Letting Go Of Employees And Moving On
Nobody wants to talk about it, but everyone has to deal with it at one point in their business--letting someone go
. As a business owner, you will undoubtedly experience this uncomfortable situation many times throughout your tenure.
We live in a lawsuit happy society, so it is important to evaluate these decisions from all aspects before jumping the gun. You must learn how to protect yourself, your business, your clients, and your other staff members.
Turnover costs the beauty industry a lot of money! Aside from the loss of income, keep in mind that money is spent on each employee for training, marketing, benefits, and more. Additionally, dealing with the aftermath can sometimes become costly in itself.
Being naive in business can hurt you in terms of misinterpreting the proper termination protocol. You should get yourself and your business ready when it is time to let someone go.
Termination laws vary from state to state, but tend to have similarities throughout. Never fire someone in the heat of the moment! You want to be in control and be prepared.
A commonly adhered guideline is to give the employee you want to fire the opportunity to improve their unsatisfactory performance. This can be covered in many ways, including both verbal and written warnings. Be sure to document all warnings and have all files are intact and complete before you let someone go.
Have the employee's final paycheck ready for them at the time of dismal, if possible. Make sure it includes all wages, commissions, or vacation pay they have accrued. Have clear records that indicate day's off and hours worked. If there is any chance of overtime, make sure they are paid. The law states that the employee needs to receive final payment within 72 hours or you can incur significant fines.
It is best to fire someone at the work place. Ask to speak to the staff member in the office or outside the salon. Avoid taking them to lunch, dinner, or anywhere else for that matter.
The termination process can make or break your team. Here are some simple guidelines to follow that can make the transition more positive:
* After you have dismissed your staff member go to each individual staff member (if possible) and explain the termination and why. It is important to let them know that you have been trying to resolve the issue but no improvement has been made.
* Create a script on what staff members should say to clients of the salon. It is important to prepare the staff in the event that a client asks why the employee no longer works there.
* Send a post card or letter to each of the clients that the technician was servicing. Always offer an incentive for the client to come back to the salon.
* Phone all the clients on the books and let them know that the employee is no longer working at the salon or spa. Accommodate the clients in any way you can, and offer apprehensive clients an incentive for rebooking with another technician.
* Make sure that your staff doesn't experience the after shock. Nip any negativity in the bud and be a space for listening and compassion. Staff members become anxious when someone is terminated and want to make sure that they aren't next.
Once you have removed a toxic employee from your business, you will feel like the weight of the world has been lifted off your shoulders. More often than not, letting someone go will improve your business--clients will be happier, the staff will be happier, and most of all, you will be happier.
by: Bert Carder
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