Sherin

For those of you looking to hire a manager, or any employees, here are some activities/ideas you may want to make a part of their job description.
Some of these obviously are currently being performed by you as the owner and they are in no particular order as you will be setting the importance of each item.

1.Find Qualified people to fill positions.

2.Measure Progress toward and/or deviation from the salon's goals.

3.Identify and analyze the various job tasks necessary for operation.

4.Develope Strategies (priorities, sequence, and timing of major steps)

5.Develop possible alternative courses of action.

6.Deliver appropriate consequences for individual performance.

7.Assign responsibility/accountability/authority.

8.Set objectives. (goals)

9.Train & Develop personnel for new responsibility/authority.

10.Gather & analyze facts & statistics for the current goals.

11.Establish qualifications for new positions.

12.Take corrective action on the goal plan.

13.Coordinate day-to-day activities.

14.Determin the allocation of resources. (including budget, facilities, etc)

15.Measure individual performance against goal objectives & standards.

16.Identify negative consequences of each course of action.

17.Develop individual performance objectives which are mutually aggreeable.

18.Define the scope of relationships, responsibilities, and authority of positions.

19.Determine a basic course of action.

20.Determine when & how overall progress will be measured.


_________________

"Work like you don't need the money. Love like you've never been hurt.
Dance like nobody is watching."[ This Message was edited by: Sherin on 2004-12-10 19:37 ]

ramcat

Excellent points...I love it when someone shows that they have done their homework. If you know how to interview someone for a position, you will find that "special" person you are looking for.

Good job Sherin

hockey92

Sounds like a great plan.....but first I need to make some money to be able to hire those employees.... I have no one working for me yet... just me... Cannot wait to get a little help... This is wearing me down.. alot of work for one person...

Brandy1

Very nice, thanks Sherin.
I have another question. I'm having problems getting some of my recent hires to do their jobs to my liking. I need to ruffle things up. I'm thinking of either firing the girl that deviates from her job the most, or take a more proactive approach and seperate the girls by giving "titles" (mainly for motivation). I think the girl that deviates the most has potential. I'm torn on which angle to take? Any advice?

ramcat

KR - That explains why I haven't gotten my call. You're all alone....

By giving titles, you are providing for upward mobility in the company. Are you going to give a higher pay for these "titled" positions? However, this may lead to the "I'm your boss" attitude. Be careful.

I've found that firing someone gets their attention. Remind them that if they do not perform their duties in accordance to their standards, you can always find another who will. It's a mean approach, but it has worked, for me....

Sherin

Check out the other posts on management style.
Find out how you want to do it.
Make sure that you have been very clear on the things that are the most important to you.
Most often times when things are not getting done the way we want, it is a communication issue.

Brandy1

I'm pretty clear on what I want done. My nickname with my family and friends is "your fired". I've been given coffee mugs and tee shirts because those words come out of my mouth so much. I'm not hard to work for if you do your job, that is what I tell everyone. This girl has a average PPA of $.75. I watched my video of her working last night and all she did was the typical, mop around the furniture in the front, and watch t.v. I really hate that. I try to give people chances to do better, but with her mouth, this one may not get another chance. Also, my schedule is always changed, EVERY FLIPPIN WEEK! So they are all getting write ups today for that. They all tell me they are extremly intimidated by me, but then why are they not doing their jobs? It's slow and it does get boring, but come on! With the "title" thing, I was hoping to give them something to work for. Test them to move them up to "Senior Tanning Consultant", with more % on commission and more hours. With that I was hoping to separate the so-so from the outstanding.

Sherin

People are going to do as little as they possible can unless you get them to sign on for what you really want.
Some people just don't function in a hands on atmosphere very well at all.
Some people completely change when you give them the responsibility & accountability.
But if everyone is afraid I'm sure they all have adopted the attitude of why should I if she's just going to fire me anyway?
See if you can do some team building. Make them accountable for each other's actions and make a "Team Bonus" payable after the season is over. If anyone gets fired in the mean-time, they loose out.

Brandy1

I love it, but what kind of bonus would be motivating enough? $$$ is the biggest motivator, but how much would make them feel they do it, or how much is not enough?
You hit the nail on the head when you said, why do it if she is going to fire me anyway. That is exactly what I'm trying to avoid. Team building sounds great "on forum" but how? I've tried many things. I think that the girls I have now are competitive with each other, so giving one a "title" would probably motivate the others.
Still on the wire.....hummm.

Sherin

I'm going to assume that most of these are young employees.
Sometimes getting them away from the shop for a little team building might be an answer.
Make up a grid with the team building activites on it & ask them to rank in the order of importance. Ask them to identify their training needs & develop their own plan for improving performance. You can lead them to the goals that you want in place but they have to sign on for them. Then develop a performance plan. Ask for their imput & include their idead in your plan if possible. Outline the steps you want them to follow to realize your goals. Be specific about the time requirements & skills. Closely monitor their progrees on their performance.
Set goals with them for the team bonus! Peer pressure will motivate most of them.
I'm not saying everything will work, but try different things and a new approach. Good luck!