Wondering why your team’s incentives aren’t working in your salon or spa? Here are six common reasons why, and how to turn that around instantly.
1. Outdated methods
Want to know the problem I see time and time again with people telling me that incentives don’t work? They’re using an outdated method, and it’s boring and uninspiring.
We have a saying: “One team, individually keen, makes the dream.” You see, each individual needs to be driving towards their own personal goals. These personal goals align with the team’s objectives. They greatly help us all achieve the main goal.
2. You don’t know your team well enough
First, how well do you know your team? Like, really know them. I’m not talking about getting intimate; we don’t want an HR situation. But have you talked to your team about the different ways they would like to be rewarded? Do you know what personally drives them? Do you know their love language? What they value? The things they like to do when they’re not at work?
These are the things you need to know if you are going to incentivise successfully. We dive deeper into love languages in this Salon Rising podcast episode.
3. You’re not tailoring your incentives
You see, we all have different things that drive us. Taking the time to find these things out will make your team feel more appreciated. When you know what drives your team, you can tailor your incentives to match them. For some, it might be money. For others, it could be time off, public praise, or chances for growth.
Understanding these details can transform your incentive strategy. It will change it from generic and ineffective to personalised and very motivating. Learn more about the power of knowing your teams incentives here.
4. Your targets aren’t achievable
Next, are your targets actually achievable? Because there’s nothing more demotivating than a target that’s out of reach. Unrealistic goals can quickly lead to frustration and disengagement.
Instead, create checkpoints in your incentives. At each step, offer a little more kickback. There’s a science to this, but I won’t bore you by geeking out on it. The goal is to make the path to the end feel achievable. This is done with small, incremental rewards. They keep your team motivated along the way.
Clear guidance
But the kicker here, my friends—have you shown your team how they can achieve these incentives? No? Well, luckily, you have an incredible platform that’s able to offer you the tools to do this. Cough cough, Kitomba, obviously!
Learn more about Kitomba Targets.
5. You’re not looking at the data
Projections! Shout it from the rooftops! Not using your projections? Think of it like this. You’re taking your team out for dinner. You jump in your car and drive away without giving anyone directions. Then you wonder why you’re sitting at the dinner table by yourself. You never told anyone how to get there.
Break down those incentive targets so they do not feel overwhelming. Use your projections to show your team. With small daily tweaks, the incentives are not just achievable; they can be easy. Show them the path to success with clear, actionable steps. When your team can see how small changes on the daily lead to big rewards, they’ll be more likely to stay engaged. They’ll stay committed to reaching those goals.
Mindset matters
Now, tracking and projections are all very well and good. But if your mindset is not in the game, then even the most amazing incentive won’t work. Here’s why. Your brain is literally hardwired to reaffirm the information you’re telling it. The stories you’re telling yourself are so important. So, get your head out of other people’s wallets.
Here’s an example. During your client’s appointment, they mentioned that things have been tight financially recently. We can all relate, right? Now, they also mention that their scalp has been flaky and they’re struggling with it. If I put my head in that client’s wallet, I may not recommend anything. After all, they said things are tight. But this is such a disservice.
My client has come to me for my expertise and knowledge. I may have something that would change their scalp for them. It is not for us to decide what our clients will value. It’s our duty as professionals to support our clients and offer guidance. Learn tips on how to shift your mindset from selling to supporting in this episode of Salon Rising’s podcast.
6. You’re not being consistent
The final key to success, and don’t come at me, friends, because I know we’re all busy. But the final key is YOU. You see, you can put any incentive in that you want, but it’s only going to work if you consistently follow through. If you’re flaky, then your staff can feel it, and you better believe they won’t strive for it.
Consistency is crucial. Your team needs to see that you are committed to the incentive program. They need to see that you believe in its value. And that you are willing to invest the time and effort to make it work. This means regular check-ins, celebrating small wins, and providing ongoing support and encouragement.
When your team sees that you truly care and that you’re excited about their success, they will be more likely to return that care and work to achieve the goals you’ve set together. It’s like they have their own little business within your business. Remember the saying “One team, individually keen, makes the dream.”
Ok, so in summary, the reasons your old team incentives aren’t working boil down to a few key issues. Lack of personalisation, failure to provide clear guidance, and inconsistency in follow-through. Address these areas, and boom! Watch your team transform.
Turn your incentives into a powerful tool and not just a shelf duster. Drive performance so that everyone feels like they’ve achieved. Because this ultimately contributes to the success of your business.
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