Tue, 10 Dec 2024 13:32:03 -0800WeeblyWed, 23 Oct 2019 17:49:00 GMThttp://lashtrainingacademy.com/blog/october-23rd-20199940741​Employees
When you make the decision to hire Employees, there are a vast number of things you need to be aware of before you open your doors.
My first and best advice is to consult a Tax Professional. It may cost you a few dollars up front, but in the long run it will be well worth it to protect yourself, your Employees and the future of your business.
The IRS website can also be a tremendous help in gleaning information as well. Those of you who are not in the US, should have a similar Government Institution that will provide you this information.
As another helpful tool, many payroll companies will walk you through the confusing maze of paperwork and monetary deductions necessary to keep compliant with the tax responsibility your business is responsible for. 
You see, you just can’t go out, hire people and open your doors to clients without having all your ducks in a row. You need to set up a bank account that you use specifically for your tax obligations. If you use a payroll company, they will walk you through the proper steps to make sure you have sufficient money to cover the payroll deductions.
In the US, your Employee will receive a pay check stub with the breakdown of what they have earned and what you as an Employer have contributed to their future income.
There is Federal Tax, Social Security Tax, Medicare Tax, State and Local Tax, not to mention your responsibility to cover a percentage of your Employee’s Social Security Tax. If this seems a bit daunting, just wait..there is more!
You must also cover your Employees for Workman’s Compensation and Unemployment Insurance.
It seems like a lot of responsibility and it is. You need to file certain Tax payments quarterly, and this is non-negotiable. The last thing you want is to get behind on payments to the Government. You have to keep in mind that this is not your money. It was difficult at first for me when I had 23 Employees to keep money aside for my Tax obligations. It can be tempting to use those funds to purchase more stock, advertise or any number of things that come up in your business. I had a bad habit of getting distracted by the newest shiny thing my Vendors would show me on their bi-weekly visits. I wanted everything.
I will never forget the first time I had to come up with several thousand dollars to send in to the Tax man. I wasn’t prepared. I spent the money on “stuff”. I actually had to borrow money from my Mom. Let me tell you, that was depressing. It was the hardest debt I have ever carried. I paid her back asap. I made a vow to myself that I would never get caught in that scenario ever again. So, I sat myself down with a payroll company and they took control for me. They calculated my obligations, they sent out my Employees pay checks and sent the Taxes to the Government on my behalf.
The cost of this service was minimal compared to the hours I was spending on all the paperwork. It was in my opinion well worth it.
At the end of every week I would send all the data to this company and they made my life so much easier. As long as we submitted the correct information to they, there were no issues.
Every once in a while, a number may get transposed but this was few and far between. So, if you don’t have accounting and payroll experience, don’t try this on your own until you consult a pro.
In my last blog, we covered who is an Independent Contractor. If you didn’t read it, I’ll do a short re-cap here. Independent Contractors can have all the flexibility here. You cannot dictate their hours, scheduling, product usage, dress code and a variety of other topics.
Employees do not fit in this category. You control their schedule, the products and equipment they use. You provide a code of conduct, how your clients are treated and many other things that they will have to adhere to. Cleaning, laundry, education, bonuses, vacation time etc. All these should be covered in an Employee Handbook and signed off on by the Employee so there is no confusion in the future.
Your Employees may have to be paid minimum wage for time you have meetings or Educational Classes. If you overlook these things you may have a violation of wage law. Most new Salon owners aren’t aware of this. There are very specific rules on this. Make sure you are doing everything by the book.
I have seen disgruntled employees who have been let go, retaliate against employers for not compensating them for training or overtime.
Now I hope this wasn’t too much and overwhelming. If you start out with all the information you need, you will get things off on the right foot. You will never have to look back and think “I should have known”. Having all of these details set in place before you even hire your first Employee will make the whole process very smooth and easy.
I have been and Independent Contractor, Booth Renter and an Employer. There are benefits to all of these types of Employment. You as a business owner have the most control of your business and your Employees as a W-2 Employer.
You get to set the standards you want your business to project. You choose what products you want to use on your clientele. You get to choose what products you want to sell. You get to offer your staff a wage and terms that are comfortable for your business. You get to set the dress code and code of conduct that suits your business.
Owning a new business can be rewarding and exhilarating. It is challenging, fun and prosperous, when you take the first steps and set yourself up for success.
So, do your research and get compliant before you put that key in the door of your new business. Good Luck!
]]>Wed, 23 Oct 2019 17:47:42 GMThttp://lashtrainingacademy.com/blog/october-23rd-20199317148​Independent Contractors topics
A Few things about Independent Contractors
 
