We are not responsible for lost or damaged packages. There is tracking & insurance on the packages. Email me at is free shipping on purchases over $65. I will work with you to be fair if it is my mistake & I will send you a new shirt or item you ordered. Everything is custom made, so make sure you look at the product before you order, verify the size chart & verify our emails for custom orders. We currently are not taking returns, only exchanges on items that were wrong from us or we damaged. I then put a copy of the email in their personnel file for documentation and later reference.All sales are final. NOTE: Once again, I email the individual, summarizing the objective and outcome of the meeting and thanking them for their participation. Give them the choice to comply or leave and then ask what their decision is.Let them know the consequence if this problem is not resolved immediately.(It’s important I keep them on track and not allow them to avoid taking responsibility by blaming or rationalizing.) Ask them why this problem has not been corrected.Inform them that there is no possible excuse for this behavior continuing.Remind them that this problem has been previously addressed.At this meeting, I will take the lead – I control the meeting. I still want the individual to sit between me and the door, but now I want to sit on a higher level than the individual. Remember earlier when I spoke of too much “Standards” and there’s no heart – too much “warm and fuzzy” and there’s no Standards? This is a situation in which I’ve already shown the heart at a previous meeting and now is the time to uphold the Standards. I need to make sure I am able to respond and not react (I have a tendency to become frustrated when an individual is given an opportunity to experience a work environment like Open Heaven and then takes it for granted). It’s time for them to decide whether this is where they want to work.įirst, I want to “check” my emotion at the door. Since the individual has already been given a “first chance,” I am not going to “beg” the individual to get on track. They know they’ve done something wrong.Īt this meeting, I want to “cut through the fluff.” Time has already been spent in one or more of the previous types of meetings to solicit problems and offer support and clarification. When Standards or CORE Competencies have been violated, an employee is usually not surprised when called to this type of meeting. In essence, this is a “second chance” for the individual to get on track. This meeting has usually already been preceded by a “Red Flag,” “Performance,” or “Setting Fires Under Their Feet” meeting. This is an example of an individual who is either incapable or unwilling to “get on board” with the program. This type of meeting is used after an individual, or group of individuals, have already been informed or warned of a behavior or attitude that needs correction, but the individual continues to commit the same offense. A “Come to Jesus” meeting is used for gross or flagrant violations of standards or CORE Competencies.
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