It starts with their mind. Ask yourself if you are meeting their needs. Are they lazy or doing the wrong tasks for your business? The introverted, non-confrontational groomer should not interact with clients who will walk all over them. Instead, have other stand-their-ground employees handle client interactions, or hire a receptionist.

Do employees not want to come to work because of drama? Learn de-escalation skills to manage employee problems and eliminate any toxic employees, no matter how good they are at their job.

Our industry attracts a much higher than normal percentage of the neurodiverse community. What makes sense to a neurotypical employee may make zero sense to a neurodiverse employee. Are you trying to work with your employees, or are you a do-as-I-say or hit-the-highway type of boss?

Take care of their bodies. Are you providing ergonomic tools and equipment? Are you making them take lunch and breaks? It is not a badge of honor to work eight hours without a break. Our bodies are not designed for that.

Are there any medical concerns an employer needs to be aware of? Make sure these are disclosed up-front so you know if you can properly accommodate for any known medical issues.

Are you providing your staff a living wage? Staff having a hard time making ends meet will look for other places of employment. Consider hiring a business coach if you are struggling to make a living and provide that living wage for your employees.

Are you encouraging them to continue their education? Facilitating and even paying for continuing education for your staff provides a renewed passion for their work. With advanced skills and certifications, groomers can charge more for their services, allowing for higher wages.

Are they happy in their jobs? Have monthly employee meetings and check in with your staff. Even better, organize some fun group activities, like paint night, happy hour or escape rooms to encourage camaraderie. 

The flip side of our industry is when we lose pets. Bringing in a grief counselor and providing coping resources can help deal with those emotions.

Let’s not forget that you are still running a business. Have you set clear expectations regarding duties and behaviors? Has a business lawyer in your state reviewed your employee handbook for legality and enforceability? Do you have a support process for onboarding employees to ensure your groomers are successful?

Remember, you are still a human in your business. If your employees are making you unhappy due to unreasonable demands, then get rid of them. However, your handbooks should clearly have legal processes for removing those employees so that you don’t have unwarranted unemployment claims against your business.

When your staff members are balanced, pets react positively, pet owners walk in with a smile, business owners are happy because everyone is making money and problems are easily remedied because you have processes in place.

While happy staff may still have reasons for leaving, they are simply less likely to quit. At the end of the day, happiness is king.