If you are not going to hire Employees, there are a few topics and tips I would like to share with you. We always want to avoid the pitfalls when you are going to staff your Salon with IC’s. (Independent Contractors). So here are a few things I thought were Important to discuss. A few of these even took me by surprise.
First of all, check with your Tax Professional for the guidelines the IRS puts out concerning IC’s. You have to be very specific in the verbiage in the Rental Agreement. Until you have had experience with Independents Contractors, always consult a Tax Professional. They can help you draft an agreement that has clear language on what responsibility you have within the Tax guidelines. It also clearly states the responsibilities of the IC and their Tax responsibilities.
It’s always best when things are put down in writing and everyone involved is aware of their individual contractual obligations. This keeps it Business and not personal. Over time we can get very familiar with the people we work with, so having a written agreement keeps everything clear and concise, keeping our personal feelings out of the equation. Having a written document to refer back to has saved me so much drama.
What do you do if your IC wants to use an inferior product?
This is a tough one. I have over my career worked as an employee, Independent Contractor and a Salon/Spa Owner. I have seen many things throughout my career. One of my most challenging situations was with an IC who was a nail tech. At the time, I had 6 nail techs, and all but one used the same products. This was very helpful for them when they covered for each other. These Salon Professionals valued consistency, using the same product was a smooth transition for the client and important to the Techs as well. There was one Tech who was extremely frugal, for lack of a better term, she didn’t want to spend her hard-earned money on the “professional product”.
 She purchased her supplies at the drug store. The other Nail Techs were very gracious to this woman’s clients when they would ask to use the “good stuff”. Once in a while asking to borrow in a pinch is acceptable, things happen. When your coworker takes advantage of the generosity of the team, it can cause many issues. She would ask to borrow product on a regular basis. The other Booth Renters were getting frustrated. They didn’t want to seem callous to her clients, but enough is enough.  I could not require her to purchase a particular product. As an IC, there is very little you can require. So, the idea of filling your Salon with IC’s paying you a rent every week is great, but you sacrifice most of the control of your business. You can’t dictate the way things go. Its every man for himself.
This isn’t always a bad thing however. I have seen Salon Professionals who worked together as Employees at a different location, leave and Booth Rent a Suite together and they are loving life! They have a flow, a rhythm and they work together like a well-oiled machine. For an Independent Contractor, this is their little piece of heaven. To work Independently and also have a fellow Salon Professional around for companionship and creative encouragement contributes to their happy environment.
Cleaning is another subject that is extremely important when you have Independent Contractors.
 I believe this is where I got my biggest surprise. The State I work in, the person whose name is on the Business is totally responsibility for State Board Inspections. Imagine my shock and surprise when the State Board Inspector showed up on a day I wasn’t working. They conducted their inspection and found a violation in the station of an IC. Because she didn’t lock her cabinet, the Inspector opened the drawer and found soiled brushes. The Salon Professional was given verbal instructions on how to clean and store her soiled tools. I was told that I could have been fined and a blemish on my Salon Record for this infraction. Fortunately, the situation was resolved with just a discussion of the proper storage techniques from the State Board Inspector to the Salon Professional who needed clarification. I dodged a bullet on that one. The fines and the ding on my License was not acceptable.
When you have IC’s, you can’t just go and start rifling through their belongings. If they don’t keep their stations clean, it becomes your responsibility to see that they are operation at State Board Standards.
Lastly on this topic of Independent Contractors is keyholders. As Independent Contractors, they will have their own set of keys. This can be a bit nerve wracking at first, to turn over keys to your business to a total stranger. I have done it many times. In the beginning, it was awkward. It was like waiting up for your teenager to come home after their first date. I was anxious, a little nauseous, lightheaded, all the symptoms of a full-blown anxiety attack. I had visions of things going south. I had to snap myself back to reality and realize that this is the price you pay when you turn over your keys. Just a note: if you are a control freak this is not your thing!
I calmed and assured myself I had great Insurance. If anything happened, I was covered. I had coverage for theft, liability and contents. So really the worst that could happen is I could be shut down for something catastrophic, but I was Insured for that as well.
Just touching on these few subjects should give you some things to think about. As you are planning the future of your business, keep these things in mind, have a game plan on how you are going to handle these and many other topics that will pop up along the way. Good luck on your journey.
 
 
 
