Q & A: Salon Manual
My partner and I have been salon owners for 19 years, and we’ve finally wizened up and have been working on our salon policy, guidelines, and procedures.There seems to be so much to get through; I’m
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SEARCHMENUSEARCHMy partner and I have been salon owners for 19 years, and we’ve finally wizened up and have been working on our salon policy, guidelines, and procedures.There seems to be so much to get through; I’m
Rob|b will hire all salary and commission-based employees (no booth renters). This way, we’ll be able to ensure a consistent service to our clients, no matter who services them. Our techs won’t be fresh out of
Take this self-quiz to determine your strengths as a manager. The insights you glean may help you use your valuable personal resources more wisely and develop a better understanding of others.
A career in the nail industry has its fair share of rewards, but with it can come issues that challenge even the most die-hard professional. From finding it difficult to retail products to being allergic to chemicals in the salon, it seems almost every nail tech has some concerns regarding her occupation.
By developing and supporting the inner power of each member, salon owners can double as cheerleaders to develop an unstoppable salon team. From the moment they are hired, it’s your job to give team members the tools they need to excel and prosper.
As an owner, you may feel overwhelmed by the thought of team meetings and see them as one more thing to do in your busy schedule. But it is important to have structured team meetings and “plan and review” sessions.
It’s common for employers to accept all kinds of excuses for poor performance, mistakes, and problems. Be careful about being sucked into an employee’s personal problems.
Beauty industry consultant and success coach Bryan Durocher wants to help you meet your potential both personally and professionally. To that end, he offers these top five tips to make a bigger splash with less effort.
No one ever said finding a good nail technician would be easy, but it’s not impossible either. Keep reading to learn about hiring strategies, incentives, and benefits that just might make you bid adieu to your frustrations.
Learn the basic building blocks of customer service to establish a lasting rapport and make clients feel like friends. Whether on the phone or in person, learn what to say and what to do to cast yourself and your business in a positive light.
It is better to turn down business, referring business to another salon, than to keep employees that I cloud your space with their negative attitude.
Creating a salon training manual may be just what you need to reorganize your business and elevate your team to a new level of professionalism. Although creating and implementing a service manual takes time and energy, the end results are well worth the effort.
Twinsburg, Ohio-based Natural Beauty Salon was established November 9, 2001. As we enter our third year of business, I celebrate, reflect, and never stop moving forward.
Looking for a sure-fire formula to make an assistant program pay in your salon? Four salon owners prove it’s as simple as meeting everyone’s needs — yours, theirs, and the salon’s.
In a commission-based salon or spa, technicians sometimes assume the owner is banking the other half of their commission. Opening the salon’s books will open employees’ eyes to the vital need to retail for the salon’s survival.
How a salon chooses to pay its staff can make all the difference in employee retention, quality of service, profitability, and your ability to compete. After payroll, salon owners are often left only with their own tip money and revenue from services they've performed. Should you abandon the traditional commission structure for a pay system that rewards behaviors that are key to the salon's overall success?
Prevent employee turnover from turning your salon upside-down by providing a work environment that attracts and retains your business’s most valuable asset. (Hint: Money isn’t all that matters.)