While today’s salons stretch themselves to recruit and retain top talent, some key management practices with current staff members may help on both fronts.
Turnover in the hair salon industry is not news. It happens and will continue to be a concern to all salon owners. What is of importance is how you deal with owning and managing a successful salon knowing stylists that you have trained, promoted and encouraged, will leave.
It's time to take control, conquer your fears and shift your thinking.
Letting go of a team member is never easy, but sometimes it is necessary in order to maintain the culture and a positive environment in your salon. Here are some things to consider before you terminate an employee.
Tonya Jones expands her salon brand through involvement in community boards and by educating her stylists on the importance of local networking.
Seeking a way to make her 900-square-foot salon even more productive, Tammy Erhbaker designs a communal station system that also promotes camaraderie.
With a few hundred employees across three states, Robert Cromeans has gotten so good at reading individual staff member's performance data, he says he can predict how well they are doing in their personal lives, as well as at work.
Laura Ortmann and the management team at Ginger Bay Salons and Spas learn they can accomplish big goals more easily after they developed The Commitment List and started assigning goals and accountability to specific team members.
Salon Rootz’ Sheila Barco and Jen Tryon create an independent space for senior stylists ready for the next step.
WATCHING MILLIONS OF DOLLARS IN REVENUE WALK OUT THE SALON DOOR WHEN MULTIPLE STYLISTS RESIGN CAN BE THE FIRST STEP TOWARD A FAILED BUSINESS. BUT FOR THESE THREE OWNERS, IT WAS THE MOTIVATION TO STRENGTHEN THEIR LEADERSHIP, OPERATIONS, CULTURE AND TALENT DEVELOPMENT.
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