In a large skillet, combine pork, beef broth, and 1 cup tomato salsa. Add enough water to cover the pork. Cover and bring to a boil, then reduce and let simmer for 3-4 hours until the pork is tender. Preheat oven to 400 degrees. Remove meat from liquid in pot (discard liquid) and spread the meat over a roasting pan. Break the meat into small chunks. Roast meat for 15 to 20 minutes, or until brown and crispy.
Warm tortillas and place the carnitas on top of the tortilla. Top with salsa, grated lettuce, beans, avocados, and grated cheese.
I have had very few times in my life where I have had to file a complaint with the Better Business Bureau (BBB), but it has happened. Here is the why, when, and how to filing a complaint against a company with the BBB.
Keep in mind that the BBB cannot file legal action against the company, but they can act as a third party for dispute resolution, especially if you are not getting anywhere with trying to work directly with the company. The company does not have to respond to the complaint, and if they don’t, or if their response is not to your satisfaction, you can bring legal action against the company on your own, but that is our discretion. If you choose to do so, I recommend seeking legal counsel prior to moving forward.
If you have had interaction with a company where the company has not met your expectations, within certain parameters, then you should file a complaint with the BBB.
They did not fulfill a promised price for a product/service
They did not fulfill a contractual commitment (i.e. they did not deliver goods or services or they did not honor a warranty)
You believe you have been the victim of a scam
They misused your personal information without your authorization or consent
They misled you through what they told you, or through false advertising
Please note that there are some disputes that the BBB does not handle, such as employment, debt collection, discrimination, health related disputes, or any complaint where litigation has been involved.
Before filing a complaint with the BBB, there are a few things you should do to attempt to resolve the issue:
Contact the business, at least one time, to attempt to resolve the issue through their channels
Track all communication you have had with the company, including dates and times of what was supposed to happen and did not; dates, times, and whom you spoke with about the issue; what the company offered to resolved the issue, if anything
Ensure you know the address of the business you are filing a complaint against, and their headquarters information if applicable
Keep in mind that the BBB is there to help you resolve the dispute if you have not been able to resolve it yourself, so having all of the documentation you can is very important.
Here is a step-by-step process to filing a complaint through the BBB.
You can also look up a business, their BBB rating, the complaints filed against the business, and their responses to other complaints. This is helpful when looking for a new company to do business with whether it is for work on your home, financial services, or really anything you need to use a company’s services for.
When integrating new technology and systems, especially across multiple locations, virtual training is one of the easiest ways to train all employees. Virtual training can be a great asset to the trainer and to the employees as this allows information to be given to multiple business locations simultaneously. This also allows all employees to interact and ask questions that pertain to their specific location that someone else may not have thought of yet. Virtual training can be conducted through various systems, such as Ready Talk or WebEx (there are tons of other virtual training mediums out there).
Typically, I like to have a deck, or at least an outline, prepared of what I want to talk about and cover. When training, especially on a specialty program such as a CRM, I like to conduct the training live while going through the program. This will help the trainees see exactly how to get someone in the system or how to run specific reports. Employees can also speak up during the training to ask questions and to ask for clarification on how to get to a certain part of the system.
As with any type of training, the trainer should focus the items being covered on what the trainees will use the system or technology for. Directors and executives will typically use a new system in a different way than customer service employees (i.e. for reporting purposes), so these trainings should be scheduled with a smaller timeframe. Employees using the system to input data, run reports, or manage the system on a consistent basis will typically require a longer training time to go over all details.
Setting up virtual trainings is just like setting up classroom trainings. The employees for the training can meet in one meeting room and have the training up on a large screen so everyone can view what is going on. Or, the employees can log in from their own computers to view the training. One of the largest challenges I have found with virtual trainings is to schedule a day and time when everyone is available (and to get everyone there). It is much easier to blow off a meeting with the organizer is not physically present in the room.
Another challenge with virtual training is that the trainer cannot see the trainees and cannot see if they are being distracted by emails, their phones, or even each other. Taking role call in the beginning will help determine participants for each training. With virtual training, the trainer should be available for additional questions and/or issues from employees.
A SME, or Subject Matter Expert, should also be trained in each location so they have knowledge on the entire system so that any employees who have questions about the system (or suggestions on how to improve the system) can be taken to one person in the location. This will help with the chain of command in the location and will decrease the amount of inquiries to the trainer to help keep him or her from becoming overloaded.
With all trainings, the trainer should have a survey for all trainees to fill out to rate the trainer, the overall training, and to give comments and suggestions for future trainings. I use these surveys to hone my own trainings skills, to refine the training, and to get additional information out to employees they may be requesting.
Cook the egg noodles per the instructions on the package until cooked thoroughly, and drain. Put the turkey and onion into a skillet or frying pan and cook until turkey is evenly brown and onion is tender. Mix in the bouillon. Stir in the cream of mushroom soup and water into the skillet; cook and stir frequently until heated through. Season with paprika and salt. Mix meat mixture with egg noodles, or serve over egg noodles.
Hands-on training is one of the most common ways a business can train and prepare its employees to be successful when integrating a new technology, system, or process, and is almost always the best option when a new system or technology is integrated into a business. This avenue for training is also the best way to work with employees who may be technology-challenged so the trainer can see where individuals may be struggling so the training can be adjusted to add additional time for certain tasks.
With hands-on training, one or two head trainers can train everyone within the company. This is easiest when the trainer(s) are only working with one business location, but is possible with multiple business locations. However, this type of training will require travel and time in each business location for the trainings. Scheduling with multiple locations may prove to be challenging, especially if key employees are unavailable due to their own business travel, time off, or other business obligations.
Classroom trainings are best with this type of training program. The amount of time the trainer will need to stay at a location will depend on how many classes will need to be held to accommodate all levels of employees in the company. The classrooms should be setup based on how the employee will use the CRM. Typically, directors and executives will be in a different classroom training than other employees because they will generally use the system in a different way than other employees (usually more for reporting purposes). Other groups should be setup based on how they will use the system as well. It is usually by department as finance will use most systems differently than customer service, and so on.
Occasionally, depending on the type of system, some employees will need one-on-one training. This usually occurs when one person will oversee the system and become the SME, or Subject Matter Expert, for that business location. This will give one person in-house that everyone can go to with questions or issues with the new system. Structuring this type of chain of management will decrease questions and issues to the head trainer.
The length of the trainings will be determined by the amount of information that is needed to be given to that specific group of trainees. High-level trainings (i.e. for directors and executives) will likely be much shorter than for those who need a more comprehensive training on the system. In this training environment the trainer is also able to see if trainees are distracted and can help keep attention to the task on hand.
The trainer will likely need to stay for a few more days to ensure all questions are answered and that the new system works properly on all computers. The trainer will also need to be available to all employees for additional questions or issues that may come up. For employees who do not consistently use the new system, additional refresher training may also be needed. This is where the SME for this location can help greatly. The SME can schedule periodic refresher trainings and communicate requests for changes or upgrades to the system.