Core Principles

Whether you’re an owner, an employee, or a contractor at Juiced, all staff at Juiced are expected to live by these core principles. The CEO of Juiced wrote these principles around the last 4 years of working with different people, from the ones who are still around, to the ones who aren't.

I ) Respect our money & be frugal. When hiring, firing, managing, or just receiving or using our money in general, you should respect the fact we aren't made of money and that spending recklessly will mean in the long term we actually make less money. When hiring/demoting staff, always think to yourself "Am I getting the best deal by hiring/promoting this candidate/employee". If you hire/promote people who are excessively expensive, we will notice you don't have any respect for our money or you have no idea how to value things. When firing/demoting people, think to yourself "Is this staff offering enough value to our company to justify being paid this amount", if you keep people who are no longer providing value equivalent to what there being paid at their current salary, it will show us you not only don't care about our money but also you’re not closely paying attention to the staff.

II ) Don't take things personally. When someone thinks you're doing something badly, or you're not getting things done, usually they are going to tell you and they are going to tell you very bluntly. This doesn't mean they have an issue with you personally or are trying to hurt your feelings or are trying to demotivate you, just when you’re at the stage we’re at right now where we only have 30 staff, there is no time to sugarcoat communication. We expect the exact same in return, if there is something executives or owners are doing badly, tell them to their face, we don't take things personally, and neither should you.

III ) Hold yourself accountable and keep to the expectations you’ve set. This is by far one of the most essential principles. If we have a call on the weekend and we plan to get 8 tasks done, we should be getting all 8 of those done. If you are getting half your responsibilities done, week after week, you either need to work harder or lower the expectations of your superior/s. We’d rather you be open with how many tasks you can get done, rather than being what is known as a yes man and agreeing to do things when you know deep down it's unlikely you’re gonna get them done.

IV ) You are responsible for the outcome and don't make excuses. Being an early employee of a company means you are responsible for the outcome. If you blame others for a bad outcome or if you make excuses, you won't last long at Juiced. If the team is underperforming and as a result of this, the outcome is poor, then it's up to you to help replace people who are slacking or to just do it yourself. Remember, blaming, pointing fingers, etc at your staff will result in others feeling demotivated.

V ) Organisation is everything. Staying organized and having a system is key to keeping on top of everything. We use Jira to track tasks, however, this shouldn't be where keeping organized ends. If you're given a Google spreadsheet, we expect you to keep it up to date on a very frequent basis. If there is a task that can be automated, ask our automation engineer Dylan (@bandzkicks#0001) to build a bot/script for it. If there is a list of data that could be easily forgotten 12 months from now, create a spreadsheet for it and write it down. If you have an idea, write it down. Failing to be organized will result in all your potential being forgotten/lost as you haven't stored it anywhere. No one has a perfect memory and no one can store everything in their mind.

VI ) Be creative, we value your opinion. We’ve noticed more and more lately that suggestions from staff can be really helpful for improving not only our product but our internal systems. If you have an idea, message it to someone who can make it happen or post it in the manager/executive suggestions channel. Or if you can, add the suggestion by yourself. Most of the time it's as simple as making a Discord channel or creating a spreadsheet to improve our internal systems, or it’s as simple as going to https://feedback.juiced.io/suggest-something and making a suggestion. Being creative is super important at Juiced and for us to grow as a company, we need to be constantly throwing around new ideas. Often the staff who go from staff to higher positions have good ideas and know how to make tough decisions.

VII ) Think long-term. Juiced will be around 10 years from now whether you like it or not. We've been around for 4 years and we'll continue to be around for many years to come. 95% of our competitors won't because their owners don't treat their company like a full-time job and they’re not willing to do what it takes to keep a company going in a market downturn, however, the CEO of Juiced is, and I have kept a company going for years even in some of the most turbulent economic times. We are very bullish on the online selling space and we think most people who say reselling, dropshipping, Amazon FBA, and other forms of online selling are dead/dying don't understand what selling is in the first place. Reselling is simply buying and selling a product online for a profit, which is a model that is built upon platforms such as Amazon, eBay, Shopify, and more which are billion-dollar businesses. If selling online was really dying, do you really think these platforms would still be spending billions on marketing? So with this said, don't consider Juiced as a short-term job or a side project, consider it as a potential lifelong career for you with tremendous upside. Our company received over $100,000 in seed investment and was valued at over $1 million dollar, so if we want to pay our team more salary, we can and we will. You just have to prove to us you can get results and that you are in this for the long run, and in turn, you will reap the benefits of Juiced’s inevitable growth.

VIII ) Spot problems with people and spot behavior patterns. As an early staff of Juiced, you need to spot problems and patterns of behavior of different people within your team. Below are a few patterns of behavior or types of people you should look out for:

1. People that don't engage in calls or conversations

2. People who aren't excited about things

3. People that don't have high standards / good morals

4. People that lie

5. People that are purposely or inherently rude/cocky/arrogant

6. People that do the bare minimum and don't try to improve themselves

7. People that are slow to reply to messages or when they do reply, have very short replies

8. People that are against new ideas / changing things, without properly considering the idea proposed

9. People who aren't organized or don't write things down

10. People who are repeatedly wrong at making decisions/judgment calls

11. People who are argumentative or not willing to listen

12. People who listen and tell you they're going to do something, but never do/forget

13. People who care more about their own personal gain than the good of the company

14. People who often miss deadlines or often let you down

15. People who aren't bothered when they miss deadlines

16. People who are distracted or are working on multiple other things outside of Juiced

17. People who like to take shortcuts despite the longer route being the better one in the long run

18. People who don't apologize when they mess up

19. People who are sloppy/untidy when building/creating/writing something or people who don't care about how something looks

