Home' INSTYLE Magazine : INSTYLE JUL-AUG 2017 Contents A
midst the day-to-day cut and thrust of a busy salon,
you might feel that simply getting your juniors across
the line and qualified is all you can manage. If so,
you’re letting them down ... and you’re also letting
down the industry, the rest of your team, your business
Why not step- up and shape a team of amazing young professionals
who are confident, competent and totally ready to help make your
1. Engage and inspire.
You must lead by example. Monkey see, monkey do! You have to
bring your A game every single day and practice what you preach.
It’s your salon – instil your culture from the get-go and forge an
exciting, rewarding path that your juniors are inspired to follow.
2. Teach consultation beyond the dolly-head.
Client consultation is paramount to the ser vice we deliver.
Mannequins make a great starting point for novices, but there’s no
substitute for a living, breathing person sitting in your chair, giving
you feedback to ponder, challenges to solve and questions to work
with. Don’t deny your juniors the opportunity and experience of
interacting with your clients every day. Let them learn how to build
rapport and manage the expectations of real people, not Susan
3. Boost communication with trade school.
There’s often a huge disconnect between what you’re teaching in
the salon and what’s being taught at trade school where teachers
are overseeing the education of many, many students. Close
the gap by making an effort to schedule diary time to chat with
your juniors’ educators about curriculum, progress and learning
4. Get them cutting.
It takes years to master the art of cutting, so get your juniors started
early. I’ve always got scissors in the hands of my salon juniors within
their second week. Give me a week with a motivated apprentice
and I can teach them how to apply a tint with their eyes closed!
Cutting, on the other hand, takes time and practice to perfect.
5. Show them how to read the play.
Being a team player doesn’t come naturally to everyone – you
need to show them how to read the play. Walk together from the
front of the salon to the back, showing them what you notice and
how they can support the team. Being able to jump in and mix
more colour, handle point of sale or take timings for colour clients
without being asked pushes team culture and respect sky high.
Work flows smoothly and your clients appreciate your efficient team.
6. Set S.M.A .R .T. goals.
Think carrot, not stick. Engage your juniors by setting them a goal to
follow, sharing their wins and rewarding their achievements. Use the
S.M .A .R .T goals format to increase everyone’s idea of success.
S – SPECIFIC
M – MEASURABLE
A – ACHIEVABLE
R – REALISTIC
T – TIMEFRAME
7. Plan like a boss.
I’m yet to meet a salon owner who’s built a successful business
through guess work and stabbing in the dark. You absolutely must
have a plan to grow your business and the same rule applies for
training your team. If I asked to see your plan, right now, would you
have anything to show me?
8. Make the time to train.
Henry Ford said, “The only thing worse than training employees
and having them leave is not training them and having them stay.”
Henry was a smart guy! You must make time in your week (every
week) to train your juniors.
9. Teach the big picture.
Great salon culture is built on delivering more than simply a service
– your clients want an expert and an experience from the moment
they walk through your door to the follow- up once they’ve left.
You need to systemise the complete experience and instil it in your
juniors as they’re training. Technical training is only half the picture.
10. Impart the power of problem solving.
Problem solving is the essence of what we do. From day one, teach
your juniors how to use ser vice and retail products to solve clients’
hair challenges. As a salon coach, I often have to train newly
qualified hairdressers in ‘suggestion thinking’. It ’s like opening a
whole new door for them. A good hairdresser looks after the needs
of the client, both in the salon and between visits.
11. Stop hogging the ball.
There’s a saying: You don’t keep a dog and bark yourself. No, I’m
not calling your junior a dog! What I’m saying is this: if you’re still
shampooing, rinsing, toning, tinting, blow-drying and performing
basin ser vices, you’re denying your juniors an opportunity to learn
and interact with your clients. Stop hogging the ball! Go through
your day sheet and check off what tasks you can delegate. You’ll
be surprised just how capable your junior team members are if you
just give them a chance.
12. Outsource the education.
We all have strengths when it comes to training in certain areas.
I could show a junior how to blow-dry hair so it’d last a week!
Brainstorm and outsource specific training roles to your team
members, matching up their specialist skills. Sharing the load
exposes your juniors (and your seniors) to a wider range of ideas
and experiences. That’s a win for everyone involved.
Never, ever stop training, teaching and improving your salon team
– or yourself!
Jay is a specialist ZING salon coach. For more salon wisdom,
email ZING at firstname.lastname@example.org .au, visit the website, find
video tips on YouTube or read ZING leader Lisa Conway’s brand
new book: Your Salon Team – the salon owner’s guide to finding,
motivating and keeping great staff. www.zingcoach.com
Jay Chapman from Zing takes a look
at the ideal 12-point blueprint for
qualifying competent, confident and
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