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Transcript

Navigating the Art of Graceful Exits: Managing Team Transitions and Terminations in Your Salon Business · Salon Success Secrets — The podcast for salon owners who are done hustling harder and ready to break their revenue ceiling.

• 0:34
  Speaker 1: Hello and welcome to today's podcast.
• 0:37
  Speaker 1: We are bringing somebody special to the podcast with us today.
• 0:41
  Speaker 1: That's right, we are bringing Godzilla.
• 0:45
  Speaker 1: Just kidding, it was just Halloween.
• 0:48
  Speaker 1: And today we are going to be discussing when is it time to release somebody on your team.
• 0:57
  Speaker 1: And that's right, we actually will be talking about Godzilla.
• 1:00
  Speaker 1: And how do you recognize when somebody like that is showing up on your team and just wreaking havoc?
• 1:05
  Speaker 1: And so, if you are, you know, if you are a salon owner, I would imagine that this has been a question in your mind at some point and you know you might have felt guilty around it.
• 1:19
  Speaker 1: But today we want to really kind of dissipate some of the things that have been lingering around and give you that clear path to freedom to know, ok, is this the right decision or not?
• 1:30
  Speaker 1: And how do we do it to where it feels like everybody gets a win on the other side?
• 1:35
  Speaker 1: And so I'm Lindsay Lowe, and today with me I have my partner in crime, jen Booth, and we are super excited to dive into this topic today about really, when is the right time to release somebody on your team.
• 1:51
  Speaker 1: Just so you know we're talking about firing or letting someone go.
• 1:58
  Speaker 1: You know when is that right time and how can we make it a win for everybody involved?
• 2:05
  Speaker 2: That's.
• 2:05
  Speaker 2: I love that, lenns, and you're probably wondering well, why release?
• 2:08
  Speaker 2: Like?
• 2:08
  Speaker 2: To me it's just a much more beautiful word and, at the end of the day, like, why do we release people?
• 2:16
  Speaker 2: Is because usually if you're not happy with them, they're not happy either.
• 2:20
  Speaker 2: And so if you can give someone the gift of release, like, really to me that can kind of come from a place of creating freedom for not only you but that person as well, so that they can truly go and do what finds them happy, because if they're impacting your culture, like, it's great to give them that gift of release to for them to seek out what's going to make them feel like they have a purpose and that they can share their values with a different company.
• 2:46
  Speaker 1: Absolutely, and so you might have been in this place before but just didn't have the words to describe exactly what it was that you were experiencing or the other person was experiencing, or what just wasn't quite working out.
• 3:00
  Speaker 1: You know, I feel like in.
• 3:01
  Speaker 1: You know there's several different ways that we can look at it and several different types of businesses.
• 3:07
  Speaker 1: You know, if you were only in a sales business, then you know it would just be set on those sales goals and people on your team might not be working together as often, but you know, inside of the salon business we are working together every day and other people's energy is impacting those around them.
• 3:27
  Speaker 1: You know, and so you really have to be aware of the culture inside of the salon business, more so than, I would say, a lot of other businesses on the planet.
• 3:39
  Speaker 1: You know, and so when we're looking at this, two of the key factors that we like to look at outside of numbers, outside of feelings or anything like that, are truly just.
• 3:50
  Speaker 1: You know, is this person a producer?
• 3:54
  Speaker 1: Are they a high producer or a low producer?
• 3:56
  Speaker 1: Or is this person in alignment with our values?
• 3:59
  Speaker 1: Are their values highly in alignment with ours, or are their values pretty low?
• 4:04
  Speaker 1: When it comes to the alignment with ours.
• 4:06
  Speaker 1: And so when we look at those two different factors, you know Jim and I had a fun time coming up with what are these people?
• 4:15
  Speaker 1: How do we know?
• 4:16
  Speaker 1: You know if they're a part of our team and and what do we do to?
• 4:21
  Speaker 1: You know, everything that you do in life has some sort of a consequence, whether it's good or bad.
• 4:27
  Speaker 1: The word consequence itself doesn't mean good things and it doesn't mean bad things, but but really for every action that we take there's a consequence, you know.
• 4:36
  Speaker 1: And so when we have someone who's values are highly in alignment with ours and they're high producers, you know these are like the superheroes of the team, and you know, of course, you know the consequences that we get from working with a superhero are amazing things, you know.
• 4:54
  Speaker 1: Like they, they are providing a really great living for themselves and you know whoever else around them they, you know are are treating our guests the way that we love to see our guests treated.
• 5:06
  Speaker 1: They're doing things over and above what you might traditionally think.
• 5:12
  Speaker 1: You know a hairstylist or an esthetician or massage therapist does.
• 5:15
  Speaker 1: They're really looking out for the team as a whole, because they know everybody's success is dependent upon one another, and so these people truly are the superheroes of the team.
