| CALIFORNIA STYLIST & SALON | FEBRUARY 2018 | 7CLICK
HEREFive Biggest Mistakes a Salon Owner Can Make
by Celeste Trapp
Owning any business is not an easy job, certainly
not a guarantee for profitability, or even staying in
business. If you own a salon or even if you want to
own a salon, take note of these five mistakes com-
monly made that could affect your profitability and
success: 1) Weak Foundation or policies; 2) Ineffec-
tive or non-existent Marketing; 3) Failure to Coach
Performance; 4) No Systems; and 5) Under Utiliza-
tion of Technology.
(These mistakes are based on
being a commission based salon).
The first mistake
will be covered in this issue of
t and the
remaining mistakes in future issues.
BIGGEST MISTAKE ONE: AWEAK FOUNDATION
Policies and procedures not clearly communi-
—Does your staff know exactly what is ex-
pected of them? Employees of any company should
have clear communication with their employer’s
policies. If you don’t have solid policies, now is the
time to decide on them and put them in black and
white in an Employee Handbook.
Policies around attendance, chores, and dress
code, for example, are a necessity to hold your em-
ployees to the standards you want for your salon.
Without having these policies in writing you are
basically saying“Do as you want,”which is recipe for
a poorly operating team, as well as a team that is
nearly impossible to manage.
Once you have your policies in place, have your
team sign off that they have read them, and then
you have to enforce them. Yes, you have to make
sure your staff follows the policies consistently. You
may have a policy that states an employee will re-
ceive a verbal warning for an infraction (it’s a good
idea to give a laundry list of possible infractions)
and then receive a formal write-up if the behavior
But then what?What happens if they receive a
write-up? You probably do not want to fire them
unless the write-up is for something worthy of
termination. So you might think about a bonus
program that would be void for a certain time, then
upon receiving a bonus or a work detail blocked off
on their books to assure that teammembers do not
want to receive a write-up. The ultimate goal here
is that your team
what is expected of them
and knows there is a
if they fail to meet
those expectations. A common best practice for
parenting -- more on that later.
Get a non-solicitation agreement. As a commis-
sion salon you should be helping build a clientele
for your staff. There is an investment on the salons
part to do so and you should protect your invest-
ment with a non-solicitation agreement. If your staff
chooses to go elsewhere this agreement states they
are not able to solicit your clients.
You can’t restrict them from practicing their
trade, but you can stop them from calling your
clients and inviting them to their new salon. This
means you must be able to decipher which clients