How Indie Beauty Entrepreneurs Effectively Manage Their Teams

By Alice Mroczkowski | November 28, 2018

In this edition of Beauty Independent’s ongoing series posing questions to beauty entrepreneurs, we ask 12 founders and executives: What’s the hardest part of being a manager, and how do you approach the challenge with your team?


Founder, Ayr Skin Care
I've owned a number of businesses before, so the personnel end of things has always been the easiest for me. I also worked in human relations for other companies, and I like people. The most difficult part about managing a company is thinking that you should do it all yourself. You need to see the good qualities and talents of those that you hire, and nurture that.

I had one employee who had completed part of her degree, but then had children. Her self-esteem was very low, and she thought all she was good at was making casseroles for potlucks. I encouraged her and also found tasks around the office that she learned and, then, excelled at. Over time, we encouraged her to return to school and allowed her to work around her school schedule. When she got her degree she was so excited and really felt that we had been with her every step of the way.

I think a lot of business managers have difficulty trusting their instincts and also trusting their employees. Having faith enough in yourself to hire the right people and, then, giving them chances to prove to themselves and others that they can do more than they think is the best way to approach personnel. Have regular staff meetings and give them small awards for their accomplishments, even if it's movie tickets or a candy bar with a fancy bow, something telling them that they are special. They will rise to your expectations.

Have a calendar so you can stay on top of regular reviews. Not only does this make your employees happy to have one-on-one time and discuss their position, but it gives you a chance to find out what their dreams are, and what they want to do moving forward. There are ways to try to align with this on an individual basis if you make that a personal goal.

Also, when you have regular reviews and document them, you have recourse if a disgruntled employee decides to say that they have been let go for no reason. Not nice to think about, but important to document anything during a review just in case.

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