Staff issue!

[bubbly26]

Hi guys, need some help! This is only my second post so feel a bit bad but promise to give a bit back to this fantastic site:hug:
Here goes . . . . .
I bought a salon twelve months ago and started off with one hairmesser..me! Within a month or two I took on another hairdresser,two part time beauty therapists and a nail tech.So things were going well, great staff and great atmosphere! Back in oct I decided to employ someone part time(hairdresser on a three month trial) to pick up more business and expand further. I interviewed four girls and picked the girl I was impressed with most,things were great for a month then the new girl did her first colours in the salon and the folowing week I put all 5 right! Both wrong colour choice and bad technique!
As christmas was fast approaching (and honestly while she is on trial not wanting to pay out for colour training!) and I work 52 hrs in the salon I thought the best thing to do is address this issue in the new year so I told the girl that I was perfectly happy for her to do any other service for clients but colour and she agreed to this!
The girls three month trial is up this saturday and I am wanting you're thoughts on what you would do!

Am I allowed to employ her for fewer hours than I have done on her trial period?

Thanks in advance, bubbly x

 

[clarabel]

You can extend her trial period and offer more training for colour. I would put that to her first rather than taking her on permanently and then finding she just can't do it. Hope that helps

 

[Lynne Baker]

Her cock ups could be doing your salon a lot of damage. It doesn't take long for word to get around. I think you are perfectly within your rights to ask her to leave because she isn't up to the job. If you're happy with the rest of what she does and you can afford to have a separate colourist you could employ her on that basis. What did she say in her interview - did she know there would be colouring involved? Did she mention anything about her colouring skills?
If it were me, and my business, I would be saying goodbye to her. If she stays it sends a message to your other staff that it's ok to be rubbish because you'll find a workaround. It also sends a message to your clients that you don't employ top notch staff and thus you don't provide a top notch service.

 

[bubbly26]

Thanks Clarabel and Calla for your replies:green:

I did employ the stylist thinking she could do every aspect of the job including colouring(was specifically discussed in interview as it makes up 60% of our business!),she is obviously not up to the standard I expect and the clients coming back complaining justify this!

But how do I go about getting rid of her? do I just say its not working or is it more complicated than that? Sorry for all the questions but I think I need to do something sooner rather than later because I realise after the trial period it becomes more complicated!
Thanks guys, bubbly x

 

[Lynne Baker]

What are the terms of her contract while she's on a trial period? I think that you can pretty much just tell her it's not working out and that you won't be formalising her employment with you.

 

[loubylou]

Just sit her down and explain that the trial has come to the end of its period and due to the problems that she has had with colouring this means she is not the member of staff you were looking for,
if she argues this or gets upset remind her that colouring was a requirement for the position and her colouring skills need improving,
give her the advise that if she wants to progress in hairdressing, in the future she will need to make her own arrangements for a colouring course to give her this skill,
wish her well in her future, add that you would be happy to give her a reference and if you were happy with the rest of her work add that if you are advertising for staff in 18 months time she would be welcome to apply (she should have the colouring skills by then)
hth :hug:

 

[RedAdmiral]

Just sit her down and explain that the trial has come to the end of its period and due to the problems that she has had with colouring this means she is not the member of staff you were looking for,
if she argues this or gets upset remind her that colouring was a requirement for the position and her colouring skills need improving,
give her the advise that if she wants to progress in hairdressing, in the future she will need to make her own arrangements for a colouring course to give her this skill,
wish her well in her future, add that you would be happy to give her a reference and if you were happy with the rest of her work add that if you are advertising for staff in 18 months time she would be welcome to apply (she should have the colouring skills by then)
hth :hug:

Very well put, her trial period is up so she can either re-train in colour or she can leave it at that.

What is she like other than bad colour? I have a girl here who just cant do l&P only gel and they're not that hot! her mani/pedis' are fantastic so i put hher on a 3 day week and she is free to come in other days to practice nails

 

[Paperclip]

I would personaly do a trade test on a potential employee to see what standard of work they are up to. And then if you think they fit in well with you then I would give them a three month trial. It is always nerve wracking when you start somewhere new. Do you think that she could improve in time , is there the potential there? If at the end of the day you are still not happy with her work, then after the trial period is up explain that you are not happy with her standard of work and its not working. I know easier said than done. Good luck with your choice.
Thats why I still work on my own!!

 

[Annie23]

I can understand your dilemma, if your employee confirmed she can colour hair and this is'nt the case it will be very frustrating for you, as somebody has said its your salons reputation at stake. However if you are generally happy with her work otherwise, and she was understanding about not doing the colouring, and she is a team player etc I would have second thoughts and probably extend her trial but put it all in writing. Perhaps you could come up with a mutual agreement regarding training in colour and sharing any course costs and have model sessions so that she can practice. Have you discussed colouring with her at length, tried to discover where she is going wrong, her own confidence level - maybe she thought she was ok at it?

If however you do want to end her employment LoubyLou's response is excellent advice. Goodluck!

anne xx