I believe that in trying to grow a successful business salon owners sometimes forget the personal and professional needs of the people that work in our salons.
Owners must rely heavily on their hairdressers’ abilities to keep customers coming back time and time again. We must address the challenges of avoiding staff turnover. There are many reasons hairstylists keep changing jobs: perception that they can earn more money elsewhere, unwillingness to contribute to a team culture, inability to communicate with the owner and salon gossip.
I hope the following tips will help salon owners bridge the gap between staff and management.
1. Recognize great work.
Sometimes a little pat on the back and praise for a job well done can be a great motivator, either in person or in writing.
2. Provide a positive and professional salon environment.
Create conditions that foster loyalty by creating a work environment where it’s fun to go to work every day. Make sure that when you add a new member to your team that they will be compatible with other team members. Create a working environment based on trust, not fear, and make their jobs fun and fulfilling.
3. Offer ongoing Education.
Invest in educating your team. As leader, it’s your responsibility to give them the educational tools and support by helping them maximize their full learning and earning potential. Sometimes it’s good to bring someone from the outside to show your team you care about their growth and development.
4. Mentor your staff.
Offer guidance and support by helping staff improve their skills and self-confidence. Show them how to be successful. You get the best of others when you give the best of yourself.
5. Keep staff busy.
Salon owners need to work hard at promoting and marketing his or her business to keep hairstylists busy. You must make sure you measure the customer return rate and referrals of your staff as well.
6. Invite employee feedback.
Let your staff know that your door is always open if they have concerns. Tell them that you value their suggestions and opinions. From time to time ask them individually, “How am I doing as your boss?”
7. Clearly define job duties.
How can you expect your team to perform if they do not know your expectations and how they will be measured? Your employee handbook should be the foundation for training and educating your team.
Published with permission from Jon Gonzales. Gonzales is a business consultant, trainer & speaker to salon owners and hairdressers. Visit his blog for more free business tips: https://hcds4you.com