Beauty Forum Feb23 - Flipbook - Page 55
Examples of areas of the content to
incorporate in your Policy & Procedures:
The Culture of the Salon / Recruitment &
Induction
Induction Framework
Apprenticeships Training System
Training & Development
Remuneration & Incentives / Assessment
& Appraisals
Occupational Health & Safety Policy I
In- Salon Service & Retail Policy
Presentation & Dress Code
Leave Entitlement, Maternity & Sick Leave
Long Service Leave, Termination Policy,
Warnings & Dismissals
Severe Misconduct
Job Descriptions, Conflict of Interest, Line
of Authority
Drugs & Alcohol Policy
Harassment & Bullying Policy
Confidential Clause & Restrain of Trade
b) Organigram
Arrange an Organizational Chart of the
business in order of positions, and the
reporting structure from the CEO/Business
Owner to your casuals and apprentices. This
is critical to any business as it draws a clear
line of authority and communication for every
employee.
c) Succession Planning
As a business grows so will the structure and
model of the business change - resulting in
different needs, strategies and above all the
creation of new positions with new skillsets
required.
There might also be a redundancy in some
roles or areas of the business. Thinking and
planning ahead is critical to the success of an
expanding business.
Leadership development
Leadership skills are becoming more
recognised with a growing realisation that we,
as salon owners, need training and
development and that it is necessary for us to
identify who in the business or organization
has leadership traits to become a team leader
or Clinic Manager.
Synergy-Round Peg/Round Hole Theory
Identifying the right person for the right
position is critical for the future success of any
business. This affects staff retention,
promotes a positive culture and results in a
good team spirit. A good therapist that loves
the job should be encouraged to improve and
be duly rewarded.
A good Manager should also be encouraged
and rewarded as every role is equally
important and no one role is better than the
other. We need to build that culture and
recognise this theory and create synergy.
Staff Ownership
Staff training and development is the other
side of the coin. Fostering effective
communication, self-belief, confidence, and
ensuring staff take ownership of their job role
is one of the biggest challenges for any
employer in most businesses.
Encouraging staff to ensure the business
remains profitable is essential to business
longevity and to their employment!
In Conclusion
I know that the above strategies work as I
see the positive outcomes with my clients. If
you feel you are lacking in some or perhaps
even all of these areas, I would be happy to
provide you with a complimentary 1-hour
consultation. www.businesswizards.com.au
