Create a culture of accepting underperformance. Drive away customers. Drive away performing team members. Break systems and procedures. Cost you time and money. Basically ruin everything you have worked on to create success. It can be a challenging time identifying and removing the toxic elements, retaining your respect and trust plus put a team back on the right track. Read our blog about Hiring and Onboarding new team members here. Defining your culture and values plus having a vision will assist you in the hiring phase. Read the Salon Vision Blog here. Do you have a team member causing your salon to be unbalanced? Whether a new hire is not working out or a longstanding team member has shifted in performance you need to deal with this head on If they have not taken up the challenge to perform better despite your encouragement you may decide that they are just not hungry enough for whats on offer.
We use 3 tests to decide what the problem is. Are they in the wrong seat on the bus? Are they on the wrong bus? Are they even in the right vehicle? Not everyone wants to be a balayage queen, stock controller, team trainer or mens cutter. They might never be a great trainer of the juniors but are excellent at growing and developing a loyal client base. They might love the admin roles but hate doing colour. But initially the wrong seat on the bus can cause a lot of distress and disharmony. Work with this team member to get them in the right seat. If your business does not have a seat for them though, you need to reframe their expectations, restructure if they are valuable enough to keep and get them in a seat that works for everyone.
Wrong Bus. Your salon and business framework will not suit everyone. The procedures are to strict or casual. Your leadership style to loose or controlling. The products not green enough or the back room too formal. Sharing values and defining a culture that represents your individual salon is important so you get the right people on the bus. We talk about this important hiring detail here. Interviewing well will hopefully avoid taking someone on who does not share your culture. Work through an exercise on creating a salon vision here.
Wrong Vehicle. This is one of the best things I learnt after trying to teach a longstanding team member to be more ambitious and try to motivate them. However, it was to the detriment of my business and myself. Use this statement to check in with yourself and see if your efforts to motivate and inspire are wasted. All in or All out! The data or links provided here are for informational purposes on sertraline only. The information is not intended to be a substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of your physician or other qualified health providers with any questions you may have regarding sertraline, or a medical condition or the medications used to treat it.
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To access it, click the Insights tab and then click Posts in the left menu. By default, the dashboard shows data for when your fans are online. You can adjust the date range to compare blocks of time so you can see what times of the day your fans are most active. Try posting at different times to see what works best for you. If the engagement gets up then it will still feature in the morning when more come on line. You can schedule posts easily on FB. Before and after shots are always a great choice and there are many phone apps that take this to the next level. Be on brand and watch the text… Facebook does not like that! The terms and conditions change frequently so keep up to date if you can.
Posting before and afters is one thing, but using them in ads is a different story. Photos that evoke an emotion will connect you to your audience and encourage sharing too. I call it being Extreme, Controversial and True! Whats a CTA? Remember the point of any kind of marketing is that you want your audience to do something and you gotta tell them to do it. Link to your website so that you can get your potential customers over there and build audiences for retargeting. Post Frequency and Type If your Facebook Engagement is frustrating you after all the work you put in, then it might have something to do with your post frequency.
On the other hand, posting too often can hurt you if the posts are ignored. Facebook tries to show users the most interesting and relevant content from everyone they follow. To find a sweet spot, try posting 1-2 times each day at the times your fans are most likely to engage. Mix it up too. Do theme days where you post Testimonials, Transformations, Tips and Tricks, Product of the week, Staff highlight, motivational posts and funnies. Try to get a schedule going and do it the week ahead, one for each day. Then you can throw in the other posts that fill that out. Things like industry news, great reviews, salon wins, fashion news etc..
Facebook Live makes it easy to stream live video to your audience, anytime you like, to leverage that engagement. Videos uploaded from your phone later can be hugely engaging for your fans. Most people love behind the scenes. Occasionally dip into your archives for an engagement spike. Recycling posts allows you to spotlight popular content that some of your fans may never have seen. To mix it up a bit, source high-value content relevant to their interests. Be a helpful resource for your fans. Keep using the medication as directed and tell your doctor if your symptoms do not improve. Do not stop using Zoloft suddenly, or you could have unpleasant withdrawal symptoms.
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Performance Review Indicators. Set targets and performance goals in a variety of areas so you have measurable, documented evidence to illustrate your concerns. Set time frames, use graphs, ratings, percentages, feedback. Grade the key performance areas that you rate within your business. Give them a rating and written feedback plus a goal to move towards for the next meeting. With struggling staff do this weekly or even daily. In my salon we have goals for the first 3 months of a new trainees employ that are measured differently from a senior being employed with a clientele. Established seniors have varying targets and performance indicators depending on their status.
When it comes to needing to monitor performance it is very easy to then identify areas of consistent poor performance. The conversation is easy to begin and lets them talk to you about why they think there is an issue. Work this through together. Team Goal Setting Analysis. I start each new team member with the task of goal setting. Helping them break down priorities over a time frame and how they are going to achieve these goals. Have a list of questions that they answer for you about their goals. What they want to achieve, where they see themselves and how you can help get them there. Dig deeper than just target based achievements.
Who do they want to become within your business, what are their big bold dreams? If they are not achieving these goals it can easily highlight issues and let them see for themselves the problems. Salon Values and Culture Alignment.