Avoiding the Revolving Door Begins with Leadership
Employees quit leaders not companies. A good leader must know and accept that people often quit not because they don’t like their jobs, but because of actions, inaction or behavior on the part of the spa’s leadership. It’s a tough thing to do, but taking ownership in a employee relationship gone bad is part of being a leader. The question is, will you learn from your past mistakes?
Here are some strategies to make sure employees don’t quit you:
- Communication is the key: Every employee wants and needs to know where they stand with you and the company. There is no such thing as communicating too much. If you have any employee who hasn’t had a thorough performance evaluation in the past three months, you’re part of the problem.
- Tackle performance and behavior issues head on: The most serious relationship damage occurs when issues surface and tough conversations are avoided. Stop these issues in their tracks. If you don’t performance and behavior issues will only get worse - and can even spread to other employees.
- Agree on expectations: Never end a conversation without clarity on what the expectations are moving forward. Set timelines and check-in points to regroup, refocus and to ensure progress is being made. One crucial conversation isn’t going to cure everything; you must review and review again.
- Recognize that everyone seeks appreciation: “Great job.” These two little words can make a big impact and drive great performance. Schedule time to demonstrate your sincere appreciation for a job well done.
- Know when it’s over: Employees come and go. Sometimes they move on. Other times they quit and stay. If it’s over, accept it and be positive. Wish them well. It’s all part of protecting your culture and keeping drama to a minimum.