It’s 8:00 am and the weather is fantastic. One of your stylists decides it would be nice to stay home from work and enjoy the day.
Ring, ring…you receive the phone call from the stylist telling you that they’re too sick to come in.
And so your day has begun.
Now you’ll have to contact all that stylist’s clients scheduled for the day to break the bad news to them. Some will be understanding, but others will be disappointed and angry and take it out on the person making the call.
You’ll have to find ways to accommodate those clients. Some will be happy to reschedule for another day. Others will reluctantly try another stylist in the salon so that they can still have their hair done today…if you’re lucky enough to have another stylist with time open in their schedule. Others will get frustrated and “call back”…you hope. And others will never get the voicemail message that you left for them and will drive all the way to the salon only to be told that they can’t have their appointment as scheduled.
The Downside to a Stylist Being Out Sick
Aside from the aggravation of having to contact all of the stylist’s clients, you also have lost those service sales and potential retail sales for the day. You have disappointed those clients, some of which might have even taken a day off from work to come to their salon appointment. And you quite possibly might loose a client who is so aggravated that they chose not to come back.
Offer An Incentive to Discourage Unnecessary Sick Days
My staff has always told me that paid time off is their favorite benefit. So we offer up to two paid “Wellness Days” to our staff.
What’s a Wellness Day?
A Wellness Day is a paid day off that can be used just like a paid vacation day. In our salon it is a benefit for our full-time team members.
How are Wellness Days earned?
If a full-time team member hasn’t called in sick for six months they earn a paid Wellness Day. So if between January and June they haven’t called in sick they earn a Wellness Day. If they don’t call in sick between July and December they earn another Wellness Day. If someone new joins the team mid-way through the year, they become eligible to earn a Wellness Day once the next six month period begins.
How do you figure the value of a Wellness Day?
If they are an hourly employee the Wellness Day is based on their hourly wage. For instance, if the employee is paid $12 per hour:
$12 per hour x 8 hours of paid time off = A Wellness Day paid out at $96
If the employee is a commissioned employee, their pay is based on an average of their service sales. Look at the prior six month period and determine the stylist’s total service sales. Then figure the Wellness Day as follows:
($ of six months of service sales) x (the stylist’s commission rate) ÷ (26 weeks) ÷ (40 hours) x (8 hours) = Value of Wellness Day
For instance, if a stylist had brought in $26,000 in service sales over the first six months of the year and they are paid a commission rate of 45% you’d figure it as follows:
$26,000 (sales) x .45 (commission rate) ÷ 26 (weeks) ÷ 40 (hours) x 8 (hours) = A Wellness Day paid out at $90
It’s An Enhancement To Your Benefits Package
Our full time staff really likes having the opportunity to earn up to two additional paid days off per year. When hiring new employees it’s just another way to set your salon apart from the competition and it’s an effective way to prevent employees from calling out sick.
Offering Wellness Days as an added benefit to your salon team can be a great way to discourage unnecessary sick days and help your salon run more smoothly.
Would you consider offering Wellness Days to your salon staff? Please let me know and leave a comment below.