Performance Reviews

Performance Reviews

Overview

Regular performance reviews help you understand how you are doing, where you can grow, and what is expected of you. Reviews are not disciplinary tools - by the time a formal review occurs, you should already be aware of any performance concerns through ongoing coaching and feedback. The review is an opportunity to reflect, recognize progress, and set a clear path forward.

Review Schedule

Quarterly Check-Ins (Informal)

  • One-on-one with your supervisor or salon manager, approximately 15–30 minutes
  • Focus on: current performance, any immediate concerns, support you need, and short-term goal progress
  • Recommended timing: end of each calendar quarter (March, June, September, December)

Annual Formal Review

  • Conducted once per year, typically on or near your anniversary date or at year-end
  • Formally documented using a performance review form
  • Includes ratings across all performance criteria, written comments, self-assessment review, and goal setting for the coming year
  • You will receive a copy; the original is retained in your personnel file
  • Schedule at least 45–60 minutes for this conversation

New Hire Check-In

  • Informal check-in at 30 days and a more structured review at 90 days
  • The 90-day review follows the same format as the annual review and serves as a baseline

What You'll Be Evaluated On

1. Technical Skill and Service Quality

  • Consistently delivering services that meet or exceed salon standards
  • Proficiency in all services within your licensed scope
  • Staying current with relevant techniques
  • Correct use of products and tools

2. Client Satisfaction

  • Positive client feedback and return bookings
  • Professional handling of client concerns or complaints
  • Clear communication about services, timing, and pricing
  • Building a loyal clientele over time

3. Attendance and Punctuality

  • Reporting to work on time and ready to begin
  • Providing advance notice for absences
  • Maintaining consistent availability and reliability

4. Teamwork and Professionalism

  • Treating coworkers, management, and clients with respect
  • Assisting colleagues when workload allows
  • Communicating concerns through appropriate channels
  • Accepting feedback and constructive criticism

5. Sanitation and Safety Compliance

  • Following all state board sanitation and disinfection protocols
  • Maintaining a clean and organized workstation
  • Correctly handling and disposing of chemicals and implements

6. Continuing Education

  • Completing required continuing education hours for license renewal
  • Participating in in-salon training and product knowledge sessions
  • Showing initiative in learning new techniques

7. Retail Sales and Service Upgrades (Where Applicable)

  • Recommending products suited to client needs
  • Working toward individual retail goals
  • Introducing clients to additional services in a natural, non-pressured way

Key Performance Indicators (KPIs)

The following metrics are tracked and reviewed for each service provider:

  1. Pre-booking and guest retention rates
  2. Retail sales
  3. Attendance at meetings and Huddles
  4. Punctuality
  5. Continuing education participation
  6. Guest retention
  7. Productivity margins (book fill rate)

Employees are expected to set goals using the S.M.A.R.T. framework (Specific, Measurable, Achievable, Relevant, Time-bound).

Self-Assessment

Before every formal review, you'll complete a written self-assessment. The form is provided at least one week before the review meeting.

Why it matters:

  • Gives you a voice in the process
  • Surfaces accomplishments your manager may not be fully aware of
  • Makes the conversation more collaborative

Self-assessment prompts include:

  • What are you most proud of from this review period?
  • Which performance areas do you feel strongest in? Which do you want to improve?
  • Were there challenges that affected your performance?
  • What support or resources would help you do your job better?
  • What goals do you want to set for the next review period?

Goal Setting - SMART Framework

At the end of every formal review, you and your manager will set goals for the next review period using the SMART framework:

  • Specific - Clearly define what you will do or achieve
  • Measurable - Include a number, frequency, or observable outcome
  • Achievable - Realistic given your role, skill level, and workload
  • Relevant - Tied to your role, performance criteria, or a skill you want to develop
  • Time-bound - Include a target date or review period deadline

Examples:

  • Complete one advanced color certification course by September 30 and demonstrate the technique on at least two clients before the next formal review.
  • Achieve zero unexcused absences or late arrivals in the next 90 days.
  • Increase retail sales from $X to $Y per week by recommending at least one product per client service.

Goals are documented on the review form and checked at each quarterly check-in.

Your Rights During Reviews

  • Your signature on a review confirms you received and reviewed the document - it does not mean you agree
  • If you decline to sign, your manager will note "Employee declined to sign" on the form
  • You may attach a written response if you disagree with any part of the review - it will be kept with the review in your file
  • Reviews are kept confidential and accessible only to authorized managers and you
  • You will not receive a low rating for a problem you were never told about - issues should be addressed as they arise, not held until the annual review

Connection to Progressive Discipline

Performance reviews and progressive discipline are separate processes. Issues should be addressed as they occur through coaching and, where necessary, the progressive discipline process. The review reflects feedback that has already been communicated - it should contain no surprises.

If you received a warning during the review period and then significantly improved, the review can and should acknowledge that improvement.

Last reviewed: March 2026