A Blueprint For Workplace Success

Chelle Neff is the founder of Urban Betty and has been a leader in creating innovative practices in the salon industry since 2005.

In the whirlwind of today’s corporate hustle, tending to our employees’ emotional well-being isn’t just a nice-to-have—it’s a game-changer. As the founder of a very busy service-based business, I’ve learned that prioritizing emotional health isn’t just about bean bags and meditation corners (although those are pretty cool, too). It’s about creating a culture where our team thrives, innovates and—dare I say—has a blast doing it.

Encourage connectivity.

At our company, we’re all about connectivity and self-empowerment. We encourage employees to explore their inner selves and strengthen their relationships with others. One way we do this is by hosting biannual all-hands meetings. These meetings allow for open dialogue, vulnerability and personal growth while opening our hearts and minds.

In 2019, during our all-hands meeting, I facilitated a collaborative effort among all staff members of my salon to develop a Code of Honor for the company—a concise yet powerful set of 10 rules governing our internal behavior. These rules not only dictate how we interact with each other but also guide our interactions with our guests. They represent the values we collectively uphold. Displayed prominently in our office, break room and color room, the framed Code of Honor has transformed our workplace dynamics. It has fostered constructive dialogue among employees and provided a framework for resolving conflicts by fostering a sense of collective responsibility within our salon community.

Lead with the heart.

A “family first” value system underscores a commitment to supporting employees during challenging times. Whether taking leave to care for a loved one or dealing with personal struggles, as leaders, we should ensure that our employees feel supported and valued beyond their professional contributions. Because life happens, and you want to be more than just a workplace, you want to be a community.

Offer flexibility.

Our flexible work schedule caps full-time hours at 32 per week. Why? Because research says that overworking is like trying to fit a giraffe into a Mini Cooper—it’s not sustainable. We’ve seen stress levels drop by giving our team more breathing room.

Implement a buddy system.

Several years ago, we launched a program where every new hire gets their own mentor. It’s like having a backstage pass to personal development. These monthly sessions aren’t about spreadsheets or PowerPoint slides; they’re all about nurturing our team’s emotional growth. Whether it’s mastering a new skill or conquering imposter syndrome, mentors can be there to cheer, challenge and (if needed) be a shoulder to cry on. It’s important to promote that emotions are healthy and it’s OK to have them.

Have an open-door policy.

Maintaining an open-door policy is another crucial aspect of an emotionally healthy company culture. As a leader, I understand the importance of accessibility and communication in fostering a supportive work environment. Empower our employees to voice their concerns and seek support whenever needed by providing open dialogue and transparent communication avenues. Here’s what the message should be: Got a brilliant idea? Swing by. Feeling overwhelmed? Let’s chat. Need a pep talk? We’ve got your back.

Lead by example.

Creating a culture prioritizing emotional health requires collective effort and awareness. To raise awareness about the importance of supporting employee emotional health, I advocate for leading by example. As leaders, we must prioritize our emotional health and be willing to seek professional support when needed. By openly discussing our own experiences with therapy and self-care, we create a culture of destigmatization and encourage others to prioritize their emotional health. After all, we’re not just bosses—we’re fellow humans navigating this crazy journey called life.

Through these experiences, I’ve evolved as a leader, committing to fostering transparency and accessibility, leading by example, creating graceful transitions and prioritizing safety. These lessons, gleaned from challenging situations, have become the cornerstone of my leadership philosophy, shaping a workplace founded on trust, respect and growth.

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