HELP! Why are stylists leaving your salon?

“Stylists want and need support in order to grow”

Nina Tulio

It’s tough out there these days to find stylists. I hear it once a day at least from owners across the country. In order to find team members that align with your brand. You have to know who you are as a brand first. But, that topic is a whole other blog…..Today, let’s talk about why stylists are LEAVING!

TOP 4 Reasons why stylists leave:

• NO OPPORTUNITY FOR GROWTH-
  ”According to a study by Linkedin. 45% of employees left their current place of employment due to a lack of growth opportunities.”
  

  If your stylists DO NOT have a clear growth plan and a true support system when it comes to coaching, guidance, performance based systems, and how they will make more money. They just might bounce.
  YES! Compensation is a part of this. What does your WHOLE compensation package look like? Is it competitive? And does it show financial growth for your stylists?
  
  What to do?-
  Create a growth system that lays out how they will increase in pay based on performance. How flexibility in their schedule will be a part of this growth plan moving forward. How they can advance in their role if they choose. What opportunities they have to take on more responsibility if they choose. What about if they want to become a brand educator? Are you diving in to help with that goal?
  
  

• LACK OF STRONG LEADERSHIP AND OR TOXIC WORK ENVIRONMENT
  ”According to a survey by Harvard Business Review, 58% of employees say they trust strangers more than their boss.” WHAT?
  
  Lack of consistent leadership, leading with ego, inconsistent or barely there systems, NO follow through and support. Most importantly the old school mindset and outdated systems. Unethical business practices can absolutely lead to a lack of commitment and stylists NOT trusting their owner. A void in these areas can also create a very toxic work environment and culture that stylists do NOT want to be a part of.
  
  

  WHAT TO DO?
  Invest in leadership training outside of the beauty industry. Simon Sinek is my go to for Servant leadership. I am also a part of Masterclass which has a ton of leadership driven modules. Learn how to create a people first salon culture. Invest in them wholeheartedly and lead with confidence not fear. Lead by example with EMPATHY and accountability. Create strong systems that support growth and a solid culture that stems from your beliefs, mission, and core values. And you know what? Sometimes you have to ask yourself..
  AM I THE PROBLEM? It’s NOT suites, the rental model, or the salon down the street causing issues in YOUR salon. In order for your business to change you have to look INTERNALLY first and stop blaming what’s going on externally.
  

• NOT FEELING VALUED, APPRECIATED, AND RECOGNIZED
  ”Gallup found that 65% of employees reported not receiving any recognition or appreciation for their work in the last year.”
  

  When a stylist feels undervalued and isn’t recognized in the salon. They are LESS likely to be engaged. Less engaged employees are most likely to underperform which can lead to frustration for the owner but also for the stylist. This can cause them to move on to another salon or go out on their own.
  
  WHAT TO DO?
  Celebrate their wins. Recognize them IN FRONT of other people. Say thank you A LOT and let them know how much you appreciate and value them. Listen MORE. Make time to coach them to their own goals and dreams monthly and provide constructive feedback. Create a fun salon environment and creative ways to show you care. EX: I used to write thank you cards or buy motivational quote cards and hide them in their IPAD cover or purse pocket so they would find them when they would least expect it.
  

• LACK OF WORK LIFE BALANCE AND FLEXIBILITY
  ”As of 2023, 72% of people always consider work-life balance when they are in the process of looking for a job.” Source - Enterprise APPS Today.

  
  Stylists that are working long hours, not allowed to take breaks, not able to get out and enjoy their life outside of the business can become discouraged, disengaged, and frustrated. Employees that feel frustrated aren’t engaged and can often lead to them under performing. You see the cycle here? Flexibility doesn’t mean they can come and go whenever and have inconsistency in their schedule for the client. But it means they have the freedom to take a day or so for mental health. They can come in late if their morning cancels. One of the top reasons why stylists want to rent or go into a suite is to have MORE FREEDOM and flexibility in their schedule.
  
  The sweet spot schedule for me for a FT stylists is a 4 day work week 7 -8 hour days. Anything over that can become very overwhelming and can quickly lead to burn out. Now don’t get me wrong. When you are just entering into this business. You will work harder. You will work longer hours, you may have to work Saturdays or a night during the week. I truly believe HARD WORK and consistency is what builds strong businesses. But, all within moderation and balance.

  WHAT TO DO?
  Create a work environment that puts safety and wellness at the forefront of the business that allows for flexibility and autonomy in their schedule. Create a safe space where clear and open communication is up front and center. I always say this. Business is based on performance. If your stylists want to take off an extra day off a week and can hit their performance goals. Have it. It’s not necessarily about hours worked but more so about performance when they are in the salon and BTC.

Looking to learn more from Nina? Check out Make That Money course for suite owners/renters. And in my Synergy course for commission owners.

Psst! MORE Free resources are a click away!

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