• 5:27
  Speaker 1: You know, and when we look at somebody who you know is a, who has high values, in alignment with us, but maybe they're not as big of a producer, we love to call these people the groupies of the team.
• 5:40
  Speaker 1: Yeah, that's right, almost like a band groupie.
• 5:43
  Speaker 1: You know they love it, they're there for the music but they're not actually the ones up performing.
• 5:49
  Speaker 1: You know they don't have the number statistically there but they love, you know, the vision of the company, the mission of the company.
• 5:57
  Speaker 1: They're there to support it.
• 5:58
  Speaker 1: They're not tearing anyone down behind their backs or the salon or, you know, they really are still looking out for other people on the team.
• 6:06
  Speaker 1: So we love groupies.
• 6:08
  Speaker 1: It's just a matter of turning them into that superhero on the team.
• 6:12
  Speaker 1: You know, and I think when somebody's you know, if we kind of look at the opposite end of that spectrum and they have like if they're a high producer and they have really low values and alignment with the company, we really like to call these people Godzilla you know, and maybe you've seen that movie before, godzilla and it you know he really is like the anti hero of you know, when it comes to superheroes, and so you know I think he's known for having ginormous physical strength and, you know, just like kind of demolishing things around him.
• 6:55
  Speaker 1: And so when someone is a high producer and they have really low values, you know there's they're in contact with a lot of people they can cause a lot of destruction with their attitude and their beingness and so these are the scariest people to have on the team, because you know Godzilla isn't thinking about what's best for everybody around him.
• 7:19
  Speaker 1: No, he is just, you know, just bashing through cities and you know, doing destructive things.
• 7:28
  Speaker 1: You know, and just not even aware of it really, I think, is truly you know my perspective of it.
• 7:35
  Speaker 1: You know, and I think if someone is falls into both of those categories where they're a low producer and they have low values and alignment with your salon, then they're definitely a rodent.
• 7:47
  Speaker 1: You know they're just kind of sneaking around in the cracks.
• 7:51
  Speaker 1: You know like they're not destructive necessarily like Godzilla is, but they're still a pest at the end of the day.
• 8:00
  Speaker 1: You know they're still not doing things for the greater good of those around them.
• 8:05
  Speaker 1: And I think you know sometimes it's hard because, gosh, there might be somebody.
• 8:12
  Speaker 1: I know I've had people on my team before who have fallen into that rodent or Godzilla category and you know you still love them as human beings.
• 8:21
  Speaker 1: I feel like when you're in the people business you can still find the good in people.
• 8:26
  Speaker 1: But I think there comes a time and a place where you just have to really, not from a form of judgment, but just really from a place of reading or assessing.
• 8:37
  Speaker 1: You know, when you're the one who is driving your salon company's ship, you have to be aware of what's going on and you know it doesn't mean that you're saying that this person is a bad person and this person is a good person, but it's like what do we want on our ship?
• 8:52
  Speaker 1: How do we want this to be?
• 8:54
  Speaker 1: You know, how do we want this to align and come together for truly the greatest good of everyone involved.
• 9:03
  Speaker 2: Yeah, and like this is something more we talk about in our salon business school too, where we really dive in deep too.
• 9:08
  Speaker 2: Because if you have an understanding of where someone lives on your team, it gives you lots of coaching tools and it gives you that gift of freedom to say, hey, are they coachable to get to the to?
• 9:18
  Speaker 2: Maybe they're at rodent and maybe I can get them to groupie or vice versa.
• 9:23
  Speaker 2: And it's like it really is a goat.
• 9:24
  Speaker 2: Like we say this is the gift of awareness today, not Tom Brady, but the goat.
• 9:28
  Speaker 2: So like just really taking a look at this and saying, okay, we have Lindsay, she's here.
• 9:33
  Speaker 2: Like this will help coach her in our PDMs.
• 9:35
  Speaker 2: Or, you know, we have Jen, she's here.
• 9:37
  Speaker 2: This is what she needs is really just to call forth awareness, because when you have awareness, it really lets you to create certainty in your business.
• 9:45
  Speaker 2: So when you have that certainty, you're really able to build your dream team.
• 9:48
  Speaker 2: And we know, as salon owners, like what it's like to have a dream team is like you walk in and you feel that energy, because we believe the energy is contagious, we know the energy is contagious.
• 9:57
  Speaker 2: And so when you have that rodent on your team who's not even producing income and they're bringing that negative energy into the building every day and impacting more people than you realize.
• 10:08
  Speaker 2: That can really stir up some things and create more chaos in a space.
• 10:14
  Speaker 2: And you know, as salon owners, sometimes we get into the habit of if we have a Godzilla on our team, we're like, well, there's such a high producer, we need that money, we need that money.
