Ep. 61 - {Part 3/3} Is Your Team Set Up to Succeed?

You started the reset with intention. You showed up to every check-in. You gave your team member real feedback, real support, and a real chance to grow.

And now 90 days are up.

What happens next is where a lot of spa owners go quiet — letting the process fade out without a formal close, hoping things just... continue to improve. But that silence? It costs you. Here's how to end a 90-day employee reset the right way, no matter which of these three outcomes you're facing.

Outcome 1: Full Improvement — Celebrate It and Set the New Baseline

If your team member showed up, engaged genuinely, and made consistent, measurable progress — this is a moment worth marking. Don't let the 90 days expire quietly.

Sit down with them. Name specifically what you saw. Celebrate the growth out loud. And then make it crystal clear: this is not the finish line. This is the new baseline.

That conversation builds trust, reinforces your standards, and tells your team member — and everyone around them — that effort is seen and acknowledged in your spa business. That matters more than you think.

Outcome 2: Partial Improvement — Name It and Make a Decision

This is the most common outcome, and the trickiest. Some things shifted. Some things didn't. And it's tempting to call it "good enough" and move on.

Don't.

Partial improvement left unaddressed becomes your new normal — and that new normal will drag your spa team and your profits down over time. You have options: extend support by 30 days, adjust responsibilities, or have a direct conversation about what still needs to change and what happens if it doesn't.

Whatever you decide, communicate it clearly. As the saying goes — clear is kind. Softening the message to the point where your team member leaves thinking everything is fine when it isn't? That's not compassion. That's avoidance.

Outcome 3: No Improvement — Lead the Separation with Integrity

This is the hardest outcome. But arriving here through a 90-day reset means you did everything right. You gave clarity, support, time, and real opportunity. If the growth still isn't there, that's not a failure on your part — it's information.

When it's time to separate, lead that conversation the same way you opened the reset: with calm, intention, and honesty. You're not delivering bad news. You're delivering clarity — to someone who deserves honest information about whether this role and this spa are the right fit for them.

Document everything. Follow your off-boarding process. Treat them with the same respect you'd want. And know this: how you handle a dismissal is one of the most visible things you'll do as a leader. Your whole team is watching — and how you show up in that moment tells them everything about the kind of business they're working in.

The Question That Ties It All Together

Before any closing conversation, ask yourself: Did this person engage with the process, or did they just endure it?

Were they asking questions? Seeking feedback? Did their growth show up naturally — or only when they knew you were watching?

The answers, combined with 90 days of documented check-ins, will paint a clear picture. Trust it.

And no matter how the reset ends, close it with the same intention you brought to the beginning. That's what leadership looks like in a spa business that's built to last.

Listen to the full episode of Bougie and Boring for the complete breakdown, including what to say word-for-word in your closing conversation.