Get big with feedback!

Can you solve this management equation: maintain team's motivation and develop their skills?

The power of feedback

The power of feedback

Feedback is a truly powerful tool. It can help your collaborators fully achieve their potential while fostering your management skills.

Are you still in doubt? 
Now let's have a chat with successful salon managers who regularly use feedback.

In a nutshell

Let's keep in mind that...

Giving feedback is key to develop teammates' skills, both relational and technical.

Feedback focuses on specific and pragmatical issues observed in your salon. There's no use in pointing out someone's mistake if you don't take the context into account.

Feedback is a conversation between two professionnals, not between a manager and a collaborator. The ultimate objective of feedback is to find out the cause that led to a situation and solve the issues together.

Don't forget that your teammates can give you feedback too... and help you keep on being a great manager!

What is the power of feedback?

Feedback isn't about telling off your collaborator when he's making a mistake, but about developing their skills so that they improve their way of working. 

  • Help your collaborators to improve their skills
  • Tell off your collaborator in a structured way

About collaborators that are working just fine...

Feedback for all!

Even if your collaborator is working just fine it's necessary to give them feedback as well. It may help them to turn an acquired skill into an expertise or help them nurture their practises and share them with others. 

  • I give them feedback as well
  • They don't need feedback at all

Associate the different notions together

Don't get confuse !  Feedback is a discussion to search with your colleague how to improve their skills and not explaining to them the do's and don'ts of your shop!

  • FEEDBACK
    DEVELOPMENT OF SKILLS
  • REFRAMING
    EXPLANATION OF THE RULES

Feedback recipe

Feedback recipe

Giving feedback needs to be structured to make sure you deliver the right message. Follow our step-by-step recipe to become a feedback master!

Step 1: Ask your teammate if now is the right time for feedback

Nothing's more humiliating than pointing out your teammate's mistakes in front of his/her colleagues or a client. Choose the right moment, when the salon is quiet, and tell him/her you would like to give him/her feedback on his/her job.

Step 2: Give feedback

Start with positive comments to show you like his/her work and help him/her accept new suggestions. We tend to master skills we're good at! Suggestions for improvement comes after positive comments. Keep it simple and situation-specific. You're talking to a professionnal!

Step 3: Listen to your teammate

Once you're done, ask him/her how he/she feels about what you said and how he/she thinks of your suggestions. Listen to him/her carefully. He/She may not offer you the solution itself but some hints to identify and overcome his/her difficulties.

Step 4: Share solutions and build an action plan

It's time to think about solutions to help him/her enhance his/her skills. Choose solutions that are easy to understand and implement. And most of all, make sure your teammate is comfortable with the solution you're offering!

Step 5: Schedule a follow-up meeting

End your feedback by praising your teammate. He/She's doing good so far and you need him/her to keep up the good job. Also, don't forget to schedule a follow-up meeting to keep tracks of his/her efforts!

To conclude

Don't forget that the quality of your feedback greatly depends on your attitude. Be positive and open-minded; listen carefully to your teammate. Giving feedback is not having a disciplinary meeting: it's a tool to foster your team's performance.

Among the following propositions, choose the best practices.

Don't forget about T-P-O

Time, place and  opportunity (T-P-O) are important when it comes to give feedback to your collaborator. It's mandatory if you want to develop your collaborators' knowledge and know-how. 

  • Being alone with your collaborator
  • Deciding together about an action plan
  • Giving a feedback about a few months after the actual problem
  • Not asking the collaborator if he agrees to do a feedback

Build your step by step!

Almost there to give a great feedback! We see later how to put this theory into action!

  • Ask for the availability of your collaborator
  • Give feedback
  • Create an action plan
  • Give some follow-up
Put these actions into the right order. 

Master your feedback

Are you ready to give your teammate a perfect feedback? Let's check it out with Laura, your skilled but absent-minded hairstylist!

Are you ready to give your teammate a perfect feedback? Let's check it out with Laura, your skilled but absent-minded hairstylist!

Both the team and her clients really like Laura. But there's one thing she always forgets: booking her clients' next visit. Once again, today she didn't offer Ms Jones, her regular client, to arrange her next appointment.

Both the team and her clients really like Laura. But there's one thing she always forgets: booking her clients' next visit. Once again, today she didn't offer Ms Jones, her regular client, to arrange her next appointment.

  • Hey Laura! How about we have coffee together? I'd like to talk to you about Ms Jones.
  • And once again you did it Laura! Come with me please, we need to talk about Ms Jones…
You want to give Laura a feedback  about her lack of proactivity. What will you tell her?

You are now alone with Laura. She's waiting for you to begin.

  • Well, you know I appreciate your work. You always give your clients accurate advice, and the hairstyles you come up with are really neat. Take Ms Jones for example: she was all smiles when she left.
  • Something's been bugging me for a while now. You do forget to arrange your clients' next appointments everytime: Ms Jones is the latest example.
How do you begin your feedback? 

"We talked about rebooking in our last meeting. You know it's important to earn customers' loyalty. I saw that you look hesitant, even with our regular customers. Could you please…

  • …tell me how you feel about it? What do you think about rebooking?
  • …not be so shy and propose it next time?
Finish the sentence.

Laura told you about her difficulties to rebook clients. However, you want her to adopt this habit with every client she deals with.

  • I understand the situation. How about we do some training together about the best ways to suggest rebooking to a client for the next few days? What do you think about it?
  • Anyway, don't feel shy about rebooking and if needed, I'll give you a hand!
What will you tell her? 

Another simulation… (sample)

Try to give Tiana feedback about her way to send her clients off. 

Let's make it short!

In short

What's feedback? 

Feedback is about giving your teammates the opportunity to develop or improve their professionnal skills thanks to an accurate analysis of their activity.

The contribution

In the short term, feedbacks help your teammates to be more efficientOn the long term, it will help you reduce your team turnover. Remember: an employee who feels like he/she's progressing thanks to his/her manager, is an employee who is keen to stay..

The best recipe


Ask your teammate if now is the right time for feedback.


Start with positive review. Then, point out what needs to be improved. Be specific and give examples.


Ask your teammate his/her view of your analysis to better understand the situation.


Build an action plan with your teammate you'll both easily implement.

Keep your teammate motivated and schedule short follow-up meetings

Masters tips

Mind your attitude: a feedback is a conversation between professionnals.

The more you understand the situation, the more accurate your solutions will be: so keep on listening!!

Do you think you'll be using feedback?

Test your knowledge!

Feedback should be as as possible

Especially when things are not going well, we all know that it’s tempting to start from the point of view of ‘everything you do is rubbish’, but don’t. Think about specific , and specific , and point to exactly what the person did, and exactly how it made you feel. The more the better, as it is much easier to hear about a specific occasion than about ‘all the time’!

To go further...

Choose the image that could illustrate feedback

Feedback is more like a conversation than a meeting. You need to create a relaxed atmosphere even though the things you'll be talking about are serious!

Your working tools

Drag and drop each label at the right place.
  • scissors
  • comb

Which are cutting cissors?

Click on the image to select your answer.

Let's have a break!

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Industry Icon Damian Carney

See you soon!

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We hope you enjoyed this overview of feedback and that it will help you achieve your goals. Feel free to check out and try our new trainings!

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