• 10:23
  Speaker 2: But at the end of the day, if you take a step back and you're like, okay, Godzilla here, like yeah, she's a great producer.
• 10:28
  Speaker 2: He's a great producer but he's costing us something, he's costing our culture something every single day.
• 10:34
  Speaker 2: Maybe our retention is lower, maybe our staff retention is lower, maybe there's more white space on the book.
• 10:41
  Speaker 2: So it cost us something every day.
• 10:43
  Speaker 2: So it's good.
• 10:43
  Speaker 2: And our opinions to look at like all verticals of that is just because they're a high producer, they're probably costing you more than you realize.
• 10:51
  Speaker 2: So at the end of the day, you're probably not in exchange with them, as you're actually going to not be giving you or creating as much income as you think.
• 10:58
  Speaker 2: So I think that's just always a beautiful place in space to look at you.
• 11:03
  Speaker 1: I love that, jen, and truly.
• 11:06
  Speaker 1: If you peel that back even just a little bit deeper, that Godzilla could be scaring that groupie.
• 11:12
  Speaker 1: They could even be, because that groupie might be on the cusp of being that superhero, but maybe Godzilla's like.
• 11:20
  Speaker 1: Did my client Sally come see you last week?
• 11:23
  Speaker 1: What did you do with Sally?
• 11:26
  Speaker 1: It's like if somebody feels super possessive over a guest, that's a really big red flag about that.
• 11:34
  Speaker 1: Their values aren't in alignment with our values, because we don't believe that we own anyone.
• 11:40
  Speaker 1: The salon doesn't own anyone.
• 11:42
  Speaker 1: The service providers don't own anyone.
• 11:46
  Speaker 1: We are trying to earn the right with every single visit.
• 11:50
  Speaker 1: Of course we want them to prebook, we want them to see multiple service providers inside of our salon company, but we also know, in order to create an amazing salon company, that we need to have let people know that they have that freedom to choose all the time and we want them to go to whoever makes them feel best or, if they love, to go to multiple service providers.
• 12:14
  Speaker 1: That is amazing.
• 12:15
  Speaker 1: We strongly encourage that Because we know sometimes people want to try something new and it doesn't mean that they don't love Jen, they don't love Lindsay, whoever it might be on the team, they just want to experience something different and we want them to know.
• 12:29
  Speaker 1: Hey, you can experience that right here.
• 12:30
  Speaker 1: And if you have a Godzilla on your team who's freaking out every time they see one of their guests and somebody else's chair, that can be a really good sign and that person can be trapping that other service provider and your salon company from feeling great about what it is that they're creating inside of the space.
• 12:51
  Speaker 1: So it's just, it's amazing.
• 12:54
  Speaker 1: When you have that awareness and you can see things exactly as they are, you know, it just really can create a lot of freedom in your life.
• 13:05
  Speaker 2: All right, I love that.
• 13:05
  Speaker 2: So now that you've kind of positioned your team, kind of where they're living, what your thoughts are about that, it's like, okay, if we have somebody that's living in that Godzilla or rodent stage, what do we do with them?
• 13:18
  Speaker 2: What's next for us?
• 13:20
  Speaker 2: In our gut, we know they're not the perfect fit and we know that they really are impacting us and costing us more than we even realize.
• 13:30
  Speaker 2: So what's next?
• 13:31
  Speaker 2: What do we do?
• 13:33
  Speaker 2: And I never like to catch anyone off by surprise.
• 13:36
  Speaker 2: I never like to catch anyone by surprise, Unless it's something like really left field, that you've got to let them go today, like stealing or doing something really really, really bad.
• 13:48
  Speaker 2: Then you definitely want to give someone a gift for the Reese without giving them any chances.
• 13:51
  Speaker 2: But for all my baseball fans out there, we know the game of baseball is like three strikes you're out, and so that doesn't mean you have to go this way, but just something to look at.
• 14:01
  Speaker 2: I like to come from a place of like, hey, we're going to give you at least two opportunities.
• 14:05
  Speaker 2: Like, I'm going to coach you.
• 14:06
  Speaker 2: I know we're going to pour a lot into you and if you're willing to coach, take these coaching tools and go from rodent to groupie or Godzilla the superhero, then we know we've made a transformation, that's what we're here to do.
• 14:18
  Speaker 2: But by that second strike, like if you're still playing the same game and nothing's changed for you and we've given you all this coaching, that's when we know it's time to give you that gift of release, because really it's going to be a gift for you to go find what's truly going to make you happy and it's going to be a gift for our team to say, wow, it's a breath of fresh air not to have that energy in our space.
• 14:42
  Speaker 1: Yeah, and truly it's.
• 14:44
  Speaker 1: You know, when you say it's a breath of fresh air to not have that energy in your space, it's like thinking about pruning a tree or a bush.
