How to turn reviews into uplifting, two-way conversations that drive results.
Performance reviews often have a bad reputation — nerve-wracking for staff and uncomfortable for managers. But when done right, they’re one of the most powerful tools for growth, motivation, and retention.
In the salon and spa world, where relationships and creativity drive success, reviews shouldn’t feel like corporate checkboxes. They should feel like open, empowering conversations that help your team shine.
Here’s how to make them count.
1. Shift the Mindset: From Judgment to Growth
Start by reframing what a performance review really is — it’s not about fault-finding, it’s about support and development. Let your team know that reviews are a space for reflection, feedback, and setting goals together.
When you approach it as a collaborative chat rather than a critique, you’ll instantly put your staff at ease and create space for honest discussion.
2. Prepare (Don’t Wing It)
A great review starts before the meeting. Take time to review performance data — client feedback, rebooking rates, retail sales, and attendance — but also note personal growth moments: teamwork, attitude, and initiative.
Encourage staff to do the same. Ask them to bring their own reflections:
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What are they most proud of?
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What challenges have they faced?
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What goals would they like to work toward next?
This turns your review into a two-way conversation.
3. Celebrate the Wins First
Always start with what’s going well. Recognition builds confidence and helps staff feel seen and valued. Whether it’s a glowing client review or consistent effort behind the scenes, genuine praise sets a positive tone and opens the door for constructive feedback later.
4. Be Honest — But Kind
Constructive feedback isn’t about pointing out mistakes; it’s about highlighting opportunities to improve. Be specific, focus on behaviour rather than personality, and offer solutions.
For example:
❌ “You’re not great at retail.”
✅ “I’ve noticed retail sales have dipped — maybe we can do a quick refresher on consultation techniques next week?”
This approach keeps morale high and shows you’re invested in their growth.
5. End With a Plan, Not Just Praise
Every review should finish with a clear, achievable plan. Set goals together — whether that’s improving technical skills, boosting client retention, or attending a workshop.
Follow up regularly and check progress during informal chats. Accountability plus encouragement equals real progress.
6. Keep the Conversation Going
Performance reviews shouldn’t happen once a year and vanish. Keep communication open through quick check-ins and team huddles. That ongoing dialogue builds trust, keeps motivation high, and prevents small issues from becoming big ones.
Final Thoughts
When done right, performance reviews are not awkward — they’re empowering. Approach them with empathy, structure, and consistency, and you’ll turn what’s often a dreaded meeting into one of your most effective leadership tools.
A great review reminds your team that you see them, value them, and believe in their potential.
