How to manage a hair salon?

The first trick: it is better to recruit people than to keep them. There is an old saying in China that "foreign monks can recite scriptures". The same monk, why do foreigners want to recite scriptures? This reflects the thinking of many managers: they always feel that what they have not got is the best, but they don't know how to cherish what they have got. Now the same thing is happening in many hair salons: the front door of the hair salon recruits a lot, and the back door leaves a lot. We need to know the cost of replacing an employee. Including the cost of recruitment, customers who leave the hair salon, the training cost of new employees in the learning stage, inefficiency and adaptation time, and the adaptation cost of their integration into your team-according to the survey, the cost of replacing employees can be as high as 150% of the salary of the resignee. Therefore, our first move is how to retain talents when you try your best to recruit talents.

The second measure: the premise of recruiting the right employees and retaining talents is to recruit the right employees. The experience of many hair salons shows that what kind of person you recruited at the beginning has a lot to do with whether you can keep him or not. It is not advisable to catch a person leaving his job in a hurry for a few months. It is best to take some time to determine whether the applicant is likely to stay, or how long it may stay. When we used to recruit talents, we didn't emphasize or understand whether they were willing to stay in our hair salon for a long time, or whether they could adapt to the corporate culture, which led to the tension and disharmony of the whole team. Therefore, it should be our initial consideration to scientifically evaluate new employees to determine the right talents. We don't want to hire people who always want to change jobs, even if they are talented.

The third measure: let everyone have something to do. On a certain level, hair salons are like football teams, and employees are like football players. A high salary can hire a big star for the team, but if the star doesn't play or plays very little for a year and can't improve the team's performance, then he will definitely leave the team. The same is true of hair salons. Some hair salons show off how many senior designers and national technicians they have, but these designers and technicians can't create their due value in hair salons. Before long, they will all leave, and the purpose of keeping people in the hair salon is to play their role. In order to let every employee have something to do, the hair salon must refine the overall goal, so that every employee has his own clear work goal, and take this as the standard for evaluating employees. The formulation of goals should follow the SMART principle: first, it should be detailed; Second, it should be measurable and considered; Third, it should be achievable; Fourth, it should be related to work; Fifth, there must be a certain amount of time. Only when every employee has a clear goal can he feel that he is a "useful person" and a "promising person" in the hair salon and he is willing to work in the hair salon for a long time.

The fourth measure: let employees have the opportunity to be bosses. The third measure: let everyone have something to do. Compared with ordinary enterprises, a prominent feature of hair salon employees is that they are young, their knowledge level and structure are not too high, and the long-term existence of industry characteristics and chronic diseases leads to the loss of values. This determines that they have a high creative desire and like to challenge authority and tradition, but they also have a strong creative ability, like self-comparison, and the overall organizational concept is weak. So what they admire most is "high income" and "being their own boss", which is also the reason why many employees quit. To adapt to this, "giving them the opportunity to be their own bosses" has become a very key measure for hair salons to recruit talents. The effective way to achieve this is to establish and implement the career planning and growth route of hair salon employees. Set clear and scientific goals for them at every stage of their career, and let them know that everyone has the opportunity to become a boss through hard work. The advantage of doing this is not only to really cultivate their sense of responsibility, but also to make them feel a long-awaited sense of accomplishment and ownership, thus reducing their thoughts of leaving and making them feel that they are truly valuable in the hair salon-in fact, they are.

The fifth measure: constantly cultivating employees' interests in work is the most lasting and powerful driving force for a person to work hard. When a person is interested in a job, he doesn't feel tired even if he works day and night for a week, but when he is tired of his job, he feels physically and mentally exhausted even if he works for an hour. Whether a person is interested in a job depends largely on whether he thinks the job is meaningful. If he thinks a job is meaningful and "worthwhile", he will be devoted, even if his income is not equal to his contribution in the eyes of others. Therefore, if employees feel that their work is meaningful, they will be interested and happy, which will enable employees to work in your hair salon willingly for a long time. We want to make our hair salon "full of employee satisfaction atmosphere"

The sixth trick: training-the best gift. What are the most scarce enterprises in 2 1 century? Talent! What is the most urgent demand for talents? Charge! ! According to a survey, 80% people think that "learning new knowledge and skills and improving their ability to a higher level" is the most satisfactory thing on the career path in mainland China in 2004. For hair salons, making a scientific training plan for employees and continuing it can not only improve the overall quality and core competitiveness of hair salon employees, but also let employees experience a feeling of being cared for. "Not bad, the boss doesn't completely let us be his money-making tool" training has its functions and functions, and it is also reflected in the reserve staff that can be used at any time in various positions in the hair salon, which can really solve and reduce the negative impact and high cost caused by the flow of personnel in some positions. In many companies, employees believe that education and training are the best benefits and incentives provided by the company. "Besides money, training is also an incentive to retain employees."