• 14:52
  Speaker 1: You know, when you occasionally get like a rogue branch that comes outside of the bush, you know, when you trim it back, it allows the other ones to get those nutrients to really be able to grow and blossom and be all that they can be.
• 15:09
  Speaker 1: It gives it an overall better shape.
• 15:11
  Speaker 1: There's just so many wonderful things.
• 15:13
  Speaker 1: When you do get to that place where, like, okay, I recognize it's time to prune the tree or the bush, whatever and just get committed to that process, I think that it really truly is a beautiful place to be.
• 15:29
  Speaker 1: And so what does it look like exactly to prepare for that termination process?
• 15:34
  Speaker 1: I think Jen talked about giving that feedback, letting people know hey, we want to see you in this superhero space, we want to see you in this groupie space, whatever it is.
• 15:47
  Speaker 1: Here's our heartbeats for our company.
• 15:52
  Speaker 1: How can we help you get in alignment with it?
• 15:54
  Speaker 1: Is there anything that you feel like you're not in alignment with?
• 15:58
  Speaker 1: You know and truly letting them know at the end of the day, like it's super important for me that you're happy and that you love coming to work here every day, because if it's someone who's constantly complaining and, you know, is just always upset, looking for something wrong, you know, there's just always something going on like, hey, you know again, you know, maybe there's some areas the salon can grow in, but maybe you need to go find somewhere that you can truly be happy in.
• 16:29
  Speaker 1: That, you know, is providing whatever it is, you know, whatever the daily dilemma is, and so so, really, just emphasizing that early on, I think is huge, letting them, whenever you're getting this feedback from someone who is, you know, in that rodent or Godzilla stage where everything's wrong, just saying like, hey, it's super important for me that you're happy here.
• 16:52
  Speaker 1: You know and it has seemed like the last couple of discussions that we've had that you're not happy here and so you know, is there anything that we can do to improve upon that?
• 17:03
  Speaker 1: Or you know that you you know what is it that you think would make you happy?
• 17:07
  Speaker 1: Because I think, truly, you know, at the end of the day, like they need to see, like, hey, I'm not, because there's a difference between someone coming up to you and saying hey, you know, I've noticed we're out of this and you know somebody saying you know, I can't even think of a negative way to say it right now but you know somebody almost being threatening, like if we're out of this again.
• 17:32
  Speaker 1: You know what I mean.
• 17:32
  Speaker 1: I hope that you wouldn't have somebody on your team that would, you know, do something like that, but it's the way that people deliver.
• 17:39
  Speaker 1: Feedback just really says a lot about how in alignment they are with your values.
• 17:44
  Speaker 1: Really, that's truly the point that I'm trying to drive here is you're gonna get a lot of feedback in business.
• 17:49
  Speaker 1: You know like you're in business, so you're gonna get a lot of feedback, but how is it being delivered?
• 17:53
  Speaker 1: And does that person feel like they truly are, you know, in it for the overall success of the salon, or are they in it to make you out to be a bad guy or, you know, whatever that could be?
• 18:05
  Speaker 1: So really, I think that that's a key thing in preparing for that process is just kind of planting that seed, like hey, I noticed that you're not happy, you know, can we move past this?
• 18:18
  Speaker 1: What does that look like?
• 18:19
  Speaker 1: Just so that it's, you know, not totally out of left field.
• 18:26
  Speaker 2: I love that and you know, once you're at strike three, and I would say this too is like, make sure, when you see something or something's coming to view for you or you're getting that feedback, like Lindsay said like handle it right away, cause there's nothing worse than you like keeping everything between you're in your head or not documenting anything and you're like, oh my gosh, it's time to fire them, but I don't have any data or time to release them, but I don't have any data, you know, to secure and create security for me on my end as well.
• 18:52
  Speaker 2: So just make sure I like to handle things right away.
• 18:55
  Speaker 2: That's always a great place because we can create more stories the more we hold onto something without really having a conversation about it.
• 19:03
  Speaker 2: Cause we talked about confront.
• 19:05
  Speaker 2: That word confront just means to be with.
• 19:06
  Speaker 2: Like confrontations really can be a beautiful thing if you really truly understand the meaning of it.
• 19:11
  Speaker 2: So you really need to have those confrontations.
• 19:14
  Speaker 2: So let's just say you've had the confrontations.
• 19:16
  Speaker 2: It's like, okay, girlfriend, you like it's time, it's time to fly, it's time to release you.
• 19:20
  Speaker 2: It's like, what does that look like?
• 19:22
  Speaker 2: And these are just some hot tips that we have that we know, we've worked, that have worked for us that we'd invite you to try is.
• 19:31
  Speaker 2: I always like to do it in person.
• 19:32
  Speaker 2: First and foremost is just because I don't know.