]]>Wed, 23 Oct 2019 17:46:20 GMThttp://lashtrainingacademy.com/blog/october-23rd-20196549988Hiring new Employees:
​
How do you find the perfect Employees for your new Salon?
This can be one of the most challenging parts to the Salon Business startup. Employees, yes, we need them, but who is the perfect fit? Where do we find these elusive individuals? How do we know if they will work out?
Let’s go step by step through the process. I will share with you some of the actions I have used to fill my Salon with competent, professional talent.
In the past, when I was getting ready to open my Salon, I put a huge banner in the window of the Salon with the information about the opening and employment opportunities. It’s never too soon to get the word out.  In many cases, it takes several months to get your business up and running. This banner in the window is just one step in the talent acquisition process. Make sure to add your contact information and an email for your potential new employees to send a resume for your review.
You can start an interest list for anyone who has reached out for information or any “tire kickers”. These individuals may be your future employees. Many times, a Salon Professional wants to make a move and is looking for the right opportunity. They may not be ready at the time, but could be ready in the future to make that move to your Salon.
I have used Social Media to spread the word about upcoming opportunities in my new business. Again, start this process months before you are ready to open your doors.
Instagram is a very good tool to advertise your employment availabilities. Take time to add the benefits for joining your Team.  Advanced Education, supplies, compensation, paid time off, free products and any other benefits you plan to offer your staff.
Join Face Book pages that are specific to your industry and post your employment opportunities there. I live in Arizona, there are at least 5 FB pages that are specific to our area and our Industry. I post there my employment challenges and opportunities. These pages get local eyes on your business. I post what I am looking for, such as a receptionist, stylist, massage therapist, lash artist etc. Many times, the people looking at these posts are not the ones looking for employment, but know someone who is looking. These people tag their friends who may not have seen these posts. Their friends are looking for them and passing this information on. This is a wonderful resource for untapped talent.
Don’t forget Craig’s List. You can add an employment opportunity on a paid ad under the Salon/Spa jobs, there is a small fee for the paid postings, or I like to post in the Beauty Services Section at no fee. I find many Salon Professionals browse these categories on a regular basic to see who is advertising and what services they are offering. Their friends and family browse these categories as well and can pass this information on.
There are many other places you can advertise your business and your employment but these are a few that have been very effective for me personally.
Don’t forget to visit your local Beauty Schools. You may not want to hire a fresh stylist just out of school, but you may find a rare gem here. There are many exceptional stylists that are newbies, you need a few to round out your staff.
Most Beauty Schools offer lifetime employment placement. These students check back from time to time to see what the job board postings have to offer. I always recommend that you keep in contact with your local Beauty Schools with any possible hiring you may be doing in the future. I have found a few seasoned professionals just this way in the past.
As you receive resumes and inquiries, make sure you send a reply via email with all the details you can supply. The more information you supply the better equipped your potential employee will be with your Salon culture.
What kinds of products you will be using, hours of operation, services you will be providing, employee benefits and dress code if you are going to implement one are things your potential employees will want to know in advance. Give as much detail as possible, if there are any details your potential employee is not in agreement with, they have this information in advance. Any disagreement can be discussed, and figured out long before you hire.
There really is no easy way to guarantee who will be your perfect employee, but if you follow these practices when recruiting, you should have a pretty good idea of who will work out.
Anyone objecting to your Salon policies, product being used, dress code, hours of operation and compensation package including benefits, will most likely not be a good fit.
Take your time, don’t rush this process. Many Salon Owners make their biggest mistake in the hiring process because they ignore that “gut” feeling about a potential employee. We are so driven to get our business up and running, filled with eager employees, we may overlook some nagging feelings.
If you have any reservations about a potential employee, listen to your own intuition. I feel that we possess an innate ability to recognize when we are not being told the truth. There is an inner nagging feeling that something isn’t just quite right.
You only get one time to start your business off on the right foot. Take your time, be patient with the process. Be extremely honest with your potential employee, let your expectations be known from the beginning. Answer every question, give as much detail and engage your potential new employee in what they are looking for in an employer.
If you follow these guidelines, you should be able to weed out those who are not a good fit and hire the Salon Professionals who are excited to join your team. These Salon Professionals will respect your honesty, and the culture your Salon is going to build in the future.
In a future post, I will share very specific things to do in the interview process. I look forward to sharing these tips with you soon.
 
]]>Wed, 23 Oct 2019 17:43:53 GMThttp://lashtrainingacademy.com/blog/october-23rd-20192917946​Employees or Booth Renters:
 
Let’s review the pros and cons of each, Booth or Employees.
Employee:
First let’s loosely define what an “Employee” is. An Employee works for your business. They have to follow your rules, handbook policies, dress code and hours they work. Along with having Employees, you have certain financial responsibilities. These responsibilities are Non-Negotiable. There are Government policies in place that you as a Business Owner must follow.
There are taxes, if you are in the US, there is Social Security, Medicaid, Federal, State and Local taxes. Let’s not forget unemployment and workers’ compensation. This can be cumbersome for many small businesses. You cannot open up, call your Employees Independent Contractors and get away with that. Anyone who has an issue, can report you to the proper authority for not deducting these line item taxes.
Our staff and Employees are very savvy, they have done their homework and know in advance how they are to be paid, and what deductions are to be taken out of their pay.  If you have ever been on the receiving end of a shorted paycheck, this can make your blood boil and cause hard feelings. Being a good steward of your money and your Employees pay is in your best interest. Make sure you have your ducks in a row before you open your doors and open your business up to unnecessary scrutiny.
Under US Law, employers are required to pay their share and withhold the workers share of employment tax. Under the Fair Labor Standards, they must also meet the Minimum Wage and overtime obligations of their employees. Generally, a person is an employee if the employer has the right to control the persons work process. Here are some questions to ask yourself before you classify your staff as an employee or Independent Contractor.
Do you control your staffs work schedule?
Do you provide your staff tools and products?
Do you have a dress code your staff must abide by?
If you answered yes to any of these questions, you have “Employees.”
These rules can be a bit confusing, my recommendation is to seek the help of a Tax professional who is familiar with this type of business. There are variable factors in every situation. Many Tax professionals can get the paperwork started for you to submit to the proper tax authorities. If you are new to this, take my word for it, a payroll company is worth their weight in gold! I tried to do this by myself and was overwhelmed by the paperwork, rules, regulations and caved to the professional. I thought I would save a few dollars, but it ended up costing me so much time. Not worth it.
Get your business on the right track from the very beginning to avoid any issues down the road.
There are several benefits to having Employees. You can control how you want your business to run. Hours of Operation, who covers what shifts, what type of dress code, what products to retail, disciplinary actions and termination control. We will discuss these more in-depth in a future post.
 
