In the September issue of American Salon, my good friend Julie Shepperly of Milady Direct Professional Services gave the following advice. She is right on. I know from experience that those salons that are taking these steps have a great culture and are successful. If you are not taking these steps you need to consider working this into your business plan.
By the way, Julie is a great speaker. If you ever get a chance to sit in on one of her programs I recommend that you take advantage of the opportunity.
Raising the Bar
Every beauty organization, whether it’s got a staff of 30 or a team of three, needs to conduct career and performance reviews. “They are critical to the overall success and retention of employees,” says Milady Direct of Professional services Julie Shepperly. “Deep down, nearly everyone has a desire to succeed, as well as do what pleases our boss, family and friends.” Here, Shepperly sheds light on the key steps of the all-important review process.
Weekly Huddles: Conduct 15-minute meetings with the staff to discuss goals, promotions, challenges and successes.
Monthly Plan and Reviews: Each month, sit down with employees for a 30-minute mini-review to discuss their progress toward meeting quarterly and annual goals. “It’s an opportunity to receive feedback from team members on how they feel the business is progressing, as well as to toot one’s own horn on how well they are doing when it comes to accomplishing goals,” Shepperly says.
Quarterly Performance Reviews: These 60-minute in-depth reviews analyze statistics that measure success as well as those that determine whether or not a team member is eligible for a price increase and/or a salary raise.
Annual Planning Sessions: Conducted individually or as a team, this meeting is all about celebrating the successes of the previous year and making plans for growth in the upcoming year.
Finally, Shepperly suggests implementing only those steps that you can manage consistently. Once meetings are scheduled, it’s important to prepare. “Most reviews get off track and turn into complaint sessions because expectations weren’t clearly established and/or because there are breakdowns in communication,” Shepperly says. “Having clear communication and letting others know you care is key.”- K.D.
