Salon management is successfully running a beauty salon's operations daily to attract more customers and create a good work environment for team members. The salon owner or manager usually carries out salon management.
FREMONT, CA: To effectively manage a salon, the person in charge is responsible for several tasks, comprising improving the customer experience, marketing, monitoring quality and performance, hiring, scheduling staff, and more.
A small issue can swiftly grow into a big conflict if you fail to address it immediately. The last thing you want is disgruntled staff members that make customers uncomfortable.
Therefore, rather than risk the catastrophe of a major blowout, try to prevent it from happening in the first place.
Five tips for managing a salon
Managing a salon isn't simple, but there are some tips, tricks, and tools salon managers can use to enhance operations.
Following are the top 5 tips for salon management.
1. Communicate with your salon staff
There is never a deficit of chatter in a hair salon. Conversations occur between customers and stylists. Customers are discussing with other customers, and the receptionist is answering phones to book appointments.
All this chit-chat is a regular part of the atmosphere at salons. And next form of communication you want to standardize is normal communication with your salon staff.
Communication is essential to resolving conflicts, and it's a big part of your duties as a salon manager. A good conversation can generally clear the air if any employees have a problem with another employee, a product line, or how the salon functions.
While some issues are urgent and you'll want to address them immediately, others are not as time-sensitive. Monthly staff gatherings are the best way to discuss some less urgent matters and function as a platform for employees to interrogate and tackle their concerns.
To get everyone concerned and encourage participation, make the meetings fun and a collective experience. Remember, you're not dealing with office-type personalities. Hence, a boardroom-style meeting isn't the best approach.
Instead, order some food and serve a cocktail or two, but not more than that since you still want to have a profitable meeting.
You can declare monthly highlights like who sold the most product or had the most client service revenue. And handing out small prizes to the winners of every category is the best way to recognize your salon staff in front of their peers.
2. Form a Strong Team as a Salon Manager
With the same lines of communication lies team-building activities.
While monthly meetings are an organized manner to communicate, organizing team-building activities outside the confines of your storefront can also create communication pathways.
And not just that, but it can also help boost your bottom line. On average, companies with engaged employees make two and a half times more revenue than those with disengaged employees.
For team-building exercises, you can introduce a consultant who specializes in this area of expertise for a more formal team-building activity or something more informal, like an outing to a sporting event or a paint-n-sip class.
You may also be required to consider having the group attend a conference or workshop on a particular technique. This can be in the shape of team building, but it also doubles as continuing education to improve the skills of your staff.
Based on your specific group of employees, it might be beneficial to try all the methods, see which one employees prefer, and get the best results.
3. Take the time When Hiring Your Salon Employees
Regarding communication and team building, there is also something to be said about hiring the right people. From hairstylists and hair washers to makeup experts, technicians, and aestheticians, you must find the right people to fill these roles.
Hiring for a service position, particularly in the beauty industry, is more personal because the services employees provide are much more personal. Not just do you want to do standard background and reference checks, but you want to approach the hiring process as a prolonged tryout.
While some applicants look nice on paper, they may not conform with the organization or culture, and vice versa—those who don't look best are your missing link. Have an open view and try to read between the lines during the resume collection phase. A quick phone interview is the best way to screen potential candidates if unsure.
For those that pass a phone screen, brief them for an in-person interview and have them perform a specific task on a mannequin.
If you're pleased with the outcomes, hash out a schedule and bring them back on a contract or trial basis to gain a real feel for their professional techniques and people skills to decide if they are a nice suit for the long-term goals of your business.
Finally, don't be scared to take a chance on a recent graduate. While school and official training are good, real-life experiences will make them great. It's the ideal catch twenty-two, "how can one earn experience if one is not provided the opportunity."
4. Stay Present With Salon Tools, Trends & Processes
The trend in cosmetology changes on a seasonal basis, if not daily. What looks nice today can make you a meteor tomorrow. And while any good manager will keep their salon abreast of current beauty trends, you'll also want to ensure you're on top of the latest trends in your business processes.
From online client bookings to employee scheduling, a POS(point of sale) system, and accounting software, you'll want a way to rationalize and integrate your core business processes so you can consume less time buried in paperwork and much time managing the salon to expand the business.
5. Keep Your Salon Neat and Tidy
A sparkling clean look is paramount to your success for any business owner or salon manager. It's a reflection of your management style. When customers first set foot using your doors, your shop's tidiness plays a significant role in their first impression.
To evade the salon from turning into a hairy mess:
1. Design a cleaning procedure for tasks.
2. Finish them on a daily, weekly, and monthly basis.
3. Assign tasks to staff, ergo, and don't be afraid to stress the importance of maintaining a clean environment.