Скачать или смотреть Who is in control in YOUR salon?

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Get the MP3 and transcript here: http://buildyoursalon.uk/who-is-in-co...

How do you feel when you think about your Salon and your Salon team, when you think about your week ahead? Are you excited and motivated, or is there a part of you which is a little bit fearful, or anxious about the week ahead. Is there part of you which is getting frustrated with the way your team is performing?
I’ve had my own Salon for fifteen years now, and on three separate occasions I have been guilty of allowing my team to hold me hostage. The effect was devastating on my own moral and on the rest of the team. It only takes one or two people to start pushing their luck, for the rest of the team to get the message that there are cracks in the Management façade. There are some warning signs if you get into the stage of what I call the more, more, more decease then you are probably being held hostage by that member of the team. For example someone comes to you and ask for a pay rise, perhaps you would do your very best to accommodate their wishes. If that person then comes back and asks for more again, then they are in more, more, more mode and you need to be very careful about how much you give that member of the team.
If you have a very clear policy of paying your team as much as you can possibly afford, then when a member of your team comes to you and ask for more money, you can say I cannot give you more and the answer has to be no. Also if you’re finding that there are members of your team that just aren’t carrying out your instructions or services despite very clear training on your part, and communication from Management, then they’re chancing their arm. What they’re saying to you in a very unsubtle way is that they believe they are so important that you won’t take measures if they’re not carrying out services how you’ve asked them to.
Now I need you to be brave if this is happening to you, the situation has to be sorted straight away, and we’re going to evoke our old friend the disciplinary procedure for this. So the way I would handle it is as follows:
You need to speak to the member of the team informally, but keep notes. Speak to them about one aspect of their work that they’re not carrying out how you feel that they should. Now sometimes that would be enough to explain to the member of the team that actually you’re in control, this is the new way we’re doing things and they don’t have much say in that matter. Sometimes it isn’t enough and you’ll have to go down the disciplinary procedure, and you’re going to have to get rid of that member of the team. Now unfortunately it’s usually your big hitters, it will be the ones that think you can’t manage without them.
I need you to run an exercise in your head and on paper. I need you to imagine what your Salon would be like without that member of the team. You need a plan in place for in case you need to get rid of that member of the team. They think they’re indispensable to you; you need to be in a financial position where they are not. Now if you do get to a stage where you have to get rid of somebody, you won’t have to get rid of many more. It sends a strong signal to the rest of your team, it shows that you’re to be taken seriously as an employer and it will send a very clear message to those who were thinking that perhaps you’d lost control. You’re the Owner or the Manager and you are the Leader.
I hope that’s been useful to you, if it has please don’t forget to subscribe. I do a broadcast like this every single Monday and I would hate you to miss out on the content that I’m sharing. If you’ve already subscribed I’ll see you next week. Take care.