Now, let’s go over who is an Independent Contractor:
A worker controls details of the work
Worker operates in business that is distinct from the employer’s business.
Work is done without supervision
Skill level is specialized, is unique or requires substantial training
Worker provides their own tools and supplies and works at a site other than the employer
Worker is employed for a specific amount of time
Worker is paid by the project
Worker is not part of the employer’s regular business
Employer and worker do not intend to create an employer employee relationship
Worker provides services to more than one business
Management has no right to control the work process
These are just a few of the details that can determine if your worker is an Independent or Employee.
Again, there are very specific guidelines to designating yourself or others in your business as Independent. You must give them access to the business during normal operating hours. You cannot tell them when to work. You cannot provide supplies, business cards or any other items you would provide your employees, including a phone. You cannot force them to sell products or use products you want them to use. Any pressure on the Independent Contractor to conform to these issues could re classify them to Employee.
My first and best advice is to have a one on one with a Tax professional. Plan ahead, get everything squared away before you even open your doors.
It may seem easier to go Independent, but you lose all control. I would like to present an example.
I had 4 manicurists as Independent Contractors. They all charged the same price for their services. On several occasions, I was confronted by a client as to why the three other Manicurists were using a very popular professional nail polish, and her tech was using a drug store brand and charging the same fee?
The client felt short changed, she was insulted and rightly so. She felt she deserved the same high quality product our other clients have access to. I couldn’t agree with her more. I asked the Independent Contractor if she would purchase and use the higher quality product. She refused. I couldn’t do anything, I felt a little helpless. I know this is just a small example of how not having control can impact your business.
The other Contractors ended up getting those clients in their chair due to the Contractors indifference to the clients wishes.
If you are a control freak, do not go Independent. You will lose sleep, have moments of insanity and never feel settled with your business. Trust me, your Contractors will let you know if you cross the line of them being Independent. They know the rules. They know you cannot control ant aspect of their business.
Frankly, it takes a very disciplined person to be good at Independent Contractor. You are solely responsible for everything. You have no back up. If you get sick, you have no one to cover for you. If you go Independent know your Tenants. You have to share your space!
 
 
 
 
]]>Wed, 23 Oct 2019 17:41:31 GMThttp://lashtrainingacademy.com/blog/starting-your-business-from-scratch-part-3​Retailing Rewards:
 
In the planning stages of your new business, remember to carve out space for your valuable Retail Products.
No matter if you are a small single person suite or a 30+ employer, Retail can rock your bottom line.
Many new business get hung up on the style, colors and the shiny pretty things that you, your staff and clients get to feast their eyes on. Don’t overlook your Retail Space.
Having the right Products available, the proper display and an educated staff will bring you monetary rewards. Many business owners purchase the things they like and use but don’t spend the time to ask their staff how they feel about these items. If your staff isn’t onboard, your Retail Sales will suffer.
So, let’s break this down in a few easy categories.
What Products to Retail:
If you are a full-service Salon, I would make an appointment with your Supplier/Vendor to see what products are the up and coming in the Industry. Get a good idea of what the Fashion and Beauty Industry are raving about. Get samples from your Vendors to let your staff play with. Let them experiment with these products. If your staff is onboard, you will have a much better chance of those products moving off your shelves.
Use a bit of caution here. You and your staff will get excited about a product, but that doesn’t mean you need to put the “whole” line in your business. Some Vendors will get you started with a small “package.”
Start there and find the products that your team will recommend to their clients. Having too many lines can cause confusion and your Vendors to feel like they are competing for your business. This can result in these vendors to come around less and less. Take some time to get your Team involved. You will reap the rewards of Retail Sales.
Here is a quick idea of what you should carry for a Full-Service Salon:
Hair Products: Shampoo and Conditioners, Hair Mask, Leave in Treatments, Styling Products etc.
Hair Accessories: Head Bands, Hair Clips, Combs and Brushes. You should offer these items for Retail because you are using these products and tools on your clients in the Salon. It will be easier to recreate the look you created for them with the same products and tools you have used.
Lash and Brow Products:
If you are a Lash/Brow Salon, then you have different items to Retail. I would have available things like,
Lash/Brow Cleanser, Mascara, Mascara wands, Micro Brushes, Make Up Remover and how about a line of Cosmetics that are Lash/Brow safe? My Vendor, (whom I love) carries Lash safe make up items. Don’t forget to add a nice selection of Strip Lashes and Adhesive to your Display.
Unfortunately, we at times have to remove Lashes from our clients. What better way to transition them from Extensions to their own lashes, with a nice set of Strip lashes to go home in.
Just recently I had a few clients remove the Lash Extensions and I put them directly in the strips. It was a game changer to see them leave happy. I will miss my clients, but I made them happy and I earned a little extra revenue by having the Strip lashes available for them to walk out with on their eyes.
 
