succubus

Does anyone do an employee evaluation or review? I'm thinking of doing this at the end of their 90 day probationary period and maybe every 6 months or at least once a year.

I've only had one job that did any kind of review and that was a decade ago, so I don't even remember what kinds of things were on it. I was wondering if anyone would be willing to email me a copy of theirs so I could get some ideas to put together my own?

CrystalSS

I am not in the store till Monday but will send a copy of mine. I am happy to hear you are going to do that. If the expectations are set and clearly understood right off the bat that is good. Then you are able to go back in 90 days or a year and see if they met them (keep the same salary), exceeded them (perhaps a raise) or failed in some areas. Then you can tell them you are going to do some remedial training with them because in the end it is our job to make them as good if not better than us. It should be YOUR expectations and not another employee "training" them. Then there is no gray area with employees if they fall short..they know if they are meeting your bar so it will be no surprise if they are let go.

succubus

Thanks that would be great

becka1350

I think that it is a good start to do an evaluation every 90 days, however you should be tracking what your employees are selling and do a monthly eval, that clearly states what they sold last month, together set some goals for the up coming month together, this is also a good job to address any areas of improvement that you have noticed. If you wait every 90 days you could have someone who is not really do a good job there for 90 days. That can hurt your bottom line, plus some employees just float by if you hit each one each month then you can give them the extra motivation sometimes needed to be thier best

ben8265

hey crystall
could you e mail me a copy of your employee revalution form
ben8265@aol.com
thanks

sjohnica

Can I please have a copy sent
tanningatsunkissed@yahoo.com
Thanks so much!

ctsalon

could you email one too me too please...
nflora@optonline.net

CrystalSS

sent

top2btmtan

In addition to the evaluations, I also create a list of objectives for each associate with a measurable outcome. Basic goal setting, that when you re-evaluate the associate you can back up where they had challenges and where their strengths are. I list both short term and long term goals. When things are specific and measurable it helps when you need to manage an associate out. If its a "write up" for negative performance, ensure you document and depending on what the violation is I make it a 30 day follow up or sooner to see if the problem still exists. Again specific to the action you want corrected along with an action plan to help the associate correct.

Also - do not be shy about doing "secret shops". Have a few people you know, go "shop" the salon when you arent there - both on the phone and in person. Provide your shopper a list of items that the associate should be able to answer. I do this on a regular basis and my associates are aware of it - We use this as part of their review.

CrystalSS

ctsalon, your email address was rejected and returned undeliverable