One of the biggest challenges I see spa and medi spa leaders facing is issues with their teams. We hear many complaints about spa team members with bad attitudes, not wanting to go the extra mile, wanting to receive more than they put out, and a lack of motivation and dedication at work. Does this sound familiar to you? How can we change this and build a dream team?
Building a high-performance team begins with the hiring process. This is the problem we most often encounter: people hire fast and fire slow. Really, this should be the opposite. As a spa leader, you need to hire slow and fire fast. Read the following 5 steps to help build your dream team:
1. Recruiting Mission
Finding the right employee for your spa takes time. You can’t sit back and wait for the right person to come to you. You need to go on a recruiting mission. You must keep your eyes peeled for talented people. But don’t wait until you’re desperate to start looking — you need to be on the lookout all the time. If you’re trying to find someone to put on your team when you need them, it’s already too late. You may end up hiring the wrong person just to fill a position.
2. Interview Process
During the interview process, listen beyond your gut feelings. Don’t hire someone because you like them; that is not enough. You must conduct a full interview process. You want to make it difficult to get a job with your company. Take people through the C.L.A.R.I.T.I. interview process before you offer them a position with your company.
3. Position Description
One big mistake we see in spas is that most do not have a detailed position description. Not having a position description can make your employees unsure of what is expected from them once they are hired. For example, retail sales is an issue for most of you. Yet rarely is it discussed during the interview process. Don’t wait until after you hire someone to tell them what’s expected of them. It’s too late at that point, and that’s where you will encounter problems. You need to outline all their responsibilities up front so you can reduce post-hiring problems.
4. Commitment Agreement
This is one of my favorite steps in the hiring process! It’s what we teach in the C.L.A.R.I.T.I. hiring system. Once you offer someone the position, you need to present a commitment agreement that outlines all the points that drive you crazy, and get them to sign off on it. In this agreement, you should outline what you expect from them and what they can expect from you. This is not a legal document. This is simply an internal professional-to-professional agreement that will bring both of you clarity.
5. Training and Development
Now that you’ve hired your new team member, it’s up to you to set them up for success, and that requires training! Think about what kind of training you offer to your new employees. Do you have training manuals to help you? Your training program should focus on developing your employee’s technical and business skills.
If you’re experiencing a high turnover rate, check out Team Building with C.L.A.R.I.T.I. and discover the how to reduce your team’s turnover rate, learn ways to attract and hire the ideal team, and discover what is needed to implement an effective hiring process.
Having problems with your team? Share your struggles below in the comments!