• 19:35
  Speaker 2: That just stands pure for me, if it's possible.
• 19:38
  Speaker 2: I know sometimes that's not always possible and you know, I always like to start with a little empathy too, because it's just coming from a place of gratitude, coming from a place of love instead of a place of fear.
• 19:49
  Speaker 2: It helps to lower their resistance and their anxiety, because you know, I've done some releasing in my in my years of business and it really like, at the end of the day, I just really want them to know that I am grateful for the time that they spent here and that I hope they feel like they are a better person when they leave here.
• 20:06
  Speaker 2: So what would that look like If you have someone sitting in your office or you're meeting with someone?
• 20:11
  Speaker 2: It's just it would be like hey, lindsay, like you're a beautiful human being and this is not fun for me to do and I truly appreciate everything that you've done here at Solon XYZ.
• 20:22
  Speaker 2: Just know that through our conversations and our expectations, that today is gonna be your last day and I think if you set up that way versus you're fired, you're done.
• 20:32
  Speaker 2: What is that?
• 20:33
  Speaker 2: I think there was a show like you're fired, yeah, I don't know.
• 20:36
  Speaker 2: I just think you get so much more respect as a business owner.
• 20:40
  Speaker 2: That will help you win in the long run too, when you come from a place like that of really serving and truly letting that person know they're not a bad person.
• 20:50
  Speaker 2: It's just they're not the right fit for your team right now.
• 20:54
  Speaker 1: Yeah, I love that, jen, and you know, I think, especially if they're, you know, when you're looking back to the model that we were just talking about earlier, you know, if you can release somebody before they make it to that Godzilla stage, it really can be a beautiful gift for both people involved, you know, because they can really learn what it is that can help them be successful in the future or the type of environment that it is that they're looking for.
• 21:22
  Speaker 1: And you know you could also let them know like I've, you know, released people before and said, hey, like I believe that you are a beautiful person, a wonderful person, and I know that when you are happy, you are gonna do so many amazing things.
• 21:39
  Speaker 1: Like I'm grateful for what you did while you're here, but I know that you have so much untapped potential inside of you that I would never throw your name through the mud.
• 21:48
  Speaker 1: You know, like I'm not gonna give you a terrible reference, but I know that it's gonna take your commitment to you know, wanna get there and live in that side of you to really blossom and bloom in the future, and so I just want you to know like, hey, feel free to use me as a reference.
• 22:08
  Speaker 1: Still, you know, if it's somebody that you have a decent relationship with, it's just not the right time or place for that person.
• 22:16
  Speaker 1: You know, I think that that's a great way to end it so that they know.
• 22:19
  Speaker 1: You know, it's almost kind of like that relief of hey, when we see each other in the future, it's not gonna have to be awkward Like this, doesn't have to be awkward.
• 22:28
  Speaker 1: You know, I just recently saw some random clip on, you know, I don't know if it was like TikToker, instagram or where I was in the interwebs, but it was.
• 22:38
  Speaker 1: They were interviewing somebody's old assistant and she was like I can't believe that people still ask me about this 10 years later.
• 22:45
  Speaker 1: She was like, but yeah, she did, she fired me, but it was a beautiful thing, you know.
• 22:50
  Speaker 1: And she just said, like I think that you'll do great somewhere else, but it's just not gonna be here.
• 22:55
  Speaker 1: And you know, I think that you know, your vision for the future is just not the same as our vision for the future, and it doesn't mean that either one is wrong, you know, and I think that that's a great place to get to is when you realize, hey, this we're just not in support of each other anymore.
• 23:13
  Speaker 1: Like Jen said, doesn't make you a good person, doesn't make you a bad person or not.
• 23:18
  Speaker 1: The good person part doesn't make you a bad person is really what I meant to say.
• 23:21
  Speaker 1: It doesn't make you a bad person, but it's just not gonna work out for us now.
• 23:26
  Speaker 1: So feel free to use me as a reference.
• 23:28
  Speaker 1: I think that that is a great spot to get to.
• 23:30
  Speaker 1: I think you know, sometimes people want to know what to expect to, especially if you're in a smaller town or in an area where you know you could run into them again.
• 23:39
  Speaker 1: I feel like our industry is really small, so just letting people know hey, just because it's not here, it doesn't mean it's not anywhere, or it's not that you're gonna have a great career somewhere else.
• 23:50
  Speaker 2: Yeah, I think that's beautiful and, and you know, the stay in age, where we hear a lot about anxiety too, is like it.
• 23:56
  Speaker 2: Sometimes it is hard because when you're releasing someone and you know they struggle with anxiety is like, oh gosh, like what is this going to be like for them?
• 24:03
  Speaker 2: And so, like you know, a beautiful question is like I think Lindsay said earlier is just to be present with them after you Deliver the news, to say like, like, are you truly 100% happy here?
