My leadership group decided that we will do performance evaluations two times per year, August and February. Performance evaluations are not to be confused with a pay review - in these meetings we will not discuss pay or make pay adjustments. The closest we will come is by discussing the actions a team member can take that will lead to as big a pay increase as possible when salon goals are met and we are giving raises.
These discussions are important because it's a chance to sit down with someone, one on one, and discuss their career and the salon's expectations. There's nothing worse than a situation where an employee thinks they deserve a big raise and you think their performance is sub-par. It's important that they understand what is expected and what they need to do to further their career and their income.