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Step 1
Hire salon managers first. Salon managers are an integral part of a salon team. They ensure that employees stay on task and are performing duties optimally. They work to manage scheduling changes, conflicts amongst staff, client complaints, retail orders, opening/closing and many other issues that arise in day to day salon operations. Salon managers should have a knowledge of the business from the perspective of an employee and be trained in all aspects of salon management as well. You will need a salon manager for each shift.
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Step 2
Employ receptionists to greet clients as they enter the salon. This will ensure that clients never have to wait long before they are welcomed. Clients are likely to walk out if not greeted quickly and professionally. Receptionist duties include selling retail, scheduling appointments, sweeping during slow periods and general stylist assistance when necessary. The receptionist will be responsible for the exchange of monies and should have experience in cash handling and customer service. It is also necessary for the receptionist to meet with salon stylists to speak with them about how they schedule their time. It is helpful for the receptionist to know specific information such as how long a stylist takes on average for a haircut or color. This will help to avoid scheduling conflicts. The receptionist should dress professionally as the first salon representative the client might see.
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Step 3
Choose salon stylists. Stylists should have experience in all areas for which they are hired. Each stylist should be given a test to ensure they have the skills needed for the position. Have them bring in a test client and perform a series of tasks that emulate the procedures they will be performing in the salon (haircutting, coloring, blow-drying, massage, facials and nails).
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Step 4
Fill other salon positions such as shampoo persons, cleaning staff and maintenance as needed. Be sure you interview and retain resumes in a file for all staff. In addition, be sure to obtain all license information from your employees before hiring them so you know they have the required documentation to work in a salon. Cleaning staff do not need licenses to work in the salon; however, they should carry insurance for liability purposes. Shampoo staff are required to carry a license in some states. Check with your State Board of Cosmetology for their specific requirements.
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Step 5
Gather all salon employees together for an initial meeting to discuss salon operations and expectations. These will include the opening/closing of the salon, scheduling, expectations for client/retail sales, client treatment and expected behaviors. Management should be introduced and help run the meeting. This is where the salon team is informed of dress code, behavior expectations, sales requirements and client guidelines. Discuss compensation, commissions and expected sales quotas for retail and clients. Be sure to talk about expected behavior on the salon floor including cell phone usage, eating, gum chewing, smoking and conversation. Observe employee behavior at this time and look for any problems that may arise with personality conflicts or other issues. Discuss any of these issues openly with the team.
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Step 6
Salons consist of a wide variety of team members and clientele. Complaints from both clients and employees are a part of the salon because of the personal nature of the business. Clients will not always be happy with their results; however, good management and a strong team can ensure that all issues or complaints that arise can be resolved. Be sure that there is a policy in place for refunds for unhappy salon clients. Gossip can erode the foundation of the team. Make the team aware that gossip will not be tolerated in the salon to ensure smooth operation. Set guidelines, rewards and repercussions for specific behaviors such as client satisfaction and sales. Have a salon meeting at least once a month to ensure team cohesiveness.