• 24:13
  Speaker 2: And I've never had one person that I've asked that to, that I've released, say yes and be in agreeance with that.
• 24:19
  Speaker 2: And so like if you can help them see that point of view too, that like, hey, you're gonna truly get to go do what 100% makes you happy, whether that's hair, whether that's nursing, whatever it may be, is like, what's your life gonna look like now when you're 100% happy every single day, when you made that choice to be 100% happy every day?
• 24:37
  Speaker 2: So like if you have someone that's struggling with anxiety like that that always just resonates well with me by asking that question to help Kind of lower their resistance, get them back to that present moment, so that they're not just like Stuck in their head and just even more anxious and you're worried about them driving like I've been there, I know I've loved.
• 24:56
  Speaker 2: It's like like, how can you just bring them back to that reality, reality and help them see the good and everything?
• 25:02
  Speaker 2: And just by like Recently it was like, well, what would you do?
• 25:05
  Speaker 2: Now she's like, well, I think I'm gonna move to South Carolina.
• 25:07
  Speaker 2: Like, wow, great, you know what she said.
• 25:09
  Speaker 2: I've been contemplating it and I said, great, I felt that energy from you.
• 25:12
  Speaker 2: And so like you're gonna get to go do what you've been hoping to do, but didn't we're avoid doing so it just really can be a beautiful thing if it's done tastefully and in the right way.
• 25:23
  Speaker 1: I love that, you know, and every once in a while you will get somebody that truly is that, that red light in life.
• 25:30
  Speaker 1: Excuse me just a second.
• 25:33
  Speaker 1: I mean grab a drink.
• 25:38
  Speaker 2: You're stopped.
• 25:38
  Speaker 2: It's a red light, whoo red light green.
• 25:42
  Speaker 1: Okay, here we go back out it, we're behind the steering wheel again.
• 25:44
  Speaker 1: But when you are, you know, working with an individual, releasing an individual who is truly at a red light, you know, like Jen mentioned earlier, gosh, maybe that's like theft, maybe it's you know they were saying bad things about people on the team to other people or they were tearing your company down, whatever that might look like.
• 26:03
  Speaker 1: Sometimes you do just have to make that clean break and not really give you know too much feedback, or you know have too much time, you know spent with that person, just because when they're truly at that red light, sometimes they might just be looking for things to use as weapons against you, you know.
• 26:21
  Speaker 1: And so I think it's really also an important point to talk about.
• 26:24
  Speaker 1: You know, just understanding your HR and your community, you know, or in your state, wherever you're at, just knowing you know, like in Kansas, it's a right to work state, or you know Everybody's at free will, both parties, and there doesn't have to be a really a reason to release somebody.
• 26:41
  Speaker 1: And so just being aware of that I think is is great, and just being aware of truly you know how that other person is, I think is also a gift, you know, for me, at Certain points in my salon ownership I didn't have other people in the room and and from now on I, you know, just always want to make sure hey, there's somebody else that has like eyes and ears on the conversation.
• 27:05
  Speaker 1: Doesn't mean that they're necessarily a part of the conversation, but it just means I want somebody to sit in there to hear, because it's important for me to feel like our company is totally transparent and we're not doing anything, you know, malicious to anyone and you know that we truly are there to help serve People for their highest good.
• 27:25
  Speaker 1: You know, and I think sometimes, when someone truly is stuck at that red light, you just need to release them and you know Say, hey, I.
• 27:33
  Speaker 1: You know I might be wrong about this, but you know it's just come to my attention that you're not happy here and it's important for us to have people that are.
• 27:43
  Speaker 1: And you know we're gonna today's gonna be your last day You're gonna get that freedom and ability to go find what it is that you're looking for and and having that other person there just really helps because you know I once upon a time I released someone and you know they kind of twisted the story that had happened.
• 28:03
  Speaker 1: And it doesn't actually matter, you know, to me I knew in my heart like, hey, this person truly is gonna be happy somewhere else.
• 28:10
  Speaker 1: And so I knew, hey, it doesn't really matter what they say or do.
• 28:16
  Speaker 1: But I also learned my lesson the hard way there.
• 28:18
  Speaker 1: You got to make sure you have somebody in their room, and it's not because you ever expect anything to happen, but it's just because, like you know, I knew that that nobody that was on the team or close to me, you know, and it wasn't even that big of a deal, it was just small little details.
• 28:35
  Speaker 1: You know that the person twisted, but I knew that.
• 28:38
  Speaker 1: You know, it didn't create any confusion or chaos for my team at the time.
• 28:43
  Speaker 1: But I also knew, if somebody would have been in there, it would have been like, probably that person would have even felt like they wanted to twist anything, you know.
