Salon staff Motivating and managing is the toughest challenge you face as a business owner, you’re not alone. Here are six tips that can help. Specifically, salon owners listed these five salon staff management pain points:

Keeping salon staff happy and motivated
Making staff more comfortable with selling
Avoiding confrontation when dealing with issues
Ensuring high quality, consistent work from day-to-day
Dealing with absenteeism (holidays, sickness, pregnancy, etc.)

> Inspire by Example to Employees
To inspire by example is not only to lead by example but to ensure that salon staff see the connection between behaviors and positive outcomes. This could be as simple as showing staff how much more they could earn over time if they become more proactive in upselling retail products and add-on services or take less time off. Calculating how much more stylists with a high retention rate earn than their counterparts can sell salon staff on the merits of pre-booking clients or improving the client experience.

> Be Accountable to Your Accountability System
For many salon employees, positive reinforcement tied to the behaviors you want from staff will be all that is needed to motivate them to adhere to your salon’s policies and turn in the performance you want. Before positive or negative consequences can work, however, expectations and standards need to be clearly defined. Once they are in place, as the leader of your business you have an obligation to hold all staff equally accountable to the performance they agree to provide as a member of your salon’s team. If staff perceive that either promised rewards or negative consequences will not be applied appropriately or fairly, it will become very difficult to develop the type of salon team that will contribute to the success you want for your business.

> Devote Time to Team Building
Team building exercises, especially when overseen by an outside consultant, can be an invaluable way to build a strong team that works together and feels ownership in the mission and vision of a salon business. While it means an investment on your part, the tangible and intangible dividends produced will nearly always exceed its cost. Team building isn’t always an exercise, either. Involving salon staff in long range planning meetings and brainstorming for promotions, marketing and events can also produce a significant increase in employee buy-in as well as the effort they are willing to put forth to ensure that initiatives are successful.

> Connect the Dots
Don’t assume that salon staff understand the underlying reasons behind your salon’s rules, policies, procedures or standards for the customer experience. Tie performance measures directly to customer outcomes and satisfaction so that they can clearly see how their work contributes to the growth and success of the salon, as well as how it impacts their own career development.

> Make It Safe
There is a saying that goes, “You can’t fix what you don’t acknowledge.” Pointing out problems, flaws and mistakes can be a frightening proposition for both parties. When the lines of communication are open and salon staff feel safe in offering as well as accepting criticism and suggestions, it becomes possible to address issues without confrontation and discuss problems without defensiveness.

What about you? Do you have a question or advice to offer on the topic of salon staff management?

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Challenging Aspects for salon & Spa Owner

Today One of the more challenging aspects of being a salon owner will be hiring and retaining good employees. This can seem like a daunting task, not just because both of these responsibilities can be very time-consuming but also because there’s so much riding on employees’ skills. Their ability and talent, as well as their attitudes and work ethic, will influence every aspect of the business, from client retention rate to the bottom line, so you’ll need to choose your employees very carefully.

The whole issue of hiring is further complicated by one sticky little problem: There’s a lot of competition out there for qualified salon personnel. It’s not uncommon for rival salon owners to try to lure away talented stylists from each other with promises of more money and better working conditions. Then there’s the issue of walk-outs: when salon staff—usually stylists—decide they can do better on their own and leave a salon en masse to start their own businesses. Not only does the original salon lose its qualified staff, but it also then must compete for new staff members with the turncoats who left.

Owner/Operator You’re an employee, too, so you’re first on the list. Your day-to-day responsibilities will include overseeing operations, ensuring customer service is a top priority, making financial decisions, checking salon product and retail product inventory, handling personnel matters, hiring new staff, and assessing employee performance. All this is in addition to providing salon services if you’re a licensed, practicing cosmetologist. If you’re providing salon services as well, you can expect to spend up to 60 hours a week or more in the salon, depending on your bookings.

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The Post of Salon Manager your salon is extremely small, the price you’ll pay for a manager’s salary is worth it. The manager can handle myriad tasks like paperwork, record keeping, employee scheduling, and purchasing. They’ll also oversee salon maintenance and handle facility management issues. This person should have the authority to act on your behalf in your absence. Normally that the median salary in a city like Punjab for a hair salon and spa manager with less than a year of experience is INR 20000 in Punjab, INR 30000 in Delhi metros

Hairstylist/Cosmetologist Your stylists are the heart of your salon staff. Every state requires stylists to be licensed cosmetologists, so you’ll want to check their credentials when they apply for a job. A cosmetology license typically allows the holder to cut and color hair, and give manicures and facials. Ordinarily, additional licensing is necessary for services such as massage therapy, but it’s possible your cosmetologist will be permitted to give hand and foot massages without extra licenses. Check with your state’s board of cosmetology to see what the requirements are.

Hairstylists usually are paid in one of two ways: on straight commission or on a salary basis. Commission-based stylists usually earn 35 to 50 percent for each service they provide. Salary-based compensation is becoming more common and is actually easier to calculate since wages are typically paid on an Hourly basis in US and Daily basis in India. The median salary for hairdressers, hair stylists and cosmetologists, all of whom are lumped into a single statistical category, is INR 20000 to 30000, with 3 years expertise.

Now a days third compensation method, salary plus commission, is now fairly common. This arrangement can help increase business since the hairstylists are guaranteed a salary but earn a premium (commission) for every customer they serve.

Shampoo/Salon Assistant This is the person who shampoos clients’ hair while the stylist is finishing up another client. He or she may also fold towels, sweep up hair clippings, and provide other general assistance around the shop. Often these assistants are newly minted cosmetology graduates who are looking for experience in the industry, or licensed assistants who haven’t yet completed enough hours to become a fully licensed stylist. Salon assistants earn minimum wage or a little more. says the median annual income for a Assistant is INR 10,900.

Salon or Academy Receptionist In addition to greeting customers, the receptionist answers the phone, books appointments, gives directions, cashes out customers, and performs various other customer service duties like making coffee or even hanging up coats for clients. You should put this person in charge of the salon sound system, and make sure they’re extremely knowledgeable about the salon products you sell. A receptionist is usually paid a median wage of INR 10000 per Month.

Salon Manicurist This professional provides services like manicures, pedicures, and acrylic nail application and tipping, and must be a licensed cosmetologist. According to the survey, A manicurist earns a median salary of INR15,000. If you’re going to be running a spa in addition to a hair salon, you’ll need the following staff:

Aesthetician Aestheticians hold a special license from the state so they can provide services like facials, waxing, massage and other specialty body-care services. Often this person also does makeup consultations and application, especially if there’s no room in the budget to hire a dedicated makeup artist.

Salon Massage TherapistAlthough an aestheticism can provide massage services, a massage therapist has a higher level of training and additional expertise. Most states require these professionals to hold a massage therapist license. Salon Electrologist This person provides hair removal services and needs an electrologist license in many states.

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