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How to conduct staff appraisals
 Antony Whitaker is one of today's premier talents as a cutter, educator, motivator and hairdressing businessman. He believes that having a regular one on one appraisal with each of your team members is an essential component in developing their individual career paths for both the salons and the individuals benefit. These are the steps to success:
Structure it
Develop a question and answer appraisal form that gives structure to the discussion. There is no right and wrong questions but avoid yes/no answers. Ask open questions that stimulate thought and discussion for example. "What have you enjoyed most about your job over the last six months?" and "What areas do you feel you need further training in?" Give all staff members a copy of the form a week prior to their appraisal and ask them to make notes in advance.
Right place, right time
Give thought to the best time and place to have an appraisal, allow plenty of time [an hour minimum]. Ideally avoid the pub or coffee shops - you need a private and confidential setting, your office if you have one but ensure you are free of any distractions from clients or phones, passers bye etc as this destroys the flow of the discussion.
Be positive
Appraisals should be a positive motivational experience so avoid the tendency to focus on reviewing all the negative occurrences over the past six months. Don’t ignore the negatives but concentrate on the positive the future and give the employee something to work for in the coming six months.
Listen up
Listen, I mean really listen! This is an important opportunity to let people communicate their feelings and ambitions to you so try not to be so preoccupied with your agenda that you miss what they are really saying. Remember that it is easy for people to feel intimidated and vulnerable in an appraisal situation.
Finally, make notes as you go and finish with some clear measurable objectives and a plan that you are both in agreement to and mutually committed to turning into reality. 
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