@imyoungvibe: GABISA GW AMA ISEL PLS DIA BAHAYA BGT 😩❤️‍🔥 #giselle #giselleaespa #aespa

aeningking👑

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Region: ID

Saturday 24 August 2024 16:16:12 GMT

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Comments

yourdestiny🍒 :

Helpppp

2024-08-24 17:31:48

2

nanina :

OMG

2024-09-23 02:17:47

0

ice :

penasaean gimana reaksi sunbae² sama se line nya tentang perform yg ini😭

2024-08-24 18:14:15

48

NRH1012 :

kagak sanggup gue giselle

2024-08-24 16:57:07

57

tiaa۫ ꣑ৎ :

MAMI GISELLE??😭😭

2024-08-24 16:23:57

56

naw :

looknya padahal sangat princesss tapj memang AURA gabisa bohong🥵

2024-08-24 23:08:58

26

Moonaeri :

bahaya banget 😭😍

2024-08-24 17:00:29

18

민둥쿵야 :

애리야 나 꼬시지마

2024-08-24 16:22:35

6

karin :

ampun sell, ga kuat pusing banget 😭

2024-08-25 05:36:42

4

aiguyaaa :

mimisan gue keknya

2024-08-26 13:16:35

0

Wnura :

@itsmeee🍃

2024-08-25 01:08:21

0

🐍sky32🐍 :

🔥🔥🔥

2024-08-24 22:14:57

2

Kimzhuo :

triple kill😭 blondeselle+gaun merah + dopamine 💥🔥

2024-08-25 01:24:14

3

maknae4th :

😭😭🔥🔥🔥🔥

2024-08-24 17:38:06

3

𝐛𝐚𝐛𝐞𝐬𝐲𝐧𝐧♡ :

🔥

2024-08-24 17:33:16

1

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Other Videos

حتى بعد لا ياكل تراب منها👍🏻. #نايف_حمدان #فالح_بن_ذعار #هداج🦯

حتى بعد لا ياكل تراب منها👍🏻. #نايف_حمدان #فالح_بن_ذعار #هداج🦯

It should never take more than two months to fire someone at work. If it does, you’re doing it wrong. Fortune's article outlines a straightforward approach to handling underperforming employees. Here’s a basic breakdown: 1. **Training**: Ensure the employee is properly trained to perform their job. If they’re underperforming, they might blame poor training, so proper onboarding is crucial. 2. **Verbal Warning**: Schedule a meeting to give a verbal warning. Create a simple document outlining their strengths, areas of improvement, the impact of their performance, and a plan for improvement. Set a follow-up meeting 30 days later. 3. **Follow-Up**: In 30 days, evaluate their progress. If they’ve improved, praise them and schedule monthly check-ins. If not, prepare a written warning. 4. **Written Warning**: If issues persist, issue a written warning detailing the problem, the timeframe for improvement, and a plan to fix it. Schedule a final review meeting two weeks later. 5. **Termination**: If there’s no significant improvement after the final review, conduct the termination meeting. Be clear and concise about their inability to meet objectives and end the employment professionally. This method allows for clear communication, provides ample opportunity for improvement, and avoids prolonged uncertainty. It’s a straightforward process to either get an employee back on track or part ways if necessary. Share your experiences with this approach or any alternative methods you use. #FiringProcess #EmployeeManagement #HRTips #WorkplaceLeadership #PerformanceReview #Termination #EmployeeTraining #HRAdvice #ManagementSkills #WorkplaceCulture #Hiring #StaffDevelopment #LeadershipTips #EmployeeRetention #WorkplacePerformance #HRStrategies #TeamManagement #EmployeeFeedback #WorkplaceIssues #CareerDevelopment #WorkplaceSuccess #ManagementTips #HRBestPractices #EmployeeSupport #workplacedynamics

It should never take more than two months to fire someone at work. If it does, you’re doing it wrong. Fortune's article outlines a straightforward approach to handling underperforming employees. Here’s a basic breakdown: 1. **Training**: Ensure the employee is properly trained to perform their job. If they’re underperforming, they might blame poor training, so proper onboarding is crucial. 2. **Verbal Warning**: Schedule a meeting to give a verbal warning. Create a simple document outlining their strengths, areas of improvement, the impact of their performance, and a plan for improvement. Set a follow-up meeting 30 days later. 3. **Follow-Up**: In 30 days, evaluate their progress. If they’ve improved, praise them and schedule monthly check-ins. If not, prepare a written warning. 4. **Written Warning**: If issues persist, issue a written warning detailing the problem, the timeframe for improvement, and a plan to fix it. Schedule a final review meeting two weeks later. 5. **Termination**: If there’s no significant improvement after the final review, conduct the termination meeting. Be clear and concise about their inability to meet objectives and end the employment professionally. This method allows for clear communication, provides ample opportunity for improvement, and avoids prolonged uncertainty. It’s a straightforward process to either get an employee back on track or part ways if necessary. Share your experiences with this approach or any alternative methods you use. #FiringProcess #EmployeeManagement #HRTips #WorkplaceLeadership #PerformanceReview #Termination #EmployeeTraining #HRAdvice #ManagementSkills #WorkplaceCulture #Hiring #StaffDevelopment #LeadershipTips #EmployeeRetention #WorkplacePerformance #HRStrategies #TeamManagement #EmployeeFeedback #WorkplaceIssues #CareerDevelopment #WorkplaceSuccess #ManagementTips #HRBestPractices #EmployeeSupport #workplacedynamics

40 weeks & counting i guess 👍🏽

40 weeks & counting i guess 👍🏽

#تركي_الميزاني #fyp #fypシ゚ #foryou #viraltiktok #تركي2000 #عبارات #قصيد #شعر #dancewithpubgm #explore

#تركي_الميزاني #fyp #fypシ゚ #foryou #viraltiktok #تركي2000 #عبارات #قصيد #شعر #dancewithpubgm #explore

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