A resume tells only part of the story. Call references, review work history and look at social media. If someone has had five jobs in two years and none lasted more than three months, ask why. There may be legitimate reasons, but repeated patterns deserve discussion.

Pay attention to how applicants describe previous employers. Statements like, “They wouldn’t give me the hours I wanted.” or “Nobody liked me there.” may be true. However, if every former employer was the problem, it may indicate a lack of personal accountability.

One of my favorite interview questions to ask is, “What did you enjoy most about your last job?” followed by “What did you enjoy least?” Their answers often reveal what motivates them and how they handle challenges. Don’t just hear the words; listen to the attitude behind them.

Interviews should never be one-sided, though. As an employee, before accepting a position, research the business. Read reviews, visit their social media and look at the quality of their work. Do they appear organized? Do they use quality products? Do clients speak positively about them?

More importantly, learn about the culture. Ask questions such as:

• What do clients appreciate most about your salon?
• What challenges is the business currently facing?
• How do you work with neighboring salons or local veterinarians?
• What opportunities are available for continuing education?

If possible, meet some of the staff. You’re not only working for the owner; you’ll also spend every day working alongside your coworkers.

Finding a workplace whose ethics, values and culture match your own is often worth far more than a slightly higher paycheck. High pay rarely compensates for a toxic work environment.

The first few hours of employment often determine the future of the relationship. Employers should establish expectations immediately. If you set the bar high, employees usually perform just below that standard. Set the bar low, and they’ll generally perform below that.

Clearly explain expectations for attendance, work schedules, client care, teamwork, cleanliness, communication and professionalism. Document those expectations and have employees acknowledge them. Good documentation prevents misunderstandings months later when someone says, “I don’t remember agreeing to that.”

One of the biggest mistakes employers make is assuming employees already know how to perform a task because they’ve worked somewhere else. Every salon has different standards. Never assume someone knows your bathing procedures, sanitation protocols, customer service expectations, cleaning routines or product usage. Even experienced groomers develop habits that may not match your standards.

If an employee has never been shown how you expect something done, whose failure is it when they perform it incorrectly? Train first. Correct later.

Employees also have responsibilities during training. If something isn’t clear, ask. Don’t guess. If you’re unsure how the owner wants a dog bathed, a kennel cleaned, a client greeted or a product used, ask them. Seeking clarification demonstrates professionalism, not weakness. Many jobs are lost because employees assume instead of asking.

Training isn’t a one-time event. Employers should continue coaching employees, providing constructive feedback and recognizing improvement. At the same time, accountability must remain consistent. Employees should understand that quality, punctuality and professionalism matter every day, not just during the first month.

For employees, this is where your value is determined. Some people continually look for ways to improve, while others simply do the minimum required. Employees who welcome feedback, take responsibility and continue learning become invaluable. Those who consistently choose the path of least resistance eventually force employers to ask whether the business would be better off without them.

Despite everyone’s best efforts, not every employment relationship succeeds. Sometimes personalities don’t mesh, expectations differ or people simply outgrow a position. That doesn’t mean either side has failed.

Looking back over my career, some of the greatest lessons for both myself and former employees came after we decided to part ways. Several have later thanked me for the training they received, while others found workplaces that better suited their personalities and career goals.

Businesses rarely fail because one employee leaves, and employees rarely fail because they leave one job. Treat each other with respect, communicate honestly and leave professionally whenever possible. You never know when your paths will cross again.

Employment is far more than an exchange of labor for a paycheck. It is a partnership built on trust, communication, accountability and mutual respect. Employers have a responsibility to hire carefully, train thoroughly, communicate clearly and lead consistently. Employees have an equal responsibility to research prospective employers, work hard, continue learning, accept accountability and contribute positively to the workplace.

The best employment relationships don’t happen by chance. They happen because both employer and employee choose to invest in each other from the very beginning.

Dr. Cliff Faver graduated with a BS in Biology/BA in Chemistry before getting a Veterinary degree in 1987. He is the past owner of Animal Health Services in Cave Creek, Arizona and now the US distributor for Iv San Bernard products, teaches the ISB Pet Aesthetician Certification program, and speaks internationally on hair and skin. His passion is to merge groomers and veterinarians to aid in helping and healing pets. He is also a member of AVMA, AAHA, AZVMA, Board member with Burbank Kennel Club, and has served on Novartis Lead Committee, Hill’s International Global Veterinary Board, and a Veterinary Management Group.