 
How to motivate your Staff:
Many Salon/Spa owners make comments about their staff not wanting to “sell” products.
I can understand this mindset. Stylists, Lash Artists, Brow Experts do not want to be Salespeople.
Now, when they say that, what they really mean is, they do not financially benefit from the product sales. So, it’s your responsibility to reeducate your Team for their benefit and your bottom line.
Many Salon/Spa owners offer their staff a small percentage of the retail sales. A few dollars per product sales doesn’t seem like much in small increments, but at the end of the week, month and year, you can see real results in your staff’s bank accounts.
With a simple 10% commission on retail products, your staff can add $1000.00 and up to their annual income. Many products come in at a $20 price point. If your staff member retails 2 products per shift, they earn $4. Now that doesn’t seem like very much for a day, but as we move forward let’s see what that $4 adds up to.
$4 x 5 days =$20 weekly
$20 weekly x 50 weeks (we all need a vacation) =$1000. Humm.. There is your vacation money!
This is easy folks. When you actually sit down with your staff, give them some pointers on how to present these take home products to their clients with a seamless approach, they will gain the confidence to “recommend” as opposed to “sell.” Just a little confidence in the product, some coaching with the approach and a firm close, in no time you can have a very successful Retail program.
So, let’s just for grins see what you as the business owner can generate from just one staff member, or yourself if you work alone can generate in a year with the very same formula I used above.
$20 product. Cost to you is $10. You pay out $2 to your staff. So, that leave you $8.
$8 x 5 days = $40         $40x 50 weeks (remember that vacation) =$2000.
Just think if you had several staff members Retailing like this, you would have a little cushion of revenue.
Or if you have Rock Star Retailers, you can pay your monthly rent.
Remember, the more your clients are engaged in your Salon/Spa, the more revenue you generate. Statistically speaking, if you are only providing one service, your clients longevity is about one year. If you are providing multiple services, they will stay for 1.5 – 2 years. Now add retail to that and those clients will follow you to the moon. This is a very important step in building and growing your new business. Let me know how it goes!
 
 
 
