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Managers – Don’t blame your staff.

 

Managers – Don’t blame your staff.

By Philip George

''A great hairdressing manager has to be aware of his or her own faults. Being able to create discipline in the salon but is also approachable and understanding''

Leadership“If your actions inspire others to dream more, learn more, do more and become more, you are a leader”

A great Salon manager has a duty to inspire the team and give them motivation and direction. They need to come up with answers to the team’s needs and expectations.

Culture“A Salon’s culture resides in the hearts and in the soul of its people”

Building a strong Salon culture, ethics and philosophy that the team can believe in, helps the salon become self-disciplined and builds a healthy team spirit.

Dealing with different people - “Behind every great person... are a bunch of other people”

Every team member is different and each have specific requirements; being able to deal with different people in different ways is essential to recognising this: treat each member of staff respectfully and talk to them as important individuals that bring valuable contribution to the Salon.

Organisation“Once employees feel challenged, invigorated and productive, their efforts will naturally translate into profit and growth for the organisation”

If a Salon owner or manager cannot organise their own selves or work environment, how can they help organise others? Scheduling regular monthly meetings, and keeping a journal of each team members performance and needs, helps a manager remember important details and a “to do list”.

If staff members feel forgotten or neglected, they will soon look elsewhere for appreciation and acknowledgment.

Delegation – “No person will make a great business who wants to do it all himself or get all the credit”

Delegation creates recognised value in your team as long as you help them along and be supportive. It builds confidence in individuals, whilst recognising them for their support. But it is important to delegate positions to people who you fully trust and who themselves have good people skills; otherwise a wrong choice will lead to resentment and dissatisfaction amongst other members of the team.

Getting help with ‘Back-end’ tasks will help your time management and motivate them to take responsibility.

Discipline“Confidence comes from discipline and training”

A manager needs to reinforce tough discipline in the salon. Your team need to buy into your management skills and vision. They need to believe you have their best interests at heart. Make sure your team really understand how serious you are about the team goals and direction. And that they also fully understand what will happen if they do not perform well and what will happen if they do.

Discipline in the workplace is the means by which managers correct behavioural deficiencies and ensure obedience to established company rules. The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.

If a staff member disrespects their workplace or has a detrimental effect on the Salons image or causes trouble amongst staff: The salon manager should offer a fair warning, if this is not heeded, terminate the agreement without question.

 

 

參考譯文:

經理,別責駡你的員工

「出色的髮型屋經理要時刻自省。在建立髮型屋紀律的同時,也要保持親和及諒解。」

領導才能—「如果你的舉手投足可以啓發身邊的人夢想得更遠大,學習、投入和成就更多,那麽你就是一位領袖。」

優秀的髮型屋經理有職責啓發他的團隊,為團隊注入動力和指導方向,並回應成員的要求和期望。

團隊文化—「髮型屋的文化植根於成員的心靈。」

建立一套整個團隊都認同的文化、道德和哲學,有助髮型屋上下變得自律有序和培育健康的團隊精神。

待人接物—「每一個成功人士的背後都有一眾同伴支撐着。」

團隊裏每個成員都是獨一無二,而且各有所長。對不同個性的人要採取不同的溝通方法,這樣更能令你發掘各人的優點。尊重和誠懇對待每一位員工,談話時要讓他們感覺備受重視,如同能為 髮型屋帶來寶貴貢獻的重要人物。

組織能力—「當員工覺得工作有挑戰性、生産力受到激發和推動,他們對工作的投放和付出就會自自然然轉化為髮型屋的利潤和增長。」

如果髮型屋經營者或經理對自己或工作環境也管理不善,又豈能組織好其他人?每月制定出常規的會議,以日誌記錄每位員工的表現和需要,都有助經理記下重要細節和工作清單。

如果有員工覺得被遺忘和忽略,他們很快就會另謀高就,尋求賞識和認同。

知人善任—「獨攬大權和居功至上的人不會成就大業。」

只要你肯提攜和支持你的團隊成員,實行委任制能在整個團隊中創造出共同認可的價值。這個做法有助成員建立個人自信,也肯定了他們的能力。然而,委任的人選必須是你完全信任的,而且具備良好的人際技巧。相反,人選不當就會引起髮型屋其他成員的不滿和失望。

委派員工處理繁瑣的日常工作,能助你提升時間管理和驅使員工承擔責任。

紀律分明—「紀律和訓練是自信的基石。」

經理需要在髮型屋打造嚴明的紀律。整個團隊需要認同你的管理技巧和理念,也要相信你有打從心裏顧及他們的最佳利益。你要確保每個成員都清楚明白你對團隊訂下的目標和方針絕非兒嬉,並完全了解工作表現優劣的相應後果。

工作間的紀律旨在經理糾正員工的偏差行爲,確保人人都服從公司守則。建立紀律目的在於修正行爲,並非為懲罰和使員工難堪而設。

如果有員工不尊重工作,犯下了一些令髮型屋形象受損的事,或在同事之間引起紛擾,那麽經理就要向他予以適切的警告,如果屢勸無效就應當機立斷,解僱犯事的員工。

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