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Goal Setting – Roundtable Group Responses

By: Brittany Machi

Year End Reviews

1. How do you feel about performing employee reviews, and why?

Necessary – Trend Analysis (Know Where They Are, Been, Going)

Assess Team Interactions

Schedule Touch Points

Millennials Prefer Immediate Correction

Really Critical – Once a Year Is Not Enough

3rd Quarter Goals

Trimester Reviews

Numbers are Really Telling of Behavior Patterns

Meet Regularly – If Not, it’s Ineffective

Commission Raises Monthly and Yearly

Keep Communications Open

Formal 6 Month Review with Goals Set

2. How do you prepare for, and structure your end of year reviews?

Growth Indicators

Check September and October

Checking In EVERY Quarter

Comparing Last Year to This Year

3. What do you assess your employees on, and why? Do you have employees perform

self-assessments prior to the review?

Prebooking

Front Desk

Stylist

Very Important

Individual Goals

1. What are some goals that you want your front desk employees to achieve? Service

providers? Managers? Why?

Front Desk: Weekly Retail Goal (Bonus on Achievement) – Service (Commission

on Goal Achievement) – Add-On’s

Providers: Total Client Count – Average Ticket

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Front Desk: Appointments Booked Per Hour – Prebook – Missed Appointments –

Retail Bonus – Client Account – Broken Down by Hours Worked Upselling – GC

Sales

Providers: Prebook – Retail Sales

Front Desk: Rebook – Dropped Calls – Wait Time

Providers: Productivity – Prebook – Retail to Total Sales – New Client Retention

– Repeat Retention

Group Vision Board

“The Biggest Loser”

Great Front Desk Person is a “Mother Hen” – Good and Friendly

Front Desk: Properly Filling Out Travelers – Prebooking – Retail

Providers: Percentage on PB & B’s – $1 for Every R & PB – Competing Against

Yourself to Be Better

2. How do your employees monitor the progress of their goals?

Monitoring Station

Remote Business

Tracking Sheets

Percentages to Goal

Past History

3. How are employees held accountable for meeting their goals?

Prizes

Team Bonuses

Daily Coaching

Balancing Act of Picking Your Battles

Sliding Scale Pay – You Get a Pay or Commission Drop if You Do Not Hit Your

Goals – Bump Back Up as Soon as You Change

Get ALL the New Clients Based on Success

Team Goals

1. How do you discuss business initiatives and goals for the New Year with your team?

Share what You Did Last and Set Goals

Share Budgets

*Always Revisit*

Quarterly Goals

Daily Feed

Compare to Last Year – Look at What THEY Want to Achieve

Bi-Monthly Meetings to Discuss Business Initiatives/Goals

Monthly Meetings and Weekly Emails

Group Texts for Updates

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Communication Tool – Free App

Team Based Pay

Scoreboard Posted Daily

Annual Holiday Meeting/Year End Discussion

Reflection on the Year

2. What things have you done to foster an environment centered on teamwork, and how

has it worked for you?

Team Based Pay – Constantly Supports the Team

Busy Stylist Does Service – Upsell a Conditioning Treatment and Give to Less

Busy Stylist

Team Building Activities, Retreats, Parties

Foster Each Other’s Talents During Down Time

3. What team goals did you set, and why?

Client Information Goals

Cross-Selling Salon and Spa

Frequency of Visit (FOV)

Bonus: One Goal to Bring Back from the Experience?

Reports :Morning and Evening Daily

Dig in to Millennium More – Prioritize

Clean Attainable Vision Cast to the Team

Front Desk: Daily Journal – Welcoming Team

Product Education

Millennium Go

Being Aware of Goals

Goal Setting

Structure Retail and Systems

Goal Setting for Employees

More 1 x1 Time – 2 Times a Month