That means understanding that to serve the client completely they not only need to focus on improving skills to a high technical standard, but also activity seek to give the client full service to meet all their needs. Which after a professional consultation to plan their service recommendations, will include the right retail solutions, and the correct rebooking solution to maintain their look.
Nexus Revolution builds this all-round approach into a salon progress ladder that acknowledges that the team will be made up of different levels of experience and expertise within the salon structure. Therefore a one-fits-all approach will never inspire the entire time or be a fair way to reward them.
We take the time with salon owners to get their wage and commission structure right, so that it is not only affordable and profitable for the salon, but provides a clear motivating career path for everyone.
It works on the principle of paying an increasing base salary to acknowledge seniority, but also sets increasingly higher bonuses for achieving increasing targets, so not to disadvantage or demotivate newer members of the team or those just starting out.
The progress ladder allows for many other important considerations, such as different level pricing and timing standards and different training needs. It also allows individuals the 'permission' to only move up the ladder as high as both their comfort and competency warrants. Taking the pressure off a long standing senior member, to simply get on with what they enjoy doing at their level, rather than being forced to act in higher training or management roles.
This means the Progress Ladder meets the needs of both the ambitious and the content, who both are provided a set out way to be justly rewarded without animosity for what others by their achievements receive in their take home pays.
The Ladder works further to maintain a balanced salon structure, as there becomes an understanding that to be promoted into a higher experience level or pricing point, a team member not only is first required to prove their all round consistent performance across measurable targets such as, service takings, retail takings, column productivity, recommendations, rebooking and retention - at the level they want to move into, but that they will also have a responsibly to assist in training up a team member below them in the structure in order that their current position is replaced. This means your team must be motivated to learn the expectations of their higher roles and keenly interested in nurturing their less experience colleges. So positional training requirements in salon start to take care of itself too.
We have seen this system to be the best model for retaining excellent all-round professionals, who are in tune with both what it takes to provide great service and also what makes a sustainable growing business tick, as it provides a base level of security, multiple avenues to earn additional monthly bonus, a road map for their careers - from apprentice to your next business partner in another site?, a format to receive high standards of training, while also being able to give back to the next up and coming... why would an employee risk going to work anywhere else?
The Salon Progress Ladder is just the backbone of an entire body of parts that we recommend having in place to ensure a truly outstanding salon operations model, which include documenting your standards in a Team Member Handbook, Customer Service Module and Training and Operations module. We complete this salon manual with your health and safety guidelines, position descriptions and a suite of easy-use internal salon forms and checklists that make it all stick together.
More information at http://www.nexusrevolution.co.uk
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