For beauty business news, beauty store owners turn to Beauty Store Business. Beauty business trends, beauty business profiles and more!
Issue link: http://beautystorebusiness.epubxp.com/i/326802
72 July 2014 | beautystorebusiness.com "Think of something to do to celebrate." Try to help part-time workers reach their personal goals even if they are not con- nected with work. Suppose a worker says he wants to earn a college degree. Express admiration for the ambitious goal and offer to assist in specific ways. For example, you might say, "We are going to be flexible in work scheduling so you can attend classes you need to get your degree." The part-timer will value this kind of assistance and will likely stick with your organization rather than take an alternative job that offers more money but less flexibility. BREAK DOWN WALLS While getting off on the right foot is critical to success, you must also follow through. Make sure the new part-time workers quickly feel like part of the team. Start by erasing the imaginary wall that divides them from the rest of your staff. "Your organization will be much healthier if you don't make a distinction between full- and part-time workers," says Glanz. "Treat all of your employees like valuable team members. Change the mind-set from 'us versus them' to 'all of us together.'" Promoting a sense of team engagement will keep your part-timers from feeling isolated and ineffectual. "People need a sense of purpose, to feel that they are part of something bigger," says Glanz. Maybe being part of a team is essential, but does one individual's job really make a difference? The answer is yes. And as a manager you need to communicate how each task contributes to the valuable mission of your organization. "Don't just tell people what they do and how to do it but why they do it," says Kleiman. "We don't do things for the what and how, we do things for the why." The why is the value that the employee's actions give the larger mission of your business: to improve the lives of customers. This advice applies to employees throughout the ranks. "The lowest level jobs are often the most important ones in satisfying the customer," says Klei- man. At these [levels] it is especially vital to make sure the employee knows the answers to the question "Why is what I do important?" That sounds like a communication challenge. And it's true that managers with great commu- nication skills are the most successful at making a compelling case that each employee is an essential part of the larger business whole. KEEP MOVING A thoroughly engaged part-time worker is a critical gear in any business machine. But to keep the machine running well it has to be continually maintained. Follow through on your hiring and intake practices by continuing to take an interest in your part-time workers' personal lives. Communicate regularly with them, obtain feedback on their attitudes and solicit suggestions on workplace improvements. Pay special attention to feedback during annual performance reviews when individuals may bring up issues that they have kept to themselves. Remember that compet- ing employers are looking to snap up the best workers from your part-time pool. Maintain open communications to preserve your investment in train- ing and keep your peak performers on board. "Employee engagement is not something that can be taken care of during one day or week," says Glanz. "Employees want to be appreciated and engaged all year long." ■ Phillip M. Perry is a New York City- based freelance writer. Quality you can rely on! Perfect for practicing hair coloring, perming and other chemical treatments. 100 % Human Hair Manikins Since 1948 800 645 5118 Call us today for a current catalog Visit us online at www.burmax.com P a r t T i m e W o r k e r s _ A F u l l T i m e C h a l l e n g e . i n d d 7 2 Part Time Workers_A Full Time Challenge.indd 72 6 / 3 / 1 4 4 : 4 6 P M 6/3/14 4:46 PM