One of the favorite parts of my job is getting the chance to visit with other salon owners and small business owners. We typically share stories about our lives and businesses, which often leads to discussions about frustrations with our operations. (What? You mean it’s not all sunshine and roses?). The chief complaint I hear from tanning salon owners concerns their staff. This always leaves me scratching my head a little, because there are three or four things that would be much higher on my “ugh” list than our team would be.
[gap height=”15″]
One of the chief disconnects between salon owner/management and staff is often that managers don’t know how to motivate people. Contrary to the dated school of thought, a job is not a gift. As mentioned in the last couple of months, it is part of a financial exchange – a transaction in which your employee is selling you their time for payment. In any sales transaction, sellers look for value, and that’s what the typical Millennial salon worker is looking for with their job experience: value beyond a paycheck. Learning how to motivate them can unlock this value for you as a manager, and for your team members, as well. When they perform as you expect, offer them things that matter to them – the perks you offer should be things they like. At my salon, we often set sales goals for the team that end in gifts to reward their success. For example, if we meet this month’s goal, the whole team is going out to enjoy dinner together and then on to a painting party (with wine, of course)! We also offer prizes such as a mani-pedi, a product of their choice and, (my favorite), vacation time.
[gap height=”15″][gap height=”15″]
One of the chief disconnects between salon owner/management and staff is often that managers don’t know how to motivate people.
[gap height=”15″][gap height=”15″]
Be a leader, not a boss. The overlord or the person who occasionally comes in and complains about what isn’t being done at the salon isn’t anywhere near as respected as the one who comes in and takes out the trash, cleans the toilet, and helps clean beds when the salon is busy. Show them how you want things to go and be the example – don’t just tell them what to do and leave them to it.
[gap height=”15″]
Help unlock their potential. In my mind, the manager who does this is the best leader and the best boss. Be that person who can look at their team, see untapped potential in a team member and help them reach it. If you think you don’t have the chance to do that in a tanning salon business, you are underestimating your potential, as well! The job at your salon is often the first “real” employment these young people have, so we have to teach them! The better job we do, the better prepared they are for the next step and for adult life.
[gap height=”15″]
When your wishes and your team’s actions don’t “line up,” step back and ask yourself: Am I managing these people the way I should be? How can I help them improve? This puzzle-solving approach to managing and motivating your team will unlock growth for your business like you’ve never imagined!
[gap height=”15″][gap height=”15″]
