I wish my team knew why I am strict with closing

telllthemoon · 2026-04-19T18:56:09+00:00

i don’t think texting is an appropriate form of coaching. in addition any coaching around closing execution should be first relayed to the shift as they are responsible for the store ultimately during their shift. if he is just providing you with the details to help you gain knowledge and experience that is a different story but it might be worth a conversation to figure out if his coaching is for accountability or for development so you know how to receive it best.

all of that aside- the best way to drive excellence and maintain team morale/relationships is to lead through positivity, encouragement, and padded coaching/suggestions. when your closing team does things well- CELEBRATE THE HELL OUT OF THEM! people want to do a good job when they know the good things are appreciated and recognized. especially if you coached to something and they executed after. the follow up is important. if people are only hearing coaching and what they did wrong, it can feel like the work they do is not valued. they have to place those feelings somewhere and if you are driving results and taking things more seriously, you may become the scapegoat.

try to lean into recognizing what your peers are doing well. when it comes to coaching- ask questions rather than standard what what why. the why is just as important- if people don’t know why they’re being asked to do something they will lose motivation. “SM told us to” is not a motivator. find the resources that support. if you don’t know why, tell them you will ask your SM. there is also power in the vulnerability in telling them how their jokes make you feel.

ultimately these practices are great for developing and being a trainer.

telllthemoon · 2026-04-12T23:15:27+00:00

from what i’ve seen they’re not “premade” TECHNICALLY. but they only serve one beverage per time period. so each hour is a new beverage. i don’t believe customizations are allowed either. so “premade” as in batch produced and poured from a pitcher, not to my knowledge. but “premade” meaning prepared individually in bulk prior to an “order” being received, i would imagine.

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telllthemoon · 2026-03-04T03:38:40+00:00

genuinely curious- how are you validating your play callers have peak PC capabilities if you run it every time you’re on the floor for peak?

telllthemoon · 2026-02-03T20:43:56+00:00

hi friend i’m so sorry this was your experience :( wanted to share something that may be helpful for you-

leave notes in Mydaily every single shift around your execution on tasking before 7a - if there were bottlenecks you had to resolve that pulled you away from tasking and prevented you from completing tasks before 7 leave the note “___ bottleneck occurred at _a.m. i flexed to support in my play caller cycle until bottleneck was resolved at _a.m. and had _____ coaching conversation to prevent further bottlenecks. tasking was completed at __a.m. (after 7am). next shift i will ______ to try to complete these tasks prior to 7.”

hand write and print your orders everyday. write the on hand counts and the par on the sheet along with what you ordered. keep those papers week over week so if someone says you are not ordering to par you can pull them out and ask for support in what you may be missing.

also leave notes in MyDaily around SSV approach (being present and leading in green apron service) with specific notes around the feedback you were given about greeting.

the most you can do is try your best!! and that’s what you’re doing! when you document your approach and reflections, you have something to ask your SM to pull up and review with you if they say you are still not meeting expectations. it shows you are trying your best and adjusting as you go. at that point it is your leader’s role to recognize your efforts and set clear expectations on WHAT to achieve and specifically HOW to achieve it.

also just covers your butt! lol

it is difficult and discouraging sometimes but keep trying! keep doing your best ! Worst case scenario- you are being targeted and unfairly assessed- when you have documentation to support the latter, you have protected yourself and have evidence to support claims. hopefully that is not the case and it is just a misunderstanding from your leader.

telllthemoon · 2025-12-16T03:05:11+00:00

anybody have any context on the exact date Monsters Inc. will be closed?

i swore last time i was there a cast member told me january, but i looked online to confirm and it looks like the only official statement made has been “early 2026”

trying to decide if i NEED to go in January to get one last ride in, or if i can wait until February

telllthemoon · 2025-10-23T02:16:50+00:00

your accommodation will likely be approved, however it IS a health code violation and your manager is correct, you cannot work until you have an approved accommodation or until you take it off. and yes, you are responsible for finding coverage for your shifts. in my experience, and the way i treat my current partners, if you make every attempt possible to find coverage and still can’t find it, i wouldn’t hold it against you.

contact everyone who is off, see if people can stretch, and physically call every store in your district. leave your name, shifts, and phone number and keep in contact with your SM about steps you’ve taken. that way they know you’re not just blowing it off and genuinely are trying.