20. People who don't care if they affect our brand image or lose Juiced money

21. People who are overly secretive or people who don't put trust in Juiced

22. People who have a history of jumping from different things such as starting a new company and moving on to the next within 2 months or leaving and joining new projects within months

23. People who are indecisive

24. People who have good ideas or talk a loud game, but don't do execute

25. People who are only motivated when things are going good and they aren't motivated when things are going bad (rather than being motivated by the long-term vision/goals of the team)

26. 26) people who are average, normal, or simply aren't unique (the best people are usually not normal)

27. People who aren't open to learning new things or think they already know what they need to know

28. People who easily get emotional or upset by things that aren't actually going to affect their life in a direct way (such as something on Twitter or the news)

29. People who are slow to get things done

30. People who just generally are involved in things that are detrimental to themselves such as scamming, excessive partying, doing drugs, operating illegal businesses, etc. Of course, no one is perfect but we’d say if someone has 2 or more of these traits (depending on which ones) then we’d try to ensure they aren't staff in Juiced anymore. We’d rather have a small team with the opposites of these traits than a big team with lots of these traits. After all, it only takes just 1 bad egg to affect a whole company and the people within one.

IX ) Work hard as fuck, sacrifice and you will reap the rewards. This one may sound a bit obvious but it is by far the most important. You can have a million ideas, intentions, and goals but if you don't work hard... you don't grind... If you don't give it your all, you will get nowhere in life. Being an early employee or an owner, etc... means you are at the top of the company, and being at the top of the company pays the best, and has the best rewards in the long term, but in the short term, you're going to have to sacrifice things to remain competitive internally and externally. If a company and their team are willing to outwork us and they can get results just as much as we can, then they're gonna beat us. If you work hard and get results, as I said in section 7, you will be rewarded, heavily. We have made a previous manager our business partner for another company and he now makes 6 figures a year, I have made two ex-freelancers developers here founders and now they both have stock in Juiced and both make a 6 figure salary. We will, if you work hard, ensure you receive your fair share of the money. We’ve done it before and we’ll keep doing it for the ones who deserve it.

X ) Hire staff fast, fire/demote staff faster, and promote staff the fastest. When it comes to moving employees around, you need to act fast. When you're firing or demoting someone, you need to do it quickly if someone has traits listed in section 8 on top of the fact they're not getting results. When you're promoting someone, you need to be even faster as it's rare to find a great staff who does their job with excellence, so you should make this your priority. When it comes to firing and demoting, don't get confused and think I mean you can fire someone who’s worked for us for years on the spot just because they had one bad week. I mean if someone is just showing lots of red flags and they don't have much of a track record, get rid of them.

XI ) Quit within a month. When it comes to bringing on new staff, we’ve come to realize that often it's hit and miss. This is because we don't hire traditional managers or corporate managers, we bring people on that we like as people who have the right personality traits as well as the right amount of understanding for the job. The downside to bringing people on with little experience is that often they simply aren't cut out for it. So I always advise people, to quit sooner rather than later. This means if you are not happy with us being blunt with you, you're not willing to work hard as fuck, you're not willing to sacrifice personal time, etc… just quit. There are plenty of people who apply for a position at Juiced every day begging for a job so it's easy for us to find new staff. With this said, however, do not confuse quitting early with quitting late. If you are 3/6 months into being a part of the team and then you realize you are not cut out to be a manager, we will not be pleased.

XII ) Communication is key. If you're now communicating with your team daily, then you're not doing your job right. All staff should be constantly checking in with their team to make sure that things are being done, ensuring everyone on their team is satisfied, and making clear how they're currently feeling about each individual's staff contribution.

XIII ) Without numbers, you are clueless. Metrics, analytics, etc, if you're not constantly looking at them then your not doing something right. We already have weekly leaderboards which are a great overview of how staff are performing however I implore all managers to take this a step further and constantly collect data as well as request data systems to be set up by either myself or our automations engineer Dylan (@bandzkicks#0001).

XIV ) Do it yourself and be resourceful. We urge all staff to be resourceful and if you don’t know how to do something themselves, try to figure it out on your own. Usually, the answer to your question can be answered by a quick Google search, using Chat GPT, or by simply directly messaging other staff members. It’s unnecessary to message others constantly. Everyone is always happy to help and will reply no matter what, but don’t mistake other people's willingness to help as something that can replace actually doing the work yourself or figuring things out on your own.

XV ) Do not cross “the big red line”. If you scam, blatantly lie to/cheat, or purposefully and personally insult (racism, homophobia, etc) users, staff, or managers, you will not be given a second chance. You will be fired on the spot. Mistakes are natural and everyone makes mistakes, but certain things will never be forgiven and a second chance will not be given. Furthermore, if you do any of the above (scam, blatantly lie, etc), you will be pursued legally by the company depending on the severity of what you’ve done.

XVI ) Nothing you do matters if you don’t get results. There's a big difference between being busy / doing lots of work and actually making progress, don't confuse working hard and doing tasks that don't make an impact for actually getting results and getting impactful tasks done. This is why section 13 is so important otherwise you won't be able to tell the difference between working hard and making a direct impact on our company's results.

If there is anything about this policy that needs clarification or if you have a general question, please contact your direct superior or Ben (@JuicedBen) through Discord.