The seventh trick is to understand the real needs of employees. People with different needs have different values. The so-called values, that is, the primacy of different things in the world in people's minds. I believe everyone can agree that the primary level of the same thing is different in different people's minds. For example, some people think that money is the most important, some people think that family is the most important, some people think that being respected is the most important, some people think that feeling a sense of accomplishment is the most important, some people think that material things are the most important, and some people think that spirit is the most important. Then, based on such a characteristic of people, it is particularly important for us to understand the real needs of employees when we treat employees, especially when they leave their jobs. As the saying goes: a key opens a lock.

The eighth measure: preventing key talents from "defecting" For a hair salon, the most terrible thing is not the loss of employees, but the excellent employees fleeing to the rival camp. And if this (or these) employees master the key technologies or secrets of the hair salon, or there are many old customers, the consequences will be unimaginable. Especially for hair salons, the most valuable thing is the value created by employees for us, and the most terrible thing is that some people bring these values to their opponents. Moreover, key talents are influential in the store, and their actions and words and deeds will greatly affect the thoughts and behaviors of other employees. If they "defect", from a certain point of view, the impact on the store is no less than an "earthquake". So, how to prevent this from happening? First of all, we should keep abreast of the ideological trends of employees. Once managers find that someone is not so loyal, they should help him change his mind, solve the problem in one place and strengthen the relevant preventive work in another. Secondly, there must be a clear, fair, legal and scientific system and contract to restrain employees from weighing the price they need to pay before "defecting".

The ninth measure, the ability to respond quickly to the market, whether it is giving him the opportunity to be a boss, welfare or salary, is actually reflected in the labor price and must follow the law of value. When the supply of labor exceeds demand in the market, employees can accept lower wages; Even a harsh boss, employees should bear with it. When the labor force is in short supply, the boss will definitely provide higher wages and benefits and be more kind to employees. Nowadays, there is a serious shortage of assistants in the hairdressing labor market, and hair salons must change rapidly. However, many hair salons have not realized this, and they are still very harsh on their employees. No wonder there is a large brain drain. Of course, this does not mean that we can treat employees harshly in the case of oversupply in the labor market. Because, even if employees endure temporary anger, as long as the conditions are ripe, they will run away. In fact, far-sighted institutions will not do this. However, in the case that the labor market is in short supply, we must quickly take more generous measures to retain talents.

Tenth, the loyalty of employees depends on time. Theoretically speaking, as the spirit of nature, one of the biggest differences between humans and animals is the pursuit of spiritual life after their basic needs are met. In other words, once people's basic needs are met, money can no longer play such a big incentive role as people generally think. Not many people work with money as their main motivation. But this is just a theory. Employees should have food, clothing and shelter, and they all hope to get a reward commensurate with their own efforts. In real life, especially now, there is a trend of thought that "money is the only criterion to measure everything" in our industry, which seriously corrodes the concept of employees, including being bosses. We can ask ourselves how many such thoughts we unconsciously convey to our employees in our usual words and deeds. When they feel that their needs are not met, we can't ask for their loyalty. But for others, feelings like dignity and whether what you do is worthwhile may be far more important than money. So, loyalty can't be bought with money. We can't say, "We can train loyal employees in a day or two." Or: "If we pay them higher wages, they will be loyal to us." Understand that loyalty can never be cultivated by money, but by time.

Eleventh, establish an incentive-suggestion system to make every employee feel that he is a member of the hair salon, which is very important for leaders. The completely open rational suggestion policy is the key to the success of hair salons. "What keeps people here is that we have an atmosphere, and everyone's input from top to bottom is valuable." The key point is that everyone is free and convenient to put forward their own suggestions on work reform, which is very helpful to help the hair salon grow. "

Twelfth, lifelong employment. Loyalty without commitment is a two-way street. Employees will always be loyal to their own company, and lifelong employment is one of the forms of company loyalty to employees. This shows that the fate of the company is inseparable from the fate of employees. That's why companies like Toyota, Saturn and FedEx follow a policy that can be called unsecured lifetime employment. Although the company has no commitment, every employee knows that he has the opportunity to be employed by the company for life. Of course, this requires long-term and outstanding efforts between us and our employees.

