Six Easy Steps to Avoid a Walk-out

We have all worked in or know of a salon where some group of hairdressers all quit at the same time to go work for and/or become the competition. It can be devastating to the salon they leave. Here are six ways to avoid this happening to you.

Step 1

It starts with the hiring process. First, be very sure that the person you are considering hiring is a good fit for your business.   Always try to understand their position and put yourself in their shoes. Find out what their current or former employment is like, how much they are making, what the work environment is like, and their potential for both personal and professional growth.  Ask their reason for leaving. Once you have learned everything you can, ask yourself if you think they will be better off working for you or not, considering everything from salary to personality to expectations. If the answer is no, then stop there and look for someone else!

Step 2

If you get past step one in the interview, share with them exactly how you would like to see them leave. In my salons I asked for a two-week notice. I explained that when I get the two-week notice I will provide a printout of their clients and include all contact information that I have on file. I also let them know that I plan to let the clients know that we are still here if moving is not convenient for them. After all, fair is fair.

Step 3

If you do not already have one, create an employee handbook that outlines all your salon rules. Include how raises are given (people hit targets they can see), any chemical charges you have, dress code, how to request time off, any daily rules, and yes – how to quit. Make sure you provide this to every new and existing employee.

Step 4

When the first person quits swallow the lump in your throat and do exactly what you promised! Even buy them a cake on their last day.

Step 5

Immediately get an email off to their clientele. In the email tell the client where their stylist has gone. Let them know that if that isn’t convenient you still have all their records and would be happy to recommend someone at your salon that you feel would be a good fit for them. 

Step 6

Number 5 is two parts, one is loss mitigation and two is the example you set for the employees who remain. After someone quits, no matter how hard you try to contact all of their clients, some will still call to ask where they went and what happened.  Tell them again exactly where they went, the phone number and anything else they want to know. Be sure to let them know again that if that isn’t convenient you still have all their records and would be happy to recommend someone at your salon that you feel would be a good fit for them. 

When your staff witnesses you doing this the first time it will leave a lasting impression and they will most likely follow suit when they leave.  In addition you gain the trust of the client by being honest with them. 

I did this in my salons, and over the 20 years I had several people quit. This is how I handled it every time and the results where very positive; 30% of the clients don’t follow the employee to the new salon (people don’t like change). Over the next 6 months another 30% trickle back in to your salon (the grass isn’t always greener and you didn’t alienate anyone by not telling them where their hairdresser went). In the end when someone left my salon I kept 60% of his or her clients, and I have never had a walk out!