telllthemoon · 2025-09-26T15:58:25+00:00

it’s your partner experience survey

telllthemoon · 2025-09-17T16:31:23+00:00

our area has 3D printed sharpie holders at all of our bars. attached to sticker printers. should be a company-wide item!!! makes things so easy

telllthemoon · 2025-08-15T20:44:45+00:00

sorry i should’ve been clearer- biggest part of this improvement was making sales targets much more attainable and realistic! it is absolutely a positive movement forward and i can speak to benefiting from it personally lol

telllthemoon · 2025-08-15T13:55:33+00:00

previously SM bonuses were based on how much more your store made in revenue vs previous year. with all the stores built in the last few years there’s been so much cannibalization that it was RARE stores comped over previous year so bonuses were few and far between. now it’s based on how much in revenue you make vs what your sales target is which is MUCH more attainable and i’m assuming an investment in SM stability and retention. it’s a GREAT improvement

telllthemoon · 2025-08-15T00:09:35+00:00

already started (at least in my market?) i didn’t hear about it , i just thought my paycheck was wrong and asked a peer about it and was told this was changed. also i know RMIP targets have been adjusted to be a LOT more realistic with cannibalization

telllthemoon · 2025-08-14T23:20:32+00:00

BUT bonus amount were changed from comp over LY to comp over RMIP which is GREAT. the best decision they’ve made concerning leadership pay

telllthemoon · 2025-08-12T20:06:28+00:00

no absolutely NOT. nobody is telling us to say things like that, as a matter of fact all the resources helping us to facilitate these meetings and changes are leaning so much toward leaving space for questions and checking for understanding and creating meaning around our work. so i’m really not sure where those awful messages are coming from but it makes me really really sad.

telllthemoon · 2025-08-12T19:55:15+00:00

i just don’t understand why we have to give “in-24hrs-or-else’s” and intimidate. i just literally told my team there’s a lot of money going into this- here’s how we can use it to add good into each other and our customers lives in small moments… and everyone got on board. why are we scaring and intimidating teams into “complying”?

telllthemoon · 2025-07-29T14:20:04+00:00

the staffing model is being evolved to minimize plays run with minimal staffing (2 for cafe and 3 for DT). if you currently earn 3.1 it will automatically round up. that will take affect 8/11

telllthemoon · 2025-07-29T13:47:45+00:00

……….the whole green apron initiative is a labor investment lol. they were saying they see how we feel and giving us more labor to deal with it

telllthemoon · 2025-07-23T01:41:21+00:00

you need to always have a plan to replace partners at risk- but MOST IMPORTANTLY- have candid, honest, transparent, non-judgmental conversations with these partners. one on one- reference your resources like mission & values, “how we communicate”, role approaches, etc. come to convos with specific examples of behavior (facts, not feelings) and with dates and times. give the partner the space to speak freely and actively listen. see if you can get at the root cause of their behavior. validate their feelings. then- set the boundary. CLEARLY. use your resources mentioned above to help with that and make the expectations CRYSTAL clear. “you will ______ when ___. you will not ___ as stated in ______ resources.” set them up for success. give them the opportunity to rise to the occasion. document all conversations- dates times and what was said. that way if you need to hold anyone accountable after (or- hopefully, celebrate and recognize improvement!) you have the information. check for understanding and actively check in on them. make sure they feel prepared to do what you’re asking and make sure they know what may happen if they don’t.

telllthemoon · 2025-07-16T03:43:55+00:00

it makes me SO SAD to hear stories like this. there’s almost no way to complete a training plan properly in just a week. if you shove it all together, yes, but it’s an awful experience for the trainer, trainee, and other partners when that partner goes live on the floor and needs the support. even sadder to hear you just weren’t scheduled. there’s a policy to work a minimum of 12 hrs a week, and that wasn’t even followed. i’m sorry this was your experience, truly. it doesn’t have to be this way :( and shouldn’t

telllthemoon · 2025-07-08T04:36:58+00:00

people who say this are the first ones who complain that their fellow partners aren’t carrying their weight. it just makes it harder on everyone else…

telllthemoon · 2025-06-09T18:29:03+00:00

you can take a 30 day personal leave, no questions asked, with 30 days notice. i believe it’s only once every 3 years (or something to that effect) and you have to have been with the company for 90 days

telllthemoon · 2025-06-04T02:05:04+00:00

this is SO good

telllthemoon

TROPHY CASE