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Policies: Whether you are a boutique salon or a franchise model, it is the implementation of fair and enforceable employee policies that helps maintain order among staff over time. These policies need to be updated yearly and redistributed to employees. Not sure where to start? Go to the U.S. Small Business Administration website for a guide at sba.gov.
Company Culture: Retaining good employees and the environment your salon guests experience is primarily controlled by your organizational culture. Company Culture is harder to define than an employee handbook or list of procedures and has come to mean the full embodiment of the following: “Company vision, values, practices, people, narrative and place.” In an industry and workplace that can be plagued with high turnover, creating an exceptional culture is likely to have a large impact on retention and your bottom line. Training a new employee is not only expensive, but will also usually cost more than keeping a good one. Be a business that people want to work for, ensuring that management through policy enforcement is for the outliers.
Leadership Style: while there is an enormous amount of info out there about the kind of leader it takes to run a business, we are talking specifically about the kind it takes to manage people. For some, this is the hardest part of the equation, as people rarely fit neatly into organizational bins and require an additional skill set from leaders to help them ascend to their fullest potential.
Brynn Scarborough is the Director of Business Development & Marketing for JK North America, representing industry-leading brands including Ergoline, Sun Angel, Beauty Angel and SolTron. With the company since 2012, Brynn brings extensive knowledge of sales management, customer relations and public speaking, and continues to serve JK in key project and brand development. Pursuing an Executive MBA from the Sykes School of Business at the University of Tampa, Brynn invests heavily in pursuing industry-leading innovation and technology with Ergoline.
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