Many of the people I mentor are salon owners and many salon owners have a similar issue.
The diva employee.
Every team has one. If you look around your team and don't see one, maybe it's you! This individual usually is under the false assumption that without them, the business would fall to pieces. Without them everyone around them would fail.
Why do they feel this way? Typically, they are the top earners. They bring in as much as five other stylists combined.
So what do you do? Ignore them? Fire them? Manage them out? No! There is a reason the diva stylist does so well. There is a reason this individual rises to the top. These people are leaders. They are meant to be in positions that allow them more responsibilities than other employees. When these specific types of people are not given leadership roles in their work, they tend to become destructive. I'm encouraging salon owners to see the bigger picture. If you have not set up ways for your employees to continue to grow and develop within your business, then you are in turn creating more diva stylists. They will rise from the muck and start to show entitlement and resentment toward you and your business. Don't shut these people down, give these people what they are truly asking for: more responsibility.
What do leadership positions look like in a salon?
- Coach or mentor
- Creative director
These are just a few examples of leadership roles you should allow your staff to grow into. Don't hire someone new; promote the natural leaders within your salon to avoid creating divas.
Please note that when promoting your staff, you must have pay raise solutions ready. Pay your people what they are worth. When you give someone more tasks, that work must be compensated.
Maybe you're a stylist who is reading this article. Feel free to share this information with your employer. Don't be afraid to sit down with them and explain how you would love to play a larger role in their business and make them an offer they can't refuse. Know your worth but don't be a diva.
Let me end my post with this. Some divas have no business leading. This is usually tough to discover without giving them a chance first. If you give someone a position of leadership and it gets abused, then letting them go may be the best option. Don't let one moldy grape ruin the batch.
I hope this is helpful for all of you out there managing creative teams. I would love to hear your feedback in the comment section below.