4. EFFECTIVE DELEGATION

This is a great way of getting people to do what you want them to do.
Here is a real life example to help explain it to you.
Imagine you’re about to appoint a salon manager. There is an obvious candidate and her name is Kirsty.
One of the things you’d like Kirsty to do is close the salon at the end of the day on Monday, your day off.
1. Start with the desired results.
Explain that when you open up the Salon the following morning, you expect it to be clean, tidy and organised
for the day.
2. Be specific:
Clean tidy and organised means the floor has been swept, the towels washed, all the lights turned off, the salon left shut up and secure.
3. The consequence is if she succeeds, she’s in line to be Salon Manager. This is an important role because you are taking on staff.
4. A Guideline is: she only has 30 seconds to lock the door before the alarm goes off.
5. Resources available: Jade will be there to help her, as she works every Monday. Also, if she has a problem with the computer when she’s cashing up she can call you and you’ll talk her through it.
REMEMBER! You are delegating, not dumping
6. Review
Explain to her that at the end of the month you’ll talk to her about how it’s going and then perhaps give her more responsibility.

5. HOW TO DEAL WITH NON-COMPLIANCE

If someone fails it is for one of two reasons – either they failed because they don’t have the skills or they do have the skills – but they chose not to do it.
If they chose not to, you need to get on their case. You need to give them a hard time.
This is what a hard time looks like …

The reprimand is immediate. So long as you have cooled down and you can use your best assertive
behaviour.
1. It’s specific. Which exact parts of their behaviour were wrong.
2. Explain the problem and the effect of their behaviour.
[They may even say they’re sorry.]
3. You agree the facts – what you believe happened is actually correct.
4. You give them a chance to have their say.

5. Say how much you:

• -Appreciate their usual OK performance.
• -Appreciate them as a person.
• -Want an immediate return to the best behaviour.

6. Say how you feel. No shouting – but a sad and disappointed face.
7. Keep a written record of your conversation with them [this is in
essence a verbal warning.

To find out more about SALON SMART LIVE, click here >

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