If they were audited, a large percentage of the salon owners in the beauty industry today could not pass the tests determining their workers’ tax status imposed by the IRS or by their individual state, says our expert. As tax time approaches, know the facts. The financial fall-out from misclassifying your staff can be devastating.
Uncovering a candidate’s skills, strengths, and weaknesses during an interview is a tricky business. Figuring out if she is a good match for your salon is even harder. But by asking the right questions, you can get the critical information you need to hire smart.
Shari Finger, veteran salon owner, details different types of incentive programs to keep employees' spirits up during the holidays.
If your salon team isn't performing as well as you'd like, it could be because of your leadership. Study the systems that will assist each employee in achieving her best: mission statement, employee evaluations, staff meetings, coaching for individuality, and rewards.
Full-service salons are full of opportunity for enterprising nail techs. But they often get short-shifted on tome when other services run long. Nails seem to be constantly falling by the wayside in some full-service salons. Know the potential pitfalls—and how to navigate around them—to survive and thrive.
Investing in a security system for your salon can deter theft, provide protection for staff members and lower your insurance premiums.
While not legally required, an employee handbook provides employees with a roadmap to success in your business by clearly communicating your vision and their role in it, as well as the policies and procedures they need to live by at work.
Is multi-level pricing a solution for keeping the best nail technicians satisfied and motivated in their jobs? Some salons say yes, indeed.
Finding (and keeping) hard-working qualified nail technicians is one of the most pressing issues facing the beauty industry today. When the nail business is at an all-time high, we find ourselves asking what factors are contributing to this industry dilemma. It is time for us to stop asking, “Why?” and start asking, “What can we do to solve this problem?”
Call your business what you like, but when it comes time to determine whether you’re an employee or a true booth renter or independent contractor (yes, there is a slight difference), it’s up to the IRS to decide.
