1. #speakTME
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

2. #speakTME
 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

3. #speakTME
 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