How to do a good job in hairdressing shop management?

Staff management in the management of hairdressing salons, staff management occupies the primary position. The operation of hair salons basically depends on the daily work of employees to continue. If the staff management of a hairdressing salon is very chaotic, and people can't do their job, then there is no customer management. To do a good job in the management of hair salon employees, we must first analyze the general characteristics of hair salon employees. This part of the group generally has a relatively low level of education, is relatively young, is eager to get the opportunity of performance, and has a strong sense of self. Therefore, for the management of employees in hair salons, the key point is to give them opportunities for learning and training and formulate a reasonable work incentive mechanism. First, the recommendation training mechanism: "internal" and "external" part-time training When a hairdresser faces an old customer, it is very terrible if he always uses the same procedure to deal with the customer, such as designing a new hairstyle for each customer with his own inherent judgment. In a sense, hairdressing industry is a beautiful industry with artistic characteristics. As a barber, there is no doubt that he is a worker who is at the forefront of fashion. He pursues not only beauty, but also "change". Therefore, as a hairdresser, it is very important to train hairdressers. Improve the level of hairdressers, including internal technical level and external grasp of the trend of beauty. For hair salons, making a scientific training plan for employees and continuing it can not only improve the overall quality and core competitiveness of hair salon employees, but also let employees experience a feeling of being cared for. The role and function of training is also reflected in the reserve personnel that can be used at any time in various positions of hairdressing salons, which can really solve and reduce the negative impact and high cost brought by the flow of personnel in some positions. (1). In the development of hair salons, it is very important to establish a regular technical training mechanism for hairdressers. It is impossible to develop without training. Hairdressing shops can focus on training hairdressers with certain experience in the store, and then ask them to train others, and then they will be promoted to store managers. At the same time, this training mechanism needs to be based on a reasonable evaluation system. In the process of training, we can make classified teaching and training plans according to the hairdresser's major, such as hairstyle design, hair dyeing design, fine cutting and communication design. By making a good study and training plan for the staff of the hairdressing salon and cultivating the backbone of the store in time, the backbone personnel can enjoy the operating shares. Take turns to go out with the shopkeeper to learn new techniques and management, and communicate with the main customers of the hair salon regularly, so that customers can know that the employees of the hair salon have regular technical training, so that customers can have an expectation for the hair salon and minimize the loss of customers. (2) Set an example and improve skills and knowledge. In hairdressing salons, skills and knowledge can be taught, but people's attitude can only be learned by the power of example. People's attitudes are infectious. Therefore, hairdressers should train your employees to have development and learning potential in a planned way. If you don't do this, the most promising employees will leave. (3) Let employees receive training freely, and don't blame some employees for their mistakes in training. If they are nervous, they can't study hard. If they don't understand, encourage them to ask questions boldly and don't make them feel guilty or stupid when asking questions. Second, formulate a reasonable employee incentive mechanism. The outstanding problem in the hairdressing industry is the frequent turnover of personnel. Therefore, salon owners need to consider not only how to employ people, but also how to retain people. In terms of retaining people, emotional input has become a magic weapon that some bosses are optimistic about. A humane boss will put his feelings into it. Some bosses often only care about the sufferings of the middle class, but ignore the sufferings of the middle class. If you are the boss, you can make the bottom employees feel that you care about him, and all the employees in the store will be encouraged. In order to retain employees, a reasonable employee incentive mechanism is very important. (1), so that employees have the opportunity to be bosses. Compared with ordinary enterprises, a prominent feature of hairdresser's staff is that they are young, and their knowledge level and structure are not too high. This determines that they have a high creative desire, like to challenge authority and tradition, have strong creative ability and compare themselves. What they admire most is "high income" and "being their own boss". In order to adapt to this, "giving them the opportunity to be their own boss" has become a very key measure for hairdressing salons to motivate employees. (2) Encourage your employees to study actively.