“How can I motivate my team?” This is possibly the most difficult question to answer without spending a little time with the team in question. And while there are a lot of articles on the internet about ways to deal with the new generations, the older generations sometimes also play a part in the equation. In fact, when confronted to endless changes in the way things are done, many tend to adopt a “seen it all, heard it all” attitude. So the question is, how do you improve salon team morale with staff that seems to be more focused on themselves than ever?
In recent years, we’ve seen an increase in the mobile industry, which in itself makes recruitment more and more difficult. Candidates are scarce, and “the good ones” can be financially demanding.
A foolproof strategy for all salon and spa teams
The following should answer these two commons questions:
- What if we motivate and train them to open their own place?
- Can I still motivate what seems to be the impossible teams?
Step 1: Make your team adhere to your vision
By letting your team know about your vision, you’ll ensure they follow you on your journey – passion can’t help but be noticed. And from it, the salon team morale becomes positive, the vibes become catchy, and the mood shifts to being pleasant. After all, no one wants to work in a negative and draining environment.
Step 2: Create a win-win individual plan of action
We’ve established that your team members are part of your dream, but what’s in it for them? Everyone wants something. Whether you’re dealing with a mom and her young family, someone who’s been with you for a long time or a generation Z employee, all of these people have something they want to do. Something that maybe has nothing to do with the industry.
Perhaps they wished they could learn a different skill set. Whatever it is, find out what they want! What ticks each and every individual is the key to motivation, and as a manager and leader, I can support staff’s goals through individual plans of action.
What are their dreams? Be a part of them, perhaps even help make them happen. If they’re looking at staying in the industry, can you offer the training they’d like in your salon? And if they want to leave the industry, can they “earn” more time to study? If someone really doesn’t want to upskill, then would that person be motivated by commission?
Whatever it is, as long as they achieve their set targets, it’s a win-win situation.
Step 3: Meetings, meetings, meetings
Do not underestimate the power of meetings! Team or individual, they are crucial to a positive salon team morale.
Step 4: Design a training program
Have a budget set for training; it’s essential. In fact, to inspire and motivate your team, set up a yearly program, and schedule some training every quarter. It doesn’t even have to be brand training. I know of a Spa owner who had a Japanese Tea Master give a workshop on tea making, or a hairdresser who had the team go on a head massage course. I, for instance, just delivered a reception training which focused on how to handle pressure!
When it comes to training, think outside of the box: be creative and relate it back to your business. Even the ones who don’t want to be trained can learn something. And if they leave you in a year or so, you’ll have given them the chance to be a better version of themselves. That alone is strong leadership.
Step 5: Good salon team morale starts at the interview stage
Interviews are another issue to be addressed separately. However, I have always conducted my interviews with the one and only mindset: to be inspiring.
Aim for candidates who want to work with you because of the way you see things. Have them to leave the interview feeling like they would love it in your business. Then, it’s up to you to decide whether or not you want to see them grow in your salon or spa.
Final thoughts: Good salon team morale starts with you
Yes, you will train people who will leave you. Yes, you will employ individuals who are not right for the team. And yes, you will have existing employees who aren’t happy or motivated. Inspire personal growth. And if learning new skills doesn’t improve overall team morale and business, you need to question the nature of your team. It’s down to you to be consistent in your attitude and vision; to lead your team to success.
As Richard Branson once said, “Train people well enough so they can leave, treat them well enough, they don’t want to.“
Thanks for reading! #LetsGrow