Saturday, August 23, 2008

Employee Evaluations

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.


  1. Hi Cindy,
    I came across your blog by searching google for salon management advice. I love your story.. I am also a salon owner.I have NO experience in this industry BUT I do have a love for it. I don't do hair or nails or massage. I would love to talk more with you about some personnel issues and salon advice. I just bought the salon Oct 1st I have to make alot of changes with personnel and with the way i conduct my operations. please e-mail me when you have some time also what state are you from?

  2. Hellow Cindy,
    I would like to express my appreciation for your blog. I am an inspiring salon owner. I was a stylist years ago and allowed my license to expire. I am now at this moment in my life have decided to obtain my styling license and eventually own my own salon. I want to be my own manger but also have someone on staff that could effectively run the salon when I am not their. I would like to know if you could share with me any knowledge that you have on running an effective salon? I would be truly grateful, also have you come across any other sites for salon owners? I am in the Maryland area. contact me at