Thriving Stylist Podcast - Episode #387: Why Stylists Are Leaving Salons
Host: Britt Seva
Release Date: May 26, 2025
Description: In this episode, Britt Seva explores the underlying reasons why many talented stylists are choosing to leave traditional salon environments. She delves into issues such as poor communication, lack of growth opportunities, inadequate client support, and more, providing actionable insights for salon owners to retain their top talent.
Introduction
Britt Seva kicks off Episode #387 by addressing the changing landscape of the beauty industry. She highlights the shift from stylists relying solely on their cutting and coloring skills to recognizing the necessity of robust business acumen and strategic marketing to thrive long-term. This episode aims to uncover the primary factors driving stylists away from salons and offers guidance on how salon owners can "safe-proof" their businesses to retain their teams.
1. Poor Communication
Timestamp: [05:30]
One of the most critical issues Britt identifies is poor communication within salons. She emphasizes that effective communication is not just about being close to the team but ensuring clarity and building trust.
- Quote: “Good communication gives clarity, it builds trust. There's no gossip, there's no misunderstanding.” — Britt Seva [06:15]
Britt explains that without clear communication, misunderstandings and mistrust can easily develop, leading to a toxic work environment where stylists feel undervalued and unheard.
2. Lack of a Clear Growth Plan with Timelines
Timestamp: [08:45]
A clear and actionable growth plan is essential for stylist retention. Britt points out that without defined timelines and achievable milestones, stylists may feel stagnant and consider moving to salons that offer better career progression.
- Quote: “If there is not an extremely clear plan with dates and deadlines and timelines and you're accountable to it, and they're accountable to it and you're checking in on it.” — Britt Seva [10:10]
She advises salon owners to establish and maintain structured growth plans that not only outline career advancement opportunities but also hold both parties accountable for progress.
3. Lack of Clientele Support
Timestamp: [13:05]
Britt discusses the evolving expectation that salons should actively support their stylists in building and maintaining a client base. Historically, stylists were responsible for generating their own clientele, but there is a growing demand for salons to take an equal share in this effort.
- Quote: “I actually think it's much, much easier for a salon to fill a stylist chair than a stylist to fill their own chair. So why not work together in partnership with that?” — Britt Seva [17:20]
She underscores the importance of strategic marketing and client management by salon owners to ensure that stylists have a steady stream of clients, which in turn enhances their job satisfaction and loyalty.
4. Illegal Compensation Practices
Timestamp: [15:40]
Compliance with legal compensation guidelines is non-negotiable, yet Britt highlights that some salons may inadvertently engage in illegal compensation practices, which can severely damage trust and lead to legal repercussions.
- Quote: “If you are a salon owner who does not abide by the legal guidelines, not only are you screwing over your team, you potentially are screwing yourself to the point where if something comes back around to bite you and you can't afford it, you will lose everything.” — Britt Seva [18:00]
She advises salon owners to thoroughly understand and adhere to state-specific labor laws to ensure fair and legal compensation for their stylists, thereby fostering a trustworthy and secure working environment.
5. Lack of Trust with Leadership
Timestamp: [19:25]
Trust between salon leadership and stylists is paramount. Britt explains that without trust, stylists will seek environments where they feel supported and valued.
- Quote: “If your team doesn't trust you, if they think that you're sneaky, if they think that you don't have their best interest at heart, they'll just go somewhere else where they can find that.” — Britt Seva [19:45]
She emphasizes the need for salon leaders to build trust through transparency, integrity, and consistent support, ensuring that stylists feel secure and appreciated within their roles.
6. Lack of Quality Education and Mentorship
Timestamp: [16:50]
Continuous education and mentorship are critical for the professional growth of stylists. Britt notes that salons offering robust educational programs and mentorship opportunities are more successful in retaining their talent.
- Quote: “If you as the leader are not doing it or not willing to do it. It's me very difficult to get a team to follow you into some uncharted territory that you're not willing to dance.” — Britt Seva [17:30]
She advises salon owners to invest in regular training sessions, bring in esteemed educators, and provide mentorship programs that cater to both skill development and business growth, thereby enhancing the overall value proposition for their stylists.
7. Demotivating Compensation Plans
Timestamp: [19:55]
Compensation structures that fail to incentivize high performance can lead to dissatisfaction and turnover among top-producing stylists.
- Quote: “If your compensation plan doesn't make somebody want to be performing at their best, then they won't.” — Britt Seva [20:30]
Britt advocates for designing compensation plans that fairly reward high producers without disproportionately burdening the salon with the performance of lower producers. She suggests creating models that motivate stylists to excel while ensuring sustainable profitability for the salon.
Conclusion
Britt Seva wraps up the episode by urging salon owners to proactively address the highlighted issues to retain their talented stylists. She emphasizes the importance of strategic communication, comprehensive growth planning, client support, legal compliance, trust-building, continuous education, and fair compensation structures. By implementing these strategies, salons can create a supportive and thriving environment that not only retains their current team but also attracts new talent.
- Final Quote: “Take this as a word of warning. One of the things I've been really good at as a business coach is sharing information six months, a year, two years before it becomes a problem.” — Britt Seva [20:50]
Britt encourages listeners to act proactively to avoid future challenges, ensuring long-term success and stability within their salons.
Notable Quotes with Timestamps
- “Good communication gives clarity, it builds trust.” — Britt Seva [06:15]
- “If there is not an extremely clear plan with dates and deadlines and timelines and you're accountable to it, and they're accountable to it and you're checking in on it.” — Britt Seva [10:10]
- “I actually think it's much, much easier for a salon to fill a stylist chair than a stylist to fill their own chair. So why not work together in partnership with that?” — Britt Seva [17:20]
- “If you are a salon owner who does not abide by the legal guidelines, not only are you screwing over your team, you potentially are screwing yourself to the point where if something comes back around to bite you and you can't afford it, you will lose everything.” — Britt Seva [18:00]
- “If your team doesn't trust you, if they think that you're sneaky, if they think that you don't have their best interest at heart, they'll just go somewhere else where they can find that.” — Britt Seva [19:45]
- “If your compensation plan doesn't make somebody want to be performing at their best, then they won't.” — Britt Seva [20:30]
- “Take this as a word of warning. One of the things I've been really good at as a business coach is sharing information six months, a year, two years before it becomes a problem.” — Britt Seva [20:50]
Actionable Takeaways for Salon Owners
- Enhance Communication: Establish clear, open lines of communication to build trust and prevent misunderstandings.
- Develop Clear Growth Plans: Create structured career progression paths with defined timelines and regularly review them with your team.
- Support Clientele Growth: Implement strategic marketing efforts to ensure stylists have a steady stream of clients.
- Ensure Legal Compliance: Regularly review compensation practices to comply with state laws and foster a fair working environment.
- Build Trust with Leadership: Demonstrate integrity and transparency to cultivate a trustworthy relationship with your team.
- Invest in Education and Mentorship: Provide continuous learning opportunities and mentorship to support professional growth.
- Design Motivating Compensation Plans: Develop compensation structures that reward high performance and encourage excellence among stylists.
By addressing these areas, salon owners can create a positive and thriving workplace that not only retains existing talent but also attracts new stylists seeking a supportive and growth-oriented environment.