 
]]>Wed, 23 Oct 2019 17:40:01 GMThttp://lashtrainingacademy.com/blog/starting-your-business-from-scratch-part-two​Design your Dream Decor:
In our past Blog posts, we discussed the first steps in Starting your Business from the very beginning. Location, depending on your plan be it grandiose or more modest, mechanicals and interior design are just the beginning of the things you need to know to get the best out of your plan. Let’s review how to equip your new business.
Take a minute to ask yourself a few questions.
What is the Style I want for my new business?
 Am I a modern or retro type? Sleek, clean lines and geometric?
 Do I want sparkle and shine? Crystal and mirrors?
 Am I rustic or shabby chic? Barn wood and rusty metal?
 Is a clean sleek look more my style? Shiny Formica cabinets and chrome?
 Do I need to relate to a wide variety of clientele? Women, Men kids? Who are my potential clients?
Style first. Think about what vibe you want your new business to relay. This will give you more insight into the type of décor. Many Salons have a clean more modern look. They have to be relatable to a variety of clientele, including men.  A new business may not want to be to frilly, and make their male clients uncomfortable. Men may not get lash or brow extensions, but they will get facials and waxing services. Too much pink and zebra stripes or leopard print can be a turn off for your male clientele.  Keep this in mind when you are planning the color scheme and décor. 
Other décor factors you should consider is if you are picking a style that is very trendy. While trendy is fun and fashionable, it can date your new business. Décor trends come and go. If you are willing to spend money every five years to do a mini make over, then be as trendy as you like. Chances are you will need to update a bit from regular wear and tear on your space every few years anyway. 
The latest fashion trend in Salon décor is rustic. Old Barn wood, rusty metal and a more down home look is warm and comfortable. This look is cozy, but is it the vibe you are looking to create? A few touches of rustic can add drama in just the right places. In any trend, a little goes a long way. Try choosing a feature wall, or wrap your reception desk or beverage bar with barn wood for a simple touch. Remember in a few years you may be bored with this look. So, easy does it.
Some of you will prefer a retro look. Go for it! This look is classic, fun and fanciful. Everyone can appreciate the classic retro look in furnishings. You can find these furnishings online or with your local supplier. Many vendors will carry these classic pieces. Lots of bright vinyl, shiny chrome and soft rounded edges are common in this design. Who doesn’t just love this look?
Modern Salon furnishings can be very fun as well. There are classic modern furnishings that give off the vibe of a high-end Art Gallery. Many salons really appreciate this look for their business. These are timeless pieces that can stand the test of time. This look is a more minimalistic tone and is everlasting on the design spectrum. You will not have to redecorate or modernize this look as often as some of the trendier décors. Some of these designs are very sleek with shiny smooth surfaces. Cabinetry that is simple and smooth. Hardware is almost nonexistent on this particular style. Off White, charcoal grey and black are very popular in this style. Pairing chrome accents, such as drawer pulls and chair arms complete this modern look.
There are those of you who are all out frilly, feminine and sparkly. This can be the most fun décor of all. If you are servicing a mostly female clientele, then sparkle away. Who doesn’t love a few beautiful crystal chandeliers? How about those glass and mirror wall sconces that are so lovely? You can create a pretty Cinderella atmosphere for your clients. What lady wouldn’t like to feel like she just stepped into a fairy tale? Beautiful chairs and cabinetry will add to the drama with this style of salon décor. Just keep in mind, male clients will not feel very comfortable in this female fussy environment.
Shabby Chic is an eased version of the Shiny Sparkly décor. This can be relaxed, soft and casual with a feminine twist. Old looking furnishings with rubbed off paint and oversized chairs, lots of flowers and pastel colors work well in this style. Chandeliers and lace is also a part of this style. This is a style that is endearing and can stand the test of time. A more lived in look that creates a sense of nostalgia.
In conclusion, take some time and choose the look that best suits the vibe your new business will portray to the public. Keep in mind the type of clientele you wish to attract to your new business. A multi-cultural, multi-generational and gender neutral décor is your safest bet. It may not be the dream décor you were thinking of, but investing wisely now will save you headaches and money in the long run.  Salon furnishings are costly, doing your research in advance can help get you moving in the right direction. In five years, you don’t want a new client to know what year you opened your business by the décor. If you are too trendy, you will date your Salon by the décor.
Make an appointment with a Salon planner. Your local supply vendor will have resources available to you for planning your design, layout and furnishings. These services are usually complimentary as a part of the vendors services they provide to their clients. Take advantage of this. Many vendors will build you a bundle package and give you better pricing if you purchase all your furnishings and supplies from one place.
]]>Wed, 23 Oct 2019 17:38:29 GMThttp://lashtrainingacademy.com/blog/october-23rd-2019​Is it time? Are you on the edge of a major decision? Do you have that burning desire to be at the helm of your future? Well, if this speaks to you, them come along on the journey. This is the first in a series of blog posts on how to start your business, step by step.
I will take you from concept to completion. You can start small, or if you are more adventuresome them perhaps a more involved project is for you. We will take what you have been dreaming of, from a virtual concept, to a fully completed finished Salon/ Spa/ Boutique. I will cover everything.
Initially I would like to have you set your goal, and learn a little more about me.  I started out in a one room studio 30 years ago, when Boutique Studios were almost unheard of.  I had been in the Beauty Industry for about 3 years when unexpectedly I had an opportunity to take over a friend’s business. I was afraid, I was excited, I was ready. You see, I worked for other Salons and I was always disappointed in the way they were managed. There was so much carelessness, disrespect, lack of work ethic, and so on. In some Salons, sanitation standards were barely met. I don’t work that way. I need flow, consistency, harmony and most of all Professionalism. I know it existed somewhere. I just wasn’t lucky enough to find that place to work. P. S. I don’t like to be micro managed either. So why couldn’t I find the elusive perfect fit? Because I needed to create it and share it with other like-minded individuals.
By taking over my friends Salon, it was sink or swim, feast or famine, hell or highwater and all the other little sayings people use to rationalize their decision. Nothing ventured nothing gained. I was fearless. I had nothing to lose. I had just moved from Florida to Michigan. The economy was horrid and everyone thought I was just crazy to take a chance. Something was stirring in my mind. I really wanted to take a chance and give it a go.
 
Since that time, I have owned several Salons, and a Spa, worked for a Giant Corporate Salon and was a tenant at a small Salon Boutique.
I found my home. I prefer a more intimate setting. I don’t function well in chaos. I can if I have to, work in that setting, but it does not foster my creative side. I just seem to function and am not as creative. I didn’t like working totally alone and I don’t like a lot of people in my space. So, I now have a small Salon with 4 Stations and an Esthetic and Lash Room. This is the perfect fit. I have 3 other Salon Professionals renting from me. It’s the very best fit for me personally. Honestly, I was the most prosperous when I was a small business. Everyone thinks bigger is better, but not always and it’s not for everyone. I will tell you about this as we move along in the process.
I had no formal training in Salon Management. I was however from a very large family. In order for there to be function at home I learned discipline, structure and determination. We as a family had to learn to co-exist in harmony. There was list of chores, schedules to be kept and always things to do. I learned early that the key to success started with organization. So, I would take that skill with me into my new business adventure. At least that was a start. I really didn’t know what I was doing. There was no internet to google, no YouTube for tutorials, no one wanted to share any information. Good Luck my friend was about all the help I got from anyone. Oh, and if you need models for anything I’ll volunteer as long as it’s free. I had quite a few of those kinds of supporters.
 
My biggest cheerleader was my Dad. He was the one who encouraged me. He would kid around and lift my spirits if I got worried or scared I may make a mistake. His encouragement made me fearless. He was my balance when I felt off kilter. Trust me, in the beginning I was constantly learning and making mistakes. There never was any judgement. Just encouragement.
I wish everyone had a cheerleader, but if you don’t, then take care to be your own. Celebrate your victories. You will have them; some will be big and some will be small. Step by Step, we will be your cheerleader. We will show you what to look for, what things to stay away from. How to find a location
Negotiate a lease space or purchase your space. How to find your Vendors, Licensing, Insurance, Tax obligations and other legal issues (you may need a lawyer for some things), Picking a business name, marketing, hiring and payroll. We will even cover how to make a profit along the way.
This will not be for everyone, but everyone can benefit from the tips that we will be sharing along the process. It could be something very simple you may read that will help make your business flow better.
 
