Your Career at Kotn
We want Kotn to be a place of long term growth for our team members, and to keep them engaged and challenged as they grow. We aim to accommodate different backgrounds, learning styles and to build a culture of internal growth and promotion.
Your direct manager is meant to be your coach and resource in succeeding at Kotn. Managers and team members will be in frequent communication with each other on status, priorities, changes & updates, roadblocks and wins.
ANNUAL REVIEWS
Aside from the 90-day probationary check-in, Kotn completes Team Member reviews on an annual cadence. Reviews may happen outside of this frequency based on promotions, role reclassifications or other changes to employment status.
Kotn’s aim in the review process is to focus on providing role clarity, setting team expectations, and setting up individual team members for success in the coming year. They are not meant to be punitive or focused on faults, but an opportunity to discuss growth opportunities and make a career plan with your manager.
It should be noted that we do not automatically provide remuneration changes during reviews.
PERFORMANCE, IMPROVEMENT AND DISCIPLINE
At times, there may be circumstances where it is necessary to mitigate negative behaviour or reset role expectations as they impact the team or Kotn. If your performance is not aligning with your role expectations, Kotn will follow a performance improvement process with the following steps.
Verbal Note of Caution: This is a conversation between you and your Store Manager or the Area Manager for your city. The objective is to discuss the incident and agree on a corrective course of action. Though considered a verbal note, paper documentation must be completed to hold both parties accountable. This should be kept on file by the Market Lead and a copy e-mailed to the Senior Director of Retail.
Initial Written Note: This is an initial written note paired with a conversation between you and your Store or Area Manager. The objective is to discuss and record more in depth, the incident and corrective course of action as the incident persisted. This should be kept on file by the Market Lead and a copy e-mailed to the Senior Director of Retail.
Final Written Note: This is the final written note paired with a conversation between you and your Market Lead or Manager. The objective is to discuss the incident and review consequences if there is failure to improve. This written notice serves as a final chance.
Termination: This will be the result if you are unwilling to follow through on the course of action to correct against previously recorded incidents within the allotted 6-month time period.
Please note there are certain acts where a second chance cannot be provided. These are violations where actions or intent are so serious that immediate termination would be necessary without any notes of caution. In these rare circumstances, your Store or Area Manager or the Senior Director of Retail may take immediate action to terminate your employment.
Please note that our aim with performance improvement plans is to enable you to succeed. Our ideal outcome is that you will complete the performance plan successfully and continue to be a contributing and engaged member of our team.
CONFLICT RESOLUTION
Conflicts can occur in any workplace. If a team member finds themself in conflict with any other team member(s) that is unresolved with conversations, clear feedback and a focus on aligned goals, they should seek help from management quickly so as not to let it grow into something irreparable. The manager’s role is to help you strategize a healthy solution appropriate to the situation. This may involve such things as advice on a new approach, mediated discussion between conflicted parties, or intervention. If the conflict has given way to what may be harassment, then all steps will be taken according to our violence and harassment policy.
TRANSFERS AND PROMOTIONS
Promotions are generally completed in alignment with Kotn’s annual review timeline or based on company need. We do our best to foster a culture of internal development and Team Member promotion.
Team Members may be considered for transfers to new markets or to HQ. For any internal applications to HQ; Team Members should consult their Store Manager before applying in order for Market Lead to connect that Team Member with the HQ Hiring Manager should you be a good fit for the role. Kotn does not provide a relocation stipend to team members to move to positions in other markets or to HQ.
REHIRING
Should you wish to return to Kotn after leaving, regardless of length of service or time away, at minimum you will be required to participate in at least 1 formal interview with the direct report of the role you are applying to.
Your length of service with Kotn would restart from your rehire date should you leave Kotn for any length of time. You would not be given credit for your previous service of employment with Kotn.