I believe the difference between the average salon and a super salon is its employees. No matter what the industry or job type, staffing problems tend to be the same: unmotivated employees, poor teamwork, sluggish sales, etc. The super salon operators identify their staff’s weaknesses and correct them before they become a larger problem. One way to ensure that everyone is on the same page is to have monthly staff meetings. There are ways to keep your staff motivated and make meetings fun and exciting, as well as an opportunity for monthly reflection and staff growth.
Consistency is key. I recommend holding staff meetings on the same day and time every month. A salon owner expressed to me that meeting on a Friday, Saturday or Sunday can make his staff feel as though it is a punishment. If it’s consistently planned and staff are made aware of this upon being hired, it doesn’t cause many scheduling conflicts. It is also critical to pay staff for attending. By doing this, you are demanding their full attention (no cell phones) and you are able to make the meeting mandatory. It’s a good time to enjoy cookies or a pizza so that the meeting is also an occasion to celebrate staff birthdays or work anniversaries together.
Consistent and well-planned meetings keep your team motivated and offer an opportunity for monthly reflection and staff growth.
I recommend that the first event of the staff meeting be a game – loosen everyone up and make them feel more at ease. You could play “Jeopardy” or “Who am I?” For “Jeopardy” you ask questions about things that pertain to your salon, equipment or products you carry. With “Who am I?” you describe a lotion without using its name and let the staff guess which one you are talking about. Always have prizes such as lotions, gift cards, etc. Staff will get excited before meetings because they don’t know what the game or prize is going to be – something for them to look forward to.
The meeting’s first hour can include the game and a few training refreshers; the second hour is for presenting upcoming sales promotions, as well as discussing ways each staff member could do better. Another salon operator I know calls this “The Good, The Bad and The Ugly” – and I really like the concept. Prior to the meeting, he prepares information regarding performance, work ethics, cleanliness and punctuality. He tells each staff member something they are doing great (The Good), something that they could improve on (The Bad) and something that needs immediate correction (The Ugly). When I asked if his staff gets embarrassed hearing about their shortcomings in front of their peers, he explained that there was a group conversation about whether or not this feedback should be given privately. He said they all agreed that they work as a team and when they are all aware of what improvements each team member is trying to make, it helps them stay on track and support each other.
Concluding these meetings, he asks each staff member for their input on sales ideas or promotions for the following month. He finds that by allowing staff to help create promotions, they tend to sell more of the sale items because they feel invested in the process.
No matter what you do to keep your staff on the same page, consistency is key. Constant re-education, positive reinforcement, as well as constructive and helpful criticisms make for a strong and well-rounded team. The more you appreciate your staff and reward their loyalty, hard work and dedication to your company, the more they transform from team members into your best brand ambassadors. Always remember: Brains, just like hearts, go where they’re appreciated.
