Salon Management

How to Conduct an Effective One on One

by Allan Labos | July 12, 2013

For the most part, having a 15-30 minutes catch-up conversions with team members—one on one—are extremely productive and they provide you with a great venue in which to acquire the pulse of your team and their customers. These meetings also produce the necessary information on where to focus some of your ongoing attention as the leader of your salon..


Take these meetings seriously, be attentive, stay open to different points of views and you will be pleasantly surprised with the outcome.


Elements of an Effective One on One:


Start with a Question: In general, this should be a catch-up-on-life kind of a question, such as “How are things going?” This gives everyone a chance to voice any topics of interest and to let you know of any personal accomplishment, such as new house, new far, family celebration, new diet or exercise regimen, etc.


Narrow the Focus: Now ask a more specific question, such as “Where have you exceeded expectations this month in areas that may have gone unnoticed?” This is a perfect time for a genuine, “Thank you.” And to acknowledge your appreciation for going above and beyond. Having team members take ownership of a situation that sprung up and was quickly solved, shows loyalty and the ability to see the bigger picture.


Turn the Tables: Now ask a third question. “What new tools, support, training are now needed to advance better delivery of service?” Here, issues that have gone unnoticed by management which can be quickly and cheaply resolved can be brought up—issues such as faulty outlets, leaky hoses, lighting, a needed education class.


From the Team Viewpoint: Now ask a question that brings out the team spirit in the individual, such as: “In respect to your team, what tools, support, or training could be of assistance to help delivery a better service?” it’s always easy to see change required by others to make things happen, while it’s more difficult to see the change needed in one’s self.


From the Individual Viewpoint: Now ask your team member, “Where have you been challenged since our last meeting, and how will you proceed differently going forward?” This encourages your team member to setp outside their comfort zone and show they are willing to raise their person bar.


From Your Viewpoint: At this point, it becomes your turn to share news, express your wishes on where you would like to see progress. This is also a great opportunity to share numbers on retail, referrals, rebookings, etc.


Final Stage: Now is the time to set goals, as well as pick the agenda, time and place for your next one-on-one meeting.


Tips for Conducting and Effective One on One


  • ·Choose a location where a private conversation can take place with little to no interruptions.
  • Make sure everyone is comfortable and in the moment. There is no point in conducting a meeting if either side is not giving it their best. Detailed notes should be kept for future reference.
  • Be prepared to hold these meetings frequently and give advance reminders, on times and locations.
  • The first few questions as listed above are geared to getting everyone relaxed, always stick to this format.
  • After the initial few monthly meetings, your team will learn what to expect and will start coming prepared.
  • Take detailed notes of these meeting and follow through as soon as possible in accomplishing items that you commit to solving.
  • Remember, your team member’s perception of a situation is their reality. Be attentive, not defensive.  
  • Use these meetings to learn and identify strengths and weakness.
  • None of us is perfect and we don’t see things exactly in the same way.  The ability to embrace and encompass other points of views will further establish your success as a leader.
  • Always end all your communications with a genuine positive comment. Make sure to schedule your next meeting and agree on the actions that will take place before then. Stay committed.

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