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This would include semi-weekly to daily check-in on performance and Know your limits shirt. Requests for detailed explanations from the employee on any missed performance goals. If a potential employer called me I would provide the honest assessment that the employee was currently going through the corrective action process and if they were fired that they were no longer eligible for rehire. Then I reminded him that once we started down the corrective action process every manager and assistant manager in the building would be watching his performance closely and looking for opportunities to take advantage of his situation. This corrective action would be like the smell of blood in the waters to every close by the shark.
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Then on top of Know your limits shirt, there would be the psychological effects of the stress of being under a microscope, the stress of being fired from a job, and the sense of being a victim or a failure. When he came back to work I met with him and he told me he liked the idea of being proactive and having someone to help him out. He gave me his resignation and over the following 80+ days, I found him over 6 solid job leads, helped him improve his resume, and gave him the time off he needed for interviews. Not every manager will do this but I’ve always shared with my employees it is better to be proactive than reactive.