” When a good work refuses to be part of your team.” – Jon Gonzales
When a good worker drifts away from your efforts in building and growing a successful business– the question is –how do I turn this person into a team player?
The key to owning a successful and profitable business is to make sure everyone on your team contributes and shares your vision and goals of your salon. Business stability and growth will be your reward.
Business will not continue to grow in a negative salon environment. Your efforts in building a successful team where everyone shares your salon’s vision, goals and educational guidelines is imperative. One negative person in your salon will disrupt your business, your team culture, spread salon gossip, and affect the success or failure of your business, as well as the livelihoods of your other team members . It can also lead to a walkout if you don’t develop a positive and professional salon environment.
One disruptive player on your team can cause havoc to the growth and profitability of your business.
How do you manage a person who wants to go solo and not be part of your team?
Many salon owners would say, fire them.
Before you make that decision, I suggest you first try to find the causes of their behavior and then try to redirect their behavior and give them an opportunity to change.
They may not even be aware that their actions are detrimental to your business. One on one evaluations every so often would help to make sure staff and management keep lines of communications open.
Think of all the time and effort you made when hiring this individual; you must of seen some good qualities. The question is why is this individual performing poorly?
First of all, I do not believe people get up every morning and say to themselves “I think I want to fail today”. I truly believe most hairdressers do not perform poorly on purpose. They just were not educated or trained properly. You hired them. You may want to look in the mirror and have to share in some of the blame.
Did you provide mentoring and guidance for this individual? Did you have a training program available ? Did you monitor their performance and help them improve their skills? Did you establish a positive and professional work environment? Did you provide them with an employee hand book and policy procedures? Did you establish conditions that foster loyalty? Did you work hard keeping them busy? Did you put then on a probationary period?
My book Developing Your Leadership Skills will help you address this challenge .
The following tips on dealing with a problem worker will answer some of your concerns:
Identify the Problem — clearly define why this individual refuses to be part of your team. Once you identify the problem write it down on a note pad making sure you make them aware of your concerns. Then document your efforts in helping your staff member become a valued member of your team.
Communicate — always keep lines of communication open between yourself and your team members. Make sure you act immediately when you see one of your staff drift away from your policies. Make sure you let them know that your door is always open if they need help.
Performance Review on the Owner — from time to time , conduct a one on one performance review.Start the conversation on a positive note by asking the question — How am I doing as your boss? Give them an opportunity to feel that you do value their suggestions, then listen to their answers.
Once you hear their concerns , offer your point of view.
End the performance review on a positive note letting them know that you value their hard work and they are an important part of your team, and why everyone needs to follow the rules of your employee handbook and team culture.
Personal Problems — many hairdressers perform poorly due to personal problems. Perhaps give them a couple days off to attend to their concerns. Show sensitivity to the needs of your team.
How Can I Help — ask your problem employee what you can do to help them. Work to find a solution — whether it be personal or the need for more training and educational guidance.
Allowing Yourself to be Held Hostage — many salon owners tolerate this kind of behavior because they fear losing this hairdresser and clientele to a competitor. Appeasement is not the answer. Allowing this behavior to continue will cause your other staff members to lose faith in your leadership and management skills.
Exit Interview –— if they refuse to change their behavior, and do not want to be part of your team, find out why they want to leave so you can learn from this negative experience.
Offer your consideration to take them back — provided they leave on good terms or if their new job doesn’t work out. Many hairdressers think the grass is greener elsewhere and are sorry they left.
If , after you have exhausted all your efforts to turn this individual around and they persist in this negative behavior, then you really must terminate this individual. Your staff will appreciate your leadership and efforts in creating a positive and professional salon culture. You will also send a clear message to your other staff members that you cannot accept this kind of disruption.
Yes , there are some people that just won,t follow your educational guidelines no matter how hard you try to help them.
As a salon owner this was always a difficult decision I had to make, but you have to make these kind of decisions based on what is best for your business and other team members. Your reward, a positive and professional salon and team environment.