Staff Dilemma

[LadyA]

Hi Geeks

I'm afraid this is going to be (another) long one but really need your advice

I took on a young full time beauty therapist (18 years old) back in Sept, she was fresh out of college having completed her NVQ Level III

Her contract was a temp to perm (us having agreed that she would be made permanent once she had attended and completed her nail enhancement course, which she would pay for out of her own pocket). She is due to complete this next month and so I have said that as on March 1st, she will be a permanent member of staff, so will get all the benefits etc

However....... she left her emails up on the computer screen the other day (completely by accident, as she rushed off) and I saw that last month she had been applying for other full time jobs in other salons whilst in work, whilst I was sitting a couple of feet away doing somebody's nails!

I am now really worried as I don't want to go to all the effort and expense of setting up pension plans, salaries etc only for her to turn around and leave. Also, as it is only the two of us working in the beauty departments I thought we have become quite close, and feel quite 'let down' (for want of a better word) by her

Now i really don't know where to go from here. Do I go ahead and make her a permanent member of staff and just draw up an extremely strict contract or do I confront her about it?

Any thoughts/ideas would be much appreciated as I'm at a complete loss

Andrea x

 

[AndyP]

Unfortunately i don't think there is a lot you can do. I have in the past consistently helped staff only for them to jump ship without any thanks for the support i have given, so the let down thing however much it hurts you must accept. On her leaving again you won't be able to mention the emails as that would mean you had been prying so can't tackle it head on. What i woudl do is sit down with her and say you won't a review with her to see what her thoughts are how is it going, is it how she expected etc and ask her to be honest about any issues. This may prompt her to come out with anything that is causing her to look and you can sort it. Alternatively mention in passing over a cup of tea that you have heard on the grapevine that xyz salon has a job going and you wonder why or who has left etc and see if she goes red and squirms a little bit and you never now she may say well actually i've applied to find out what they do get their prices etc and then we know what we have to do to get all their business - unlikely but you never know !!!

Think positive

 

[Whitewave]

I think you can mention the emails. After all she left them in full view on your computer which of course you use as well. You couldn't fail to see them.

Trust is all important especially when you work in such close proximity with someone. These are tough times and taking time and trouble to invest in someone, not just monetarily, only for them to up sticks and leave you (possibly with some of your client base) is most unfair to you.

Finally, whilst she was on the computer applying for jobs, what did you believe her to be doing? This is a betrayal of your trust as I am sure you probably felt she was doing something of benefit to your salon.

I can't tell you what to do, that has to be your decision. Good luck with whatever you decide. Keep us posted though!

 

[Lynne Baker]

Actually I think there is a lot you can do. Firstly you do have the right to look at what she's been doing on the company pc. I assume you have an IT policy...
When I was an IT manager we had the right to check what was going on on company hardware because of money laundering, porn, racism etc.
You need to find out what has prompted her looking elsewhere. She may be unhappy with her current position, she may have decided that she can't/doesn't want to fork out for training herself so is looking to move, there may be something fundamental that you as the owner/manager need to know so that this doesn't happen again with another employee.
I think she needs to know a little more about the costs of employing a member of staff - she's not too young to know these things!
As for drawing up a strict contract you need to be careful that it doesn't fall foul of any Unfair Contract terms, or any employment laws.
If it were me I would have a full conversation with her sooner rather than later. Even if she tries to back pedal I wouldn't keep her on; she's already proved just how loyal she is to you.

 

[RedAdmiral]

I personally would give her another temporary contract - just because she has completed the course doesnt mean she'll be any good. Ask her what her goals are now she is qualified and where she wants to go in the future. I prob wouldnt bring it up as she'll get defensive and angry and tbh everyone has done it. You cant keep someone who wants to go but you can try and be one step ahead.