in the range of £55 - £110 pp pm

[iteles]

🎉 My thoughts are that we have been doing everything we've been able to do so far according to our revenue-funded and transparent model and as soon as #229, #321 and #209 are done, we can figure out how much more we can do 😊
Let's bump up the priority as soon as those are done!

I love how we've grown so far though, having home-cooked dinners and initiatives to do fun but non-costly things that look after the organisation in its infancy as well as dwylers (like #94 😍 ) I want to make sure we keep that family spirit as we grow.

In the meantime, i want to leave this assigned to me for the rest of the month so we can capture the cool things we have done in the past already!

[ghost]

@iteles I don't see #229 #321 being a blocker to this as the revenue that is being taken out by yourself and Nelson in remuneration is being loaned back to the company and there is more than enough capital there to ensure that we have a lengthy runway £300/month in employee benefits will hardly make a dent in that

[iteles]

You're right, Nelson and I are loaning money back into the business on an as-needed basis, but loans aren't a sustainable way to grow a company and provide for our community.

Other than financial/expenses decisions that have already been made, we are not embarking on any additional expenditure decisions until we have a crystal clear picture of our financial situation. The decision is very much not about a specific amount of money (and applies further than this issue) but about the informed way to run a sustainable business 👍

Having said this, a proposed expenses policy #123 and this kind of research/issue is FANTASTIC and I definitely want to encourage that 💃 for when we are in a position to make a call next month.

[iteles]

Note: #292 is already approved.

[nelsonic]

WHY did the title of this issue change...?!

[ghost]

loans aren't a sustainable way to grow a company and provide for our community

I was under the impression that revenue generated over the past two years was intended to further the business' growth, regardless of whether that revenue stayed in the company or was taken out in remuneration and loaned back in.

Are you saying that that capital is only available in emergencies, as opposed to being deployed into growing the business?

[ghost]

@nelsonic the issue title changed because it reflects the discussion in the issue around non-contingent employee benefits

[iteles]

@markwilliamfirth The title change here has changed the nature of the discussion from open and collection of ideas to something more formal and less open. Certainly the tone of the discussion seems to have taken a turn.

This also doesn't belong in this issue.

[ghost]

@iteles should I create two separate issues as below?

1. Sharing ideas about employee benefits
2. Discussion around allocation of budget to employee benefits

[nelsonic]

I think there's a gross misunderstanding around "employee" vs. "owner".
I didn't start a company to be an Employee.
if I wanted to be an Employee I would have taken the job with McKinsey or Google and wouldn't have to deal with any BS around how the money I make gets spent/invested.
Tax efficient expenditure is a no brainer.
Wasting time questioning it is distracting from building the product.
This issue has been hijacked for a totally different purpose than it's original intent.
Please open a new issue and never change the subject of an issue I create again. ❤️ ✅ ✨

[ghost]

if I wanted to be an Employee I would have taken the job with McKinsey or Google and wouldn't have to deal with any BS around how the money I make gets spent/invested.

@nelsonic this issue is a discussion around company money and therefore requires co-owners of the company to be in agreement. The discussion for the budgeting has been moved here (#331).

With regards to your personal remuneration that is a separate discussion that has been continued here (#332)