Erin Raber, salon owner and Eufora business trainer, believes the right outlook can build a stronger leader and help boost employee retention.
Below, Raber shares her four-point checklist for managing your salon team so that they remain their happiest, as well as what to do when an employee does quit.
- Self-Reflection: If you are leading the team, everything starts with you, good or bad. It’s always worthwhile to reflect on how you are performing as a leader. Ask yourself questions: Am I available to the team? Have I let things slide or maybe kept a bad apple for too long? How am I showing up for work? Do I practice what I preach? Could I have done anything differently for this person? It’s important to be very honest with yourself. It’s okay to admit to failure, if you learn and grow from it.
Erin RaberCourtesy of Eufora - Leadership Check: Next, take a look at the leadership team, and go through the same set of questions that you did for yourself. Your leaders are a direct reflection of you. You must take the time to meet with them on a regular basis and reflect or pivot, if needed, when troubles arise in the business.
- Team Health: Keep the team informed! They all know that someone quit. Don’t make it “weirdly” uncomfortable. Acknowledge that some may be upset about a team member’s departure. They too may be thinking about leaving. Have empathy, and let the team know you are there for them, ready to listen and offer help. Be open to suggestions for change, and ask for their input about areas where the business could improve. Don’t forget to ask about their own goals and personal growth as well! A smart team leader knows that people are more willing to support what they help create.
- All Systems Go: The last checkpoint is an investigation into salon systems. What is working and not working? Was there a breakdown in communication, expectations, education? Are goals and deliverables unclear or inconsistent? Is more training needed?
