Quote:
Originally Posted by sweetwater
If I get very, very calm then it is time to get very, very scared. I ask for not one, but two people to listen, and I write down both names, ask if that is enough identification or if I need to get their employee ID's, and ask them to verify the date and time that I presented my complaint to them. I am very polite but I have shark eyes on. I ask for written proof of any policies. As long as I am convinced I am right (and vomit covered 'new' gifts would make me believe so) then I'm there. Oh, and after the problem is resolved, I often write it to the Big Offic to thank the one who fixed it but suggest they revise their practices.
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Being calm didn't work. Taking names is of no interest to me because I don't want to "report" people, I just want my issue resolved. I don't care what your policies are because you ADMIT that you are at fault, and you WILL FIX THIS.
I don't go immediately into yelling; first I present the facts of the case, clearly. Having stated the facts, I give them an opportunity to do the right thing. If I have to, I make it absolutely clear what needs to be done. If I have to, I let them know that I will not settle for anything less than WHAT IS RIGHT.
IF, and only if, you have to be yelled at in order to get motivated, than YOU WILL GET YELLED AT. That is YOUR CHOICE.
Eventually the problem gets fixed. YOU introduced the necessity of yelling into the equation.