15/06/2026
Happy Monday, everyone! 🎉 I hope all the Scottish footie fans are taking it easy today after a long day of cele-bra-tions.
I watched this Tik Tok yesterday. It explains some elements I've spoken about previously, but in practical terms... so let's talk about it! 📣 📣
https://vm.tiktok.com/ZNRcc9TPC/
Haley owns and operates Oak & Willow - Eco-friendly Household Goods, which is a company that manufactures and sells eco-friendly cleaning goods using sustainable methods of production and ethically-sourced materials. She and her colleagues operate the business on an equalised wage model (no CEO) with profit being distributed equally amongst the team. Her model is referred to as The Communist Conflict Theory.
But, for my part today, I want to talk about 4 specific features about this video I noticed:
1. Labour moves at the speed of profit. If you own a company and want your employees to feel as motivated as you do for its success, you need to give them a stake in the game. If laboured employees are aware of non-present company Directors being paid monthly dividends dwarfing their wages, you can't expect company loyalty from Labour to work above/beyond their perceived value. "Whereas the company grows and does better, that you directly get more benefits and more wealth. The way to maximise your personal profit is to put in more effort."
2. She mentions that O&W pay equalised wages, which works for her particular business. It's not a deal-breaker if you feel this can't work in your particular industry. But, what I would suggest as a small exercise- try to have a self-conversation, as an owner or Director, and try to convince yourself how you could change this element. How would equalised wages with different bonus structures for different job roles/functions change how your business fundamentally works?
3. Listen to this messaging - Haley talks about this model in a very structured, realistic, and neutral way. She specifically outlines that she doesn't run this model because she's "a good, benevolent person". She runs it this way because her financial returns SHOW her that this model is successful. It's a grounded, sustainable business model!
4. Something I wanted to touch upon was the way she speaks about the people she works with. At O&W, I suspect there are quite a few long-time colleagues and that there are some genuine caring feelings between people. However, Haley still keeps the tone that these are colleagues, who contribute and are valued. But, not at any time does she call them FAMILY. Never allow that kind of language to enter your professional environment. Anecdote: I worked somewhere for many years and I considered my colleagues much like a family, but when I lost my Mom last year, I didn't hear one word from any of them about this loss. "Family Culture" is not a replacement for proper pay and useful benefits.
Last thing I wanted to mention, O&W is in North Bay. My hometown! 🌎