• 28:52
  Speaker 1: And so I think you know, the one thing, you know, a spiritual teacher that we've worked with before has told me that really resonated with me was just, don't give somebody the opportunity to lie.
• 29:06
  Speaker 1: And you know, I think that that is a powerful thing to think about, you know.
• 29:13
  Speaker 1: And it's not saying that you know that's always gonna be the case or whatever.
• 29:17
  Speaker 1: But when you just eliminate that desire or, you know, just eliminate that opportunity for someone to misconstrue the truth, it really does provide a lot of freedom for both of you, cause really it would have helped that person close the chapter quicker for them too and just move on for their happiness.
• 29:36
  Speaker 1: And so I think you know there's amazing ways to do it to where you can be hugging it out on the other side and really loving that person and rooting them on and knowing, hey, just because it didn't work out for us at this place and time, I still believe that you're gonna do good things, but then I think also being aware that there truly are some very red light people in life who don't always wanna create that for another person, and so just being aware that they exist again, it doesn't make them bad people.
• 30:06
  Speaker 1: It's just you need to be aware, when you're leading the ship, what are you?
• 30:11
  Speaker 1: You know what kind of waters are you about to trek through, so that you can make sure that your ship is going to survive anything.
• 30:19
  Speaker 2: Everybody wants a surviving ship.
• 30:21
  Speaker 2: I love that, lyns, yeah.
• 30:22
  Speaker 2: So that's kind of like part one, like right now you've released this person as like what's next, what's down the horizon next?
• 30:29
  Speaker 2: And I think the next thing we really need to explore is that communication part with your team, because they're gonna have probably a lot of questions.
• 30:36
  Speaker 2: They create a lot of stories or challenges around what may be happening and so, like I like to handle that with your team just like you did with that person.
• 30:44
  Speaker 2: You know, like as during a huddle, during a salon celebration, whatever it can be that you can get that quick touch point with your team is just like hey, you know, today we made the decision to release Lindsay.
• 30:57
  Speaker 2: She's a beautiful person, she's gonna do beautiful things.
• 31:00
  Speaker 2: We wish her all the best.
• 31:02
  Speaker 2: I know for some of you this can create a stage of sadness.
• 31:06
  Speaker 2: Some of you, this can create a stage of relief and it's okay to feel all those emotions.
• 31:10
  Speaker 2: That's totally okay, team.
• 31:12
  Speaker 2: Just know, at the end of the day, let's just all send this person some love.
• 31:15
  Speaker 2: We're gonna move forward and we're gonna continue to do incredible things.
• 31:19
  Speaker 2: Does anyone have any questions?
• 31:20
  Speaker 2: And I don't think you have to over explain it, just keep it simple.
• 31:23
  Speaker 2: Just paint that person as a great person, and your team will respect you for that.
• 31:29
  Speaker 1: Totally.
• 31:30
  Speaker 1: Yeah, you know, and I think that that is just precise and concise and exactly what needs to be handled in that situation.
• 31:39
  Speaker 1: Just because, like you want it to be confidential, you want it to be professional, you want to also let your team know if their guests call and again, nobody owns a guest or a client.
• 31:54
  Speaker 1: But just to be clear that we always like to outline it in a manual or let people know the salon does own the client information and we do have a legal obligation to protect that.
• 32:07
  Speaker 1: But we also know people are at free will, like we're not gonna take anything or hide anything or keep anybody from anyone.
• 32:15
  Speaker 1: If anyone calls and they're looking for Susie Q who left and went somewhere else, absolutely we're gonna let them know where they went and invite them to go see her and if anything ever changes there, tell them that they're welcome in our salon anytime as well.
• 32:33
  Speaker 1: We want this to be a smooth transition for both parties involved, or really all parties.
• 32:40
  Speaker 1: So you've got the salon company, you've got the former stylist or service provider and then the guests that see us, and so just letting them know, hey, if you let us know where you're going, if it is somebody who is gonna continue on in the industry.
• 32:57
  Speaker 1: We're happy to pass that information along to any guests that are looking for you.
• 33:01
  Speaker 1: We also realize it's the digital age people can reach out to each other anyway that they want to, and so we would never wanna prevent any of that information from getting stored.
• 33:12
  Speaker 1: But also just letting people know inside of the salon, especially if they recognize.
• 33:19
  Speaker 1: Hey, when you mentioned the sad or relieved, I actually felt relieved.
• 33:21
  Speaker 1: Their guests could be feeling that way too, like, oh, that person's gone.
• 33:26
  Speaker 1: Well, they're kind of relieved.
• 33:28
  Speaker 1: So you don't say, hey, let me get you that stylist information right away.
• 33:31
  Speaker 1: You just say, hey, this person is no longer with us.
• 33:35
  Speaker 1: Would you like to schedule with another service provider here?