We will also cover how to price your services and how to increase your prices. Employee compensation and price increases and promotions for your staff, if you choose to employ individuals.
So now you know a bit about me, where I started and where I am. Let’s take this journey to prosperity together. I want to help you have the self-confidence to run your business, big or small, to the best of your ability. I want to see you work smarter not harder. I want to share my tips and experience with you. I have always wanted to pass on what I have learned. I know everyone will put their personal spin on things, and it should be that way. So, my friends, let’s get this party started.
]]>Wed, 23 Oct 2019 17:35:53 GMThttp://lashtrainingacademy.com/blog/salon-coaching-part-four​Getting the Numbers right:
 
If you have an already existing employee or developing new talent, getting the numbers right is imperative for your success. Without concrete numbers, your team can become like a rudderless boat. Floating around in a huge ocean with no way to get to shore. A great Coach has tools to bring to the table to set the ship straight and lead the Team to success.
So, let’s get into the Numbers. What does this mean? How do I get the Numbers? Where do the Numbers come from? Ill give you a plan to utilize for current and future staff.
We are going to start with new staff. We don’t want to set unrealistic goals for newbies, we want them to feel inspired, not overwhelmed. I start with a goal of $300-400 in service sales and 10% of that total in retail sales. This is based on a 18-20-hour schedule. Like I said in the previous post, if you schedule an employee for 40 hours and they are only busy for 12, they will get frustrated and can get discouraged. Unless you are paying an hourly wage, this can change. They will be paid, but bored and distracted. So, start your new staff at fewer hours in the most prime time of your salon activity. You will keep them busy, they will be more motivated and there will be much less sitting around. Let them know that as they consistently meet their $300-$400 goal, you will add hours.
For an example: Your new hire will be scheduled on Wednesday, Friday and Saturday. These tend to be the busier days. If Wednesday mornings are busy, then schedule them for those hours when your existing staff are already booked. This gives them the opportunity for walk ins or new clients. Its not a great idea to schedule them when existing staff have a lot of openings. The existing staff can get a little funny about not getting new business and having to share with the newbies. If your existing staff is busy with their clients, they don’t have as much interest in walk-ins. This solves two problems. First, you have coverage while your existing staff is busy, and you keep your new staff engaged and happy.
Scheduling is a very important thing in growing your business. If you have a scheduling program that allows analytics, great. If you don’t, that’s ok. Ill walk you through how to decide when to schedule your new staff.
Take a look at your appointments for the past 30 days. What days are you scheduled heavy? Which hours were busier? If your salon is in the normal range, you will find that your salon is busy Tuesday mornings, Wednesday afternoons, Thursdays late afternoon and evenings, Friday can be fickle, sometimes Friday can be a little slow. Saturdays are busy in the spring, winter and fall, but summer can be slow. Vacations, kids out of school and a general lack of interest in the salon. No need for lashes or hair services when you are at the beach in the sand and surf.
Dig deep into the bookings. Are you turning away business because your staff is booked at these prime-time slots? I literally scroll through and write down on paper, the hours that each employee is booked and I make a graph of the days and hours we are busy. If you are turning away business, schedule new staff in these hours. As your new staff get busy, you can add hours at the end of their shift. I hesitate to add hours at the beginning of the shift because if they have a no show, they can be idle for a few hours. Its frustrating. If you have a no show at the end of the shift, they are free to clock out for the day.
Now, with that scheduling nugget out of the way, lets set some solid goals. This is where we get into the numbers. As I stated, we need to set goals. So, when your newbie hits their first goal of $300-$400, you will want them to meet this goal for a minimum of 30 days before you add more than 10 hours. For each 5 hours they add to their schedule, they must add $150-$200 in service sales. As they grow into these hours, you want their minimum Service per Labor Hours to be between $22-$25 per hour.
If your new Salon Professional is scheduled at 18 hours and brings in $400 in revenue, they are at $22.22 SPLH. This is just a bit over the minimum $22 per hour.
$400/18 hours= $22.22 This is your formula. Your more seasoned staff should be at a higher SPLH.
$1500/35 hours= $42.85 SPLH.  This is where you want your staff to be. This is optimum productivity.
Most Salon that use this formula like their staff to work no more than 35-40 per week. If you schedule properly, set goals and keep an eye on non-productive hours, your staff will be rocking their numbers and you will keep them motivated to reach their goals.
The most important thing that you can do is teach your staff how to track their own numbers. They need to be proactive in reaching their goals with and without your help.
You as the Coach, will set the first goals, track and follow their progress and be mindful of their readiness to add hours.
On the flip side of this is when to let a salon professional walk. If your salon professional is not meeting the minimum goals after 30 days, you may need to reevaluate if they are the right fit for your salon.
If this is the case, you will need to have a coaching session, go over their progress and ask some very pointed questions about their investment into their career and their future with your salon.