Rules and regulations of hair salons

Daily management system of hairdressing shop staff

1. All employees should go to work on time according to our store's shift schedule, and must not be late, leave early or absent from work. In case of illness or personal leave, you should go through the formalities of asking for leave and dress neatly during working hours. All personnel with work clothes should wear work clothes, and the work permit should be neat. Ladies should wear makeup. Liu Haier should not exceed her eyebrows and her heels should not be too high. Do not eat irritating and smelly food before going to work, and maintain oral hygiene.

2. Receive customers warmly, smile and answer their questions patiently. Do a good job of customer reception with a committed attitude, store handbags, articles and other matters.

3. To do a good job of picking up and dropping off guests, it is necessary to achieve "one belt and two get three introductions" (that is, bring seats, send tea, introduce products and send quality knowledge).

4, grasp the customer situation, observe abnormal customers, found that the problem should be reported in a timely manner.

5. It is forbidden to meet relatives and friends, make personal phone calls, smoke, drink, eat, chase, play cards, play mahjong, gamble and do other activities unrelated to work in the workplace, and leave the workplace with the consent of the supervisor.

6. Do not bring others into the workplace without permission. It is not allowed to take our goods out of the store or give them to others without permission, and there is no theft.

7. Obey the command of the superior. If damage or failure is found, it should be reported to the superior in time and contacted for maintenance, so as not to affect the work.

8, tools must be cleaned before and after use, neatly placed, work-related items shall not be placed in the workplace, equipment after use, must be put back, and clean up.

9. Tools must be cleaned and placed neatly before and after use. Articles unrelated to work shall not be placed in the workplace. After the equipment is used, it must be put back and cleaned.

10, all employees should unite as one, perform their duties, serve sincerely and do their jobs well.

1 1, we should be serious and responsible, and strive to complete the task accurately. If you have any problems, report to your superiors and ask for instructions. If the sense of responsibility is not strong, the parties concerned will be financially punished for human error or hair style influence caused by not operating according to service standards.

12, shampooing, blow-drying, electro-dyeing operation process, doing more questions, observing more and learning more.

13. Be polite to the guests when checking out, and repeat the cash payable by the guests after counting to prevent the phenomenon of running away by mistake.

14. Handle the items left by guests or colleagues in time and report to the department head.

15, every employee has the responsibility to keep the environment of our store clean and tidy, and not to throw cigarette butts and sundries anywhere. Qi Xin made concerted efforts to persuade customers to consciously abide by it and maintain the normal order of our store.

16, change shifts according to regulations, and the losses caused by violation of regulations will be punished.

17, love our store, publicize our store, and consciously safeguard our reputation.

18, obey the distribution, unite and cooperate, and take the initiative to do the job well.

19, dedicated and enterprising, studying professional knowledge hard, constantly improving business level and working ability, and improving service quality.

20. Don't answer personal calls during office hours, don't have customers for a long time, don't answer the phone during office hours, and answer emergency personal calls by colleagues.

2 1. Service at work is warm, polite and thoughtful. When receiving guests or talking with guests and colleagues, use honorific words. When going to work, provide services according to the standards required by our store, thank you for picking up and dropping off guests, and apologize for mistakes and mistakes in work.

22. Smile at work, be polite, responsible, honest, meticulous and efficient, do what you say, do not shirk or delay, receive guests from beginning to end, and make clear the handover work.

23. Wear work clothes and work cards, keep clean and tidy, and maintain oral hygiene.

24, seriously obey the boss's work arrangement and supervision, in accordance with the requirements to complete their tasks.

25. Don't contradict your boss, delay, refuse or terminate the work arranged by your boss without reason. If you are not satisfied, you can complain to the next higher level and seek a reasonable solution.

26. If you encounter an unexpected situation at work, the boss is absent and must be solved immediately, you should call or handle it properly.

27, have the spirit of cooperation, do a good job at the same time, but also create conditions for colleagues, pay attention to service quality, so that guests can be impeccable about service.

28, form a good habit of saving electricity and water, save the use of products and consumables, take good care of public property, see bad place immediately notify the maintenance.

29, instruments and consumables should be used in strict accordance with the standard operating procedures.

30, do a good job in regional health.

3 1, don't let your mood affect the quality of your work.

32. Keep our business secrets.

33. Obey the management and supervision of the departments of culture, industry and commerce, public security and fire control.