Every time someone leaves, you lose their clients, their skills, and the months you spent training them. Then you start again with someone new. Staff turnover isn't just inconvenient. It's expensive.

Why people leave salons

It's rarely just about money. When stylists leave, the real reasons usually come down to:

  • Feeling stuck. No progression, no new skills, same thing every day.
  • Poor communication. Finding out about changes through gossip. Never knowing where they stand.
  • Unfair treatment. Real or perceived. If someone feels overlooked while others get the best clients, resentment builds.
  • Bad atmosphere. Drama, tension, cliques. Who wants to spend 40 hours a week somewhere unpleasant?
  • Better offers. Sometimes someone does just get a better opportunity. That's life.

Most of these are fixable. But you have to notice them first.

Pay matters, but not how you think

Underpaying will lose you people. But overpaying won't keep the wrong people happy.

What matters more than headline salary:

  • Fair commission structures. Clear, consistent, paid on time. If people don't understand how their pay is calculated, they assume they're being cheated.
  • Tips policy. Who keeps what? Transparent and equal.
  • Regular reviews. Annual at minimum. People want to know they're progressing and their contribution is recognised.

Pay fairly, but don't think throwing money at problems fixes culture issues. It doesn't.

Give people something to work toward

The question every ambitious stylist asks themselves: "Where am I going here?"

If the answer is "nowhere," they'll go somewhere else.

  • Training opportunities. Courses, workshops, brand education. Investment in their skills shows you see a future with them.
  • Clear progression paths. Junior to senior to specialist to manager. Even if your salon is small, define what growth looks like.
  • Stretch opportunities. Let people try new things. Train someone to do colour who's only done cuts. Give someone responsibility for retail ordering.

People stay where they're growing. They leave where they're stagnating.

Talk to your team. Really talk.

Not just about work. Not just when there's a problem.

  • Regular one-to-ones. Even 15 minutes monthly. How are things? What's working? What's frustrating? What do you need?
  • Team meetings. Share what's happening with the business. Upcoming changes, how the salon's doing, plans for the future. People want to feel included.
  • Open door. If someone has a problem, can they come to you? Or do they know they'll be dismissed?

Most issues that end in someone leaving could have been caught and fixed months earlier. If you'd asked. If they'd felt safe to answer honestly.

Deal with problems before they spread

One difficult person can poison a whole team. Gossip, negativity, drama—it spreads.

  • Address issues early. A quiet word now prevents a blowup later.
  • Be consistent. Rules that apply to some but not others breed resentment.
  • Don't let stars get away with bad behaviour. A high-earning stylist who makes everyone miserable costs you more than they bring in.

Protecting your team culture sometimes means having uncomfortable conversations. Have them anyway.

Small things that matter more than you think

  • Rotas that respect their lives. Flexibility when they need it. Consistency when they want it. Ask what works for them.
  • A decent break area. Somewhere that isn't a cramped cupboard.
  • Good equipment. Blunt scissors and broken dryers make everyone's day worse.
  • Saying thank you. Specifically. "Thanks for handling that difficult client so well." Not generic. Noticed.

None of this costs much. All of it shows you care.

When someone's thinking of leaving

Signs to watch for:

  • Withdrawal. Less chatty, less engaged, just doing the minimum.
  • Taking calls outside. More "appointments" during work hours.
  • Sudden interest in their client list or holiday balance.

If you notice these, don't wait. Have the conversation. "You seem a bit flat lately. Everything okay?"

Sometimes they'll tell you what's wrong and you can fix it. Sometimes they've already decided. But at least you'll know.

If they do leave

Handle it well. The industry is small. How you treat departing staff becomes your reputation.

  • Don't take it personally. People's careers are theirs to manage.
  • Exit interview. What worked? What didn't? You might learn something useful.
  • Stay professional. No badmouthing. No making their notice period miserable.
  • Wish them well. Genuinely. Some come back. Some send you good people.

The goal isn't zero turnover

Some turnover is natural. People move, life changes, careers develop in different directions.

The goal is keeping the people you want to keep. Losing them because you didn't pay attention, didn't invest, or didn't create a place worth staying—that's avoidable.

Build somewhere people want to be. They'll stay.