We never want to discourage anyone, however, we as business owners need to know when we should cut a non-productive employee.  Sometimes, they just aren’t that motivated or just need to pay bills and do not have the passion we expect. You get to decide who is right for your business.
]]>Wed, 23 Oct 2019 17:34:25 GMThttp://lashtrainingacademy.com/blog/salon-coaching-part-three]]>Wed, 23 Oct 2019 17:31:30 GMThttp://lashtrainingacademy.com/blog/salon-coaching-part-two​Coaching Part 2
Salon Language and Communication
In this article, we will be addressing your Salons Language and Communication between your Team and your Clientele.
Let’s talk about your new Team Members fresh out of school first.
Your Salon Newbies to the Industry can be a bit challenging. They can be a lot of fun and inspiring as well.  These employees can bring their own set of ideas and salon vocabulary. It can come in subtle ways, terminology can be one challenge. For instance, when I was in Cosmetology School years ago, the terminology used for services was totally different than the language used today. We used to call a root touch up just that. Today that is referred to as a color service on “Outgrowth”. Simple nuances in terminology need to be addressed. Your Team Members should use the same language to describe your Salon Services. It is important that you as the Salon owner and Team Leader, set the tone on your business communication language and style. Every Team Member should be using the same terms and descriptions for your Salon Services. Keeping things clear and concise will help your clients know what services they will be receiving.
There are a few simple ways to keep things moving in the right direction.
I like to have a staff meeting whenever I bring on a new Team Member. It helps to brain storm with all the Team. This allows all voices to give their input. We discuss the ways that we as a Team use specific language to describe our services. It is always helpful to get some content from our recent Beauty Industry Graduates. They are fresh, excited and ready to take on the world! This enthusiasm is refreshing and inspiring. They bring a current view on what they have just learned with them. As a Salon owner, I like to keep up to date on the Salon language being used in the current marketplace. This will help keep your Team informed when the super savvy client drops a new term for a service we have already been doing, or maybe need to take a look at for the future.
Nothing is more frustration than to have a client ask for a service you have never heard of. I have had to “Google” and YouTube on many occasions to figure out what a client was referring to.
When you are interviewing new staff, make sure you do your language homework. If you want to attract young, fresh, energetic Team Members, you need to speak their language. You have to stay current on the new terminology for old services. Just one easy example, Permanent Wave is now “Texture Wave”.
Most new Graduates will never use the term Permanent Wave. Sounds old fashioned and outdated. Another simple example for those of you Lash and Brow Artists. We have used the term “glue” for bonding. The new terminology is “adhesive”. Sounds much more professional in my opinion.
Now let’s take a little time to discuss the “Seasoned” Salon Professional.
As I mentioned earlier in this post, vocabulary and terminology have changed significantly over the years. I am going to rely on my Cosmetology background for some examples. Back in the day, we used to highlight hair using a cap and a tiny crochet hook. It almost sounds barbaric today, but this was the technology used then. We referred to this service as “Frosting”. Not many people would know what this service is today. We use foil or plastic wrap or even free hand paint on lightener to get the desired result. “Bleach” is now referred to as “Lightener”. Terminology changes, techniques change and so should we and our staff.
The best way to guide our “Seasoned” Team Members into the updated terminology is to have a meeting, class, demonstration or discussion on how to bring the new and update language into the salon so all your Team will feel comfortable discussing the changes. Your clients will be pleased that their salon is up to date, and even on the cutting edge of the Beauty Industry.
In the past, I have borrowed Esthetic and Cosmetology student books and read through them. I was amazed at how much had changed just in the terminology describing the techniques and services. I am fortunate to be a Licensed Cosmetology Instructor, this gives me the opportunity to peek in once in a while on what is being taught in the schools currently. I am an on-call Educator for a local Cosmetology School, so I have access to everything going on in the school.
Being an Educator, it is extremely important to keep my finger on the pulse of what is happening in the Industry.
 
Your Team will appreciate your dedication to them and your clientele if you adopt this policy of keeping informed.
One other strategy I have found helpful is to pair up a Newbie with a Seasoned Team Member. I let them shadow each other for a few hours a week. This gives them each time to develop a relationship, it gives the seasoned team member the opportunity to listen to the language they use to describe the services to be performed on the client. The seasoned member can see how easily the client takes to the new language being used. If there is any confusion, the seasoned member can help explain to the client exactly what the new language means and what the final result should be. This really helps both parties and the client make a smooth transition to new descriptive language for an old service.
We should always be trying to elevate our industry by using language that is descriptive, professional and up to date. Nothing says old fashioned than dated, stale language.
So, in conclusion, what step can you as your Salon Leader take to keep up to date on the Beauty Industry Language?
Attend Beauty Industry Shows. Use Facebook, YouTube, Instagram and Pinterest for videos and lectures by the amazing talent that is putting their work out there for us to view and take inspiration from.
Maybe you will learn some new “Language” you can adopt in your Salon.
 
 
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