ljeffries
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This is what I'm talking about, thank you!! I posted this before: I had one person tell me she got a lawyer friend of hers to look at our agreement and no where does it say on there that she had to do the 4 shows. (grrr) I loved the wording in the letter though...pamperedlinda said:okay, it was Janice. Here's the thread: http://www.chefsuccess.com/f10/you-have-see-one-15235/
maybe you can get some tips from this one.
Really, I though that it did. I'll have to look at that next time I order some agreements.Addie4TLC said:This is what I'm talking about, thank you!! I posted this before: I had one person tell me she got a lawyer friend of hers to look at our agreement and no where does it say on there that she had to do the 4 shows. (grrr) I loved the wording in the letter though...
Unfortunately it doesn't so technically anyone can do this.pamperedlinda said:Really, I though that it did. I'll have to look at that next time I order some agreements.
You're right, I've had two consultants sign up with me that had been with someone else who was "mean" to them because they didn't work that "their" pace. Everyone is different. You have to work closely with the ones who really want to work their business but also try to keep the others motivated. Some work on and off and are happy that way.lockhartkitchen said:It two and half years I have recruited 3 "kit nappers". We can invest our time and do what's expected of us and then there is a point when you realize they have no intentions of doing PC. We can not force someone to do it. We can let them know that if life takes them our direction again, we're here to support them.
Inactivity for a new recruit is typically defined as not completing any tasks or making any contributions to the team or organization within a specific time frame, usually within the first few weeks or months of joining.
Inactivity for new recruits can be a concern because it can indicate a lack of engagement or interest in the team or organization, which can ultimately lead to a high turnover rate or decreased team productivity.
Inactivity for new recruits can be addressed by setting clear expectations and goals for the new recruit, providing proper onboarding and training, and regularly checking in with the recruit to ensure they are adjusting well and have the resources they need to be successful.
If a new recruit is inactive, it is important to first understand the reasons behind their inactivity. This can be done through open and honest communication. Once the reasons are identified, steps can be taken to address the issue, such as providing additional support or adjusting expectations.
While it is not always possible to prevent inactivity for new recruits, there are steps that can be taken to decrease the likelihood of it occurring. This includes having a thorough and effective recruitment and onboarding process, providing clear expectations and goals, and fostering a positive and inclusive team culture.