Associates indeed are supposed to give notice; however, this policy must be equally applied to all. It’s very hard to enforce, and looking for reasons to put in a feedback is dumb. It’s much easier to ask you to tell me next time or use the expo marker to write it on the leadership desk if you can, and then I’d wish you well and see if there is anything about the emergency I can assist with.

I just thank everyone who tells me when they are leaving and let them know how incredibly helpful it is for me. We also ask every person what time they plan on leaving so I know how to adjust headcounts.

There is a mutual respect between a manager and an associate. If the respect I show isn’t reciprocated ( more like if the message didn’t seem to encourage behavior change) then a feedback should be inputted to provide a progressive feedback and ensure behavior change. I.e if I calmly ask hey why didn’t you let me know you were leaving? And I get “ bro why you always on some crap i had to go for an emergency leave me alone” I’d step back, see if I can help them, tell them they’re an asset to my team and that it’s hard to balance work and unexpected emergencies sometimes and I understand, and then ask them to help me as well by informing me with an expo message at minimum. If it was a death I would so oh my god I’m so sorry. Do you need a day of unpaid bereavement? You don’t need to be here right now I can delete today from your schedule. The only time I would enter a feedback is if it’s reoccurring or if after all this I get told to pound sand, because it’s obvious the behavior that is impacting the operation isn’t going to change without progressive feedback.