• 33:38
  Speaker 1: We would love to see you, or would you like for us to get you information on the other stylist and let the guest have that choice, because they might be feeling that same way.
• 33:51
  Speaker 1: They might be like, oh, actually I've always wanted to try so and so, or it could be a good opportunity to get them matched up with somebody who could even potentially be a better fit for them.
• 34:03
  Speaker 1: So I love that.
• 34:04
  Speaker 1: I love to look at that perspective.
• 34:07
  Speaker 2: That's great, and so we've got part one, part two.
• 34:09
  Speaker 2: The final part of this, too, is just, it's gonna be a gift for you to do some reflection on the term.
• 34:15
  Speaker 2: You know the releasing process, what you learned, what qualities of that person have that you wanna make sure your next avatar doesn't have.
• 34:22
  Speaker 2: So I think it's always, too, just a great time to do some reflection and say, hey, you know, this is how that person showed up and I wanna make sure that that doesn't fit our avatar.
• 34:32
  Speaker 2: Like, what are the questions that we can do in the interview process that will help eliminate this mindset or eliminate this or eliminate that?
• 34:39
  Speaker 2: So I think it can be a learning process as a salon owner as well, to really dive into that and to always learn from everything that happens, because I think that is a gift is learning from all the opportunities that are called forth for in your life.
• 34:54
  Speaker 2: And I know some people will say, well, do exit interviews, and I think exit interviews can be a good thing, but also then they.
• 34:59
  Speaker 2: I think it depends on the person, because really I don't want feedback from somebody that's a Godzilla or rodent like got it.
• 35:04
  Speaker 2: Thank you, let's move forward.
• 35:07
  Speaker 2: So you know if there's maybe a superhero or a Groupie, groupie, what the world?
• 35:16
  Speaker 2: How could I forget Groupie?
• 35:17
  Speaker 2: Get it together, jen.
• 35:20
  Speaker 2: Get it together, groupie.
• 35:21
  Speaker 2: It's like then that might be a time that you could do just a few exit interviews, but when I do an exit interview, I'm going to keep everything positive.
• 35:27
  Speaker 2: I'm like what's, what was the best part about working at salon X, y and Z?
• 35:31
  Speaker 2: Like you know, if there could have been an opportunity, what would you see as the opportunity?
• 35:35
  Speaker 2: Like, not like.
• 35:37
  Speaker 2: What's the challenges?
• 35:38
  Speaker 2: What didn't work?
• 35:39
  Speaker 2: What did you not like?
• 35:39
  Speaker 2: I never want to come from that place because I think you'll get so much better feedback and it'll also help that person to ground the good that they had while they worked for your company.
• 35:50
  Speaker 1: I love that.
• 35:51
  Speaker 1: And so you know, really, today we covered all the parts of what it looks like to release that team member.
• 35:58
  Speaker 1: How do you recognize?
• 36:00
  Speaker 1: You know where they live at.
• 36:01
  Speaker 1: You know, in comparison to like their values and their production.
• 36:05
  Speaker 1: You know, like Jen just went over, are they Godzilla or Rodent, or are they a superhero or a groupie, you know, and so.
• 36:14
  Speaker 1: So then, once you are able to recognize that, then you could see, hey, what are some of the signs that it might be time to release someone and how can I prepare for either their?
• 36:25
  Speaker 1: You know you got to either coach them up or coach them out.
• 36:27
  Speaker 1: And so you know, preparing for you know, hopefully you're coaching them up and that works and you don't have to release them.
• 36:34
  Speaker 1: But every once in a while, you know, there there is that opportunity that it comes through.
• 36:39
  Speaker 1: And so how do you prepare for that termination process?
• 36:42
  Speaker 1: Who are you going to have there with you during it?
• 36:45
  Speaker 1: You know, are you?
• 36:47
  Speaker 1: How are you going to make sure you cross all your T's and dot all your I's when it comes to HR and and the releasing process?
• 36:53
  Speaker 1: And then how are you going to handle just the aftermath with the team and the guests and you know, and make it as positive of an experience as possible for all parties involved, you know.
• 37:06
  Speaker 1: And then, finally, how do you move forward and learn from the experience as the salon owner and you know, identify the, the lessons that you can learn from that and identify some opportunities to grow into the future?
• 37:23
  Speaker 2: I love that.
• 37:24
  Speaker 2: All right, guys.
• 37:24
  Speaker 2: If you loved the four possibilities of what could be at your salon team, be sure to check out salon business school, because we really dive deep into this.
• 37:33
  Speaker 2: We'll give you the right questions to ask during an interview so you know exactly how to get those superheroes and groupies.
• 37:40
  Speaker 2: And thanks for tuning in.
• 37:41
  Speaker 2: We'll see you next week, bye, bye.