THE NECESSITY TO RETAIN TEAMS

W

hen Ms DUSCHPOUNTZ ask to come on Friday, she is told that it will be with Barbara. « Sonia is on holidays, she is sick, nothing serious ? », ask our client with concern. She is worried for her hairdresser and the fact that she will bestyled. Nothing of that in reality. A little embarrassed, she is told that Sonia left the salon.

Ms DUSCHPOUNTZ, prompt to fainting, tries awkwardly to know why, how and especially where to find Sonia now, not aware of her unkind questions for the rest of the team. As if Ms DUSCHPOUNTZ couldn't have the same quality in the other hairdressers who are still here. That's true, all of that is psychological. What is in the head of Ms DUSCHPOUNTZ is not totally rational, because of her strong attachment to Sonia.
Her judgment of the other hairdressers isn't objective but based on the certitude that Sonia was the perfect hairdresser and that that kind of hairdresser doesn't exist a lot.

We all had Ms SCHPOUNTZ. And that's why, an important part of the customer loyalty to a salon comes from their attachment to their hairdresser. And the departure of a colleague can do harm in some cases.

Except that nowadays, it is much more difficult to retain your colleagues. The feeling of great dissatisfaction, the fierce competition, the desire of change are factors from which we protect yourself.
And the problem is that a caress in the back can be useful but is not sufficient. You must now impose rigorously some indispensable rules: the 10 commandments of the manager.

1. Thou shalt have your colleagues as members of the business proposition:
An employee need to know where he/she works, the motivations and the objectives of the manager. He/she needs to know the importance of her/his place within the company and feel that he is part of it.

2. Thou shalt give regular information about the health of the company:
The need of protection is an integral part of each of us. Indeed, giving regular information to your colleagues about the health of the company will reassure the team about the health of the company.
Because even if the grass is always greener in the other side, one shoudn't leave a profitable enterprise just like that, one should think twice about it. If the health of the company is not good, this is not always an handicap.
Because if it's well presented, this is the opportunity to unite all the team around the project of catching up, which, contrary to generally accepted ideas, is stimulating for a colleague.

3. Thou shalt adopt a dynamic wage policy:
"work must pay" but the special performances deserve also a specific push. Dispositive of primes with clear and reachable objectives, bonus, gesture, everything is good to stimulate your skilled colleagues and to retain them. Appropriately in line with the profitability of the company of course !

4. Thou shalt establish a pleasant atmosphere and shalt have a sincere relation with their colleague:
All the studies show that, the atmosphere at work, the general ambiance and the quality of the relations and the manager retain more the colleague than the salary.
It is not about transforming the salon in Disneyland but promoting the feeling of pleasure at work.

5. Thou shalt have a follow-up of each employee: Not only a regular chat will enable to talk about what's good and the axis of advance but also this will be gratifying for each one.
It is the occasion for the colleague to make know his/her possible needs to make more progress or to listen to his/her ideas to make the company advance. Finally, during a chat, there is always a personal part which creates bonds.

6. Thou shalt develop an adapted training plan:
It cannot be repeated often enough, the training is an element of motivation and loyalty to the company. It must be adapted to the needs of each one and presented as a great opportunity and not a duty.

7. Thou shalt give meaning to the their work:
There is nothing worse for a an employee than not understanding the meaning of the things you tell them or you ask them.
A bit of pedagogy is very useful to clarify what can seem obvious for the manager but which is not so clear for the employee.

8. Thou shalt have a fair management:
What is important regarding management, is not to be liked, it is to be viewed like a faire manager.
If the only thing that comes to mind is that their manager is nice, then you don't have to worry about their attachment to the company.

9. Thou shalt set the example:
A manager who sets the example, is often a good guide. This is not sufficient but it is important. That exemplary nature reassures the employee and the latter will always hesitate about leaving the company.

10. Thou shalt promote the initiatives and shalt delegate some tasks:
Studies on the subject are formal, one of the major factors that create frustration is the lack of professional consideration.
Promoting initiatives stimulates and gives confidence to the employee. In the same way, many tasks which are more or less important can be delegated and can produce net results about the motivation of each one. The manager can have more time...