Girl7

New development. It was my understanding that my OTHER assistant manager didn't "want" any responsibilities. So, the girl that hired her friends....oh man. I'm going to slowly pull in a new crew because the girl who hired her friends...they are all GHETTO. Now, not to be rude, but they stand in the lobby and talk about "their babies daddies" it's been brought to my attention by my other assistant (there was two when i arrived) that a customer stated "what's with all the new girls and their babies." Now, this was an OLDER customer who we slightly offended by his tone. So, the manager of our second salon led me to believe that the girl who hired her friends was the one to count on (she must be partial) I worked with the other assistant and realized that she is getting stiffed. My question is, how do I bring this up to the owner without trash talking. We went from a salon that got a reputation as "snobs" because of a sorority to one that has some ghetto girls. I'm slowly hiring other crew, my assistant that is REALLY the one I can count on is unfortunately leaving and the girl with the friends has already told one of her friends that she will be bumped up once assistant 2 is gone! I'm having a meeting tomorrow night, it's my first REAL day at the salon and I'm letting them all know MY rules...but my question is, how is the clique going to react?

tanu01

NOT WELL
Flick

Girl7

Well, Tanu01 I had my meeting tonight. I told them what I expected, how I wanted the salon to go in a different direction entirely and I overheard one of the assis. managers friends in the parking lot as well as the assist. say that they did not want to work for me. I am already preparing for a call from the owner tomorrow on my decisions, and I prepared to fill spots if anyone left. Honestly, I want them to leave it is the only way that the salon is going to be successful. She was running a salon with twenty beds and lucky to make 25.00 a day...that is unacceptable. My first day in the salon I made more in two hours then they have in two months, it just goes to show it's the people and not the salon.


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[ This Message was edited by: Girl7 on 2004-08-17 00:23 ]

gripmarketing

Burn it down. Clean house. It's almost always the people and not the salon. This goes back to my thread on Differentiating yourself from the competition.

Employees make the business - not the other way around. Find the best ones you can. And then try to keep them. Do you use an interview test to ferret out the strong from the weak salespeople?

engfant

I you KNOW you can do it then just do it. FIRE EVERYONE. If it makes the owner more money then it won't matter what you do.

sizzlestan

Fire them all. When I am buying rental properties the first thing I do is make the seller evict the tenants with poor payment issues. I do not want HIS problem being MY problem. Initially it is a pain in the *** because I have to clean the place up and find a new tenant, one to my liking, BUT in the end the tenant is one that knows what I demand and knows where I stand.

Same thing here - Have a meeting for both salons at once. Tell them a new sheriff is in town and things are going to change, and change drastically. Feel out the few that still want to work and cut the others hours until they quit. You do not want to fire them because then they can claim unemployment. Cut them back to 1 day for 2-3 hours and they will quit immediately. If they do not make it hard for them like constant criticism. For the first month or so you may be working all hours yourself but thats what it seems these salons need. 20 beds making $25, cell phone drama and baby daddies - ENOUGH SAID!

Lose the downers and watch the sales climb. Then train YOUR crew how YOU want them to be trained. Your owner will love you because you cut so much labor from the payroll and within a month or two you will have a well trained sales force.

Good luck GIRL7