Business Management

Team Spirit: How to Motivate Your Staff

If your salon team isn't performing as well as you'd like, it could be because of your leadership. Study the systems that will assist each employee in achieving her best: mission statement, employee evaluations, staff meetings, coaching for individuality, and rewards.

A team can’t exist in a business without systems or organization. A great team can’t exist without an owner providing leadership. While systems take time and energy to create, once in place they can lead a business to health and prosperity. Consider these following five systems that must be in place in order to create a strong team in your salon.

The Mission Statement

 

Give your team a coherent goal that directs their responsibility to the salon and each other. This common goal is your mission statement. Use it to motivate and empower your employees and attract and retain its clientele.

A mission statement should answer the following questions: Who are you? What do you do? Who are your clients? What are your goals for your business? If you cannot answer these questions, it may be time to examine your business closely and figure out your goals and expectations. A sample statement might read, “Our mission is to provide good-quality service in a relaxing environment with a friendly, neighborhood atmosphere.”

Asking your team to help create your mission statement can be a good idea. Sometimes their input helps them commit to it more fully because they participated.

Once created, your mission statement should be clearly stated on your policy manual, your menu, your recruiting materials, and in the reception area of your salon or spa. It should be a statement to live and work by. As an owner, show your commitment to your vision. As a leader, you must maintain the mission at all times and act as an example for your team.

Employee Evaluations

Employee evaluations are another crucial aspect of building your team. A strong team cannot be made of weak individuals. Owners or managers must put aside one-on-one time with all employees in order to cultivate good individuals who will in turn form a good team. Use the evaluation as a time to coach and set goals with your team members. Without goals there can be no growth.

The frequency of evaluations is important. Going a whole year without employee reviews doesn’t allow enough feedback for growth and motivation. Once per quarter is sufficient. Whatever the schedule is —

stick to it! The worst thing an owner can do is start evaluations at the beginning of the year and not continue them. Do not send a mixed message to your staff — no team can gel with this kind of inconsistency.

Employee evaluation criteria and scheduling should be explained as early as during the recruiting process. Candidates should know how much importance an owner places on performance reviews even before being hired. You may want to review the criteria you use for your evaluations so that the candidate knows exactly what would be expected of her.

A performance review can be organized in many different ways and an owner’s personality and organizational abilities will dictate how simple or detailed the process is in her salon. An employee needs to be aware of past performance and future goals, and the evaluation should be used to point out weaknesses and emphasize strengths. Review subjective and objective goals. Rate technical performance, as well as how well that employee retails, rebooks, and provides quality customer service.

Keywords:   employee issues     staff management  

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