heather223
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cookingwithlove said:Heather, I editted mine too. It pretty much rehashed what you wrote and I don't want you to have to defend yourself later. Hopefully things will work out between the 2 of you.
The first step is to remain calm and professional. Avoid getting defensive or confrontational. Instead, have a one-on-one conversation with your downline and explain how their actions made you feel. Be specific and provide examples. Encourage open communication and find a solution together.
It is best to address the issue in private. This will avoid any embarrassment for your downline and allow for a more open and honest conversation. However, if the behavior has affected the entire team, it may be necessary to address it in a group setting.
Set clear expectations and guidelines for your downline from the beginning. Make sure they understand the consequences of their actions and the impact it can have on the team. Encourage open communication and provide support and guidance whenever needed.
If the behavior of your downline is affecting the entire team or is a serious issue, it may be necessary to involve your upline or higher management. However, try to resolve the issue within your team first before escalating it.
It is important to approach the situation with empathy and understanding. Avoid blaming or shaming your downline. Instead, focus on finding a solution together and maintaining open communication. Remember that your downline is a valuable member of your team and maintaining a positive relationship is crucial for success.