Many businessmen who own beauty salons mistakenly believe that the main motive for the successful operation of the enterprise should be the material reward of the staff.
Let's turn to statistics:
10% of employees will work with high efficiency regardless of the amount of remuneration;
another 10% of the staff work equally poorly at any salary level, even the highest;
80% of employees need to be constantly motivated using various management and incentive methods.
Important nuances of motivating beauty salon employees
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It would be a mistake to paytm database conclude that it is precisely those unfortunate 10% that work poorly that need to be fired. For successful management of a beauty salon, it would be more correct to strive to get rid of all negative aspects that reduce the level of employee motivation. You can hold personal conversations with team members in order to, taking into account everyone’s opinion, create a general picture of the shortcomings that hinder the successful operation of the enterprise. You will see that this will increase employee loyalty to management.
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There are common issues in the service sector on which it is advisable to develop your own position and stick to it.
Whose client: the master or the salon – how to solve the problem?
Sometimes, a certain master constantly resorts to blackmail, saying that due to unsuitable working conditions, he will leave and take away "his" clients. In this case, it is necessary to find out why the client chose your salon: a convenient location in a crowded place, a successful advertising campaign, the atmosphere created by the establishment? Or did he really come to a specific master, even if the studio is located on the other side of the city?
It will be difficult to answer these questions unambiguously and immediately; to do this, you will have to look at what is happening in the salon from the outside. This is the only way you can assess the situation and develop an algorithm for your influence on the process. To begin with, you can count the clients of a specific master. For example: a client who calls makes an appointment with master X, the administrator makes an appointment for the next visitor. And so on several times during the day. Now it will be easier for you to see how many people independently choose master X. If the ratio is 30% of X's clientele to 70% made an appointment by the administrator, then you can rest assured: X serves the salon's clients.
Therefore, the departure of a quarrelsome employee will only benefit you, as it will allow you to get rid of the negative atmosphere in the team. Next time, you can also offer the client who is ready to sign up for X to use the services of any other available master.
By developing such a position and using it in your relationships with all employees, you will only strengthen your authority.
How to build relationships with "star masters"?
In any team there will always be an employee who, for some reason known only to him, will consider himself a "star". For work he needs an ideal salon, where maximum conditions for creative delights are created, and there are no plans, standards and schedules. In reality, such workplaces do not exist, therefore the "star" will not stay in one place for long, motivating his departures by the search for a better one.
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Having such a person in the team, be prepared for their demarches in advance. Build the production activities of the salon so that the sudden dismissal of even a very qualified employee could not interfere with the stable work of the team and the enterprise, try to preserve your client base and positive image as much as possible.
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