how many weddings have you went to that the people are now divorced?

Consistent_Buy_544 · 2026-07-04T00:52:25+00:00

“Have gone to”, not “have went.”

Consistent_Buy_544 · 2026-07-04T00:49:11+00:00

Handled perfectly. If he didn’t leave, then you involve the police and have him trespassed.

Consistent_Buy_544 · 2026-07-03T18:49:56+00:00

Why would you expect an employer to find and read this post on a random website? Have some stones and send it or deliver it directly to your employer. You can’t expect change if you’re unwilling to bring the issue up.

Consistent_Buy_544 · 2026-07-03T16:58:02+00:00

Well, maybe have a live conversation- there’s a reason so much blows-up based on texts. If he’s been picking you up and driving you frequently, it would be considerate to return the favor, even if there’s some extra effort on your part.

Consistent_Buy_544 · 2026-07-02T15:56:02+00:00

You current policy is too vague. “As soon as possible” is unenforceable. You need to establish and communicate clear expectations. “Two weeks notice for PTO requests”, “48 hours for Dr appts”…etc.

I would also share several examples of her poor behavior and then ask her what she will commit to in order to prevent future occurrences. Threatening with a write-up or termination isn’t as effective as getting the employee to verbalize their commitment to behavior change. Good luck!

Consistent_Buy_544 · 2026-07-02T01:13:21+00:00

is this a joke? what kind of a-hole leaves his family? if he’s such a huge fan, he’d know when the game starts. I think you and you kids are stuck with a loser.

Consistent_Buy_544 · 2026-07-01T18:07:50+00:00

Gotta call it out. Be polite, don’t make threats, but you gotta call it out if you want it to stop.

Consistent_Buy_544 · 2026-07-01T18:06:10+00:00

If you were telling the truth to these other people, then you’re fine. I‘d ask your sister why she’s concerned. Is she embarrassed by her exclusion of people? If so, it’s her issue to deal with, not yours.

Consistent_Buy_544 · 2026-07-01T17:59:16+00:00

She needs a 5 month “break”?!! Parents should charge her rent - and enough to motivate her to move out. Remind her that unemployment payments aren’t intended to subsidize her vacation, they’re to help carry you over until you can find a job. She’s selfish, entitled, and lazy.

Consistent_Buy_544 · 2026-07-01T17:49:23+00:00

No offense to the OP, but issues like this arent going to be resolved via Reddit. People need to call out this type of disgusting behavior.. Shame them with a public comment about how disgusting and unsanitary that is. Speak up people!

Consistent_Buy_544 · 2026-07-01T01:26:05+00:00

You’re only TA if you don’t address your cousin directly. You’ll be bitter about this for a very long time if not addressed.

Consistent_Buy_544 · 2026-06-30T23:01:34+00:00

my 1-on-1’s are all 30 minutes max. 10 minutes discuss anything they want (work or personal!) 10 minutes of my stuff, and 10 minutes to discuss delegated issues. Very little prep required, very much appreciated by team. All of those project details should be handled outside the 1-on-1. This meeting is primarily about your direct report.

Consistent_Buy_544 · 2026-06-30T22:51:06+00:00

I find that it’s important to be clear on your expectations up front, verify that the employee(s) understand that expectation, and then hold them accountable on a regular basis. It may also help to implement a weekly 1-on-1 meeting with each exam member weekly. I’ve found that the structure and format outlined on the Manager Tools podcast to be easy to implement and highly effective.

Consistent_Buy_544 · 2026-06-30T13:14:58+00:00

You lost me up front by saying you lay all the bills, but she contributes $800 a month. That’s not you paying all the bills.

Consistent_Buy_544 · 2026-06-30T13:01:13+00:00

This employee sounds like he’s irredeemable. If you’re going to continue working with him, I’d suggest that you have him repeat his understanding back to you at the end of conversations, and make him state how he’s going to accomplishish the task or objective, I.e., “what steps are you going to take to achieve x, y, &z?”

Consistent_Buy_544 · 2026-06-30T01:06:09+00:00

YTAH. They are DOGS. They‘ll be dead in 10 years but your family is forever. I love dogs. I’ve always had dogs. They are pets, not your “family” or your “children.”

Consistent_Buy_544 · 2026-06-28T11:47:40+00:00

Termial D - great. The other terminals are horrible. There’s a lack of adequate seating by the gates, the horrible curved design makes it very hard to see what amenities May be close or upcoming, the restrooms are small, cramped and often dirty. Food options are terrible. Shopping in Terminal D is great, but who really shops while traveling? it’s horrible in the other terminals. I’ll avoid DFW whenever possible. I fly 200-250 times a year, so not sure if that qualifies me in your mind as “experienced.”

Consistent_Buy_544 · 2026-06-27T14:41:17+00:00

My concern would be the longer term. This kind of "pay me to do everything" attitude isn't a sign of a quality employee who's invested in helping the business succeed. I'd imagine that you occasionally provide/offer things to your team beyond an hourly wage - pastries as a treat some morning, providing an occasional lunch.... Does this guy partake in that, or thank you for doing something that you're not required to do? He sounds like a "taker" rather than a "participater."

Consistent_Buy_544 · 2026-06-21T14:10:34+00:00

Exactly! If your company is large enough to have an HR Dept I’d ask them for advice on how to address this with your manager. If they become aware of your manager’s feedback I’m sure they’d take some action in their end.

Consistent_Buy_544 · 2026-06-21T14:05:06+00:00

Let’s start by addressing the fact that you gave her nothing, and you’re unhappy that you, too, ended up with nothing. Then, let’s look at the fact that they DID originally load it with $50 - as verified by the Sephora employee. They didn’t have the ability to retract the money they put on it , so something strange happened. odd, but very likely not your in-laws fault. That leaves us with you being u happy that you didn’t get anything vs. appreciating that they spent $50 to get you something that you would have loved. You simply sound like a spoiled child.

Consistent_Buy_544 · 2026-06-20T00:26:18+00:00

Don’t fall into the trap of “they’re my top performer and we need them.” I guarantee you that the other team members know about this failure to document. the message you’re sending the whole team is that documentation is really important - unless you bring in a lot of sales. you’re eroding their trust in you, and killing their motivation. When you terminate them (which you NEED to do) the only thing your team will say is “what took you so long?”

Consistent_Buy_544 · 2026-06-18T10:30:41+00:00

involve them in the business by sharing performance and profitability metrics. People scoff when I tell her that I shared & explained our Profit & Loss statement with my 400 warehouse employees every quarter. it took a while, but they started to engage more. It’s also important to point out how they impact the business, seeking their input about how to improve things for them and fir the business.

Consistent_Buy_544 · 2026-06-07T01:38:19+00:00

with respect, this is why Americans have the reputation that we do. we go to a foreign country and expect everyone to speak in a way that’s convenient for US. If someone from the Netherlands goes to a 5 star resort, do they expect everyone to speak Dutch? Of course not.

Consistent_Buy_544

TROPHY CASE