#Changes hair salon spanish fort software#

“I’m coaching them for consistency now so they have opportunities to grow individually,” White says. They can’t receive it until they make their benchmarks-including retail-three months in a row. Stylists are further incentivized with a pay increase. White says her retail numbers are improving, and now up to $13.50 per service ticket, and growing. Product knowledge classes have helped as well.” “But I showed them how many shampoos you can get out of one bottle so they could see the value when the products are used correctly. “They felt nervous about selling a client a product that cost more than they would normally spend,” she says.

With a luxury experience comes high-end products, and White has had to adjust her team’s outlook to help them reach their retail goals.

While White found it necessary to hire quickly, she never lowered her standards and fires just as quickly if someone doesn’t meet them. “But we are always seeking employees who align with our mission.” “The nearest Aveda Institute is three hours away, so it’s hard to get graduates,” she says. With 12 stylists, three junior stylists and two guest care team members, a training facility is realistic as White builds her team. “My goal is to open a training facility with the same standards, but at a lower price range because they are stylists in training,” she says. Now, stylists must hit benchmarks to achieve their next price increase, and White is looking for ways to maintain market share. “I did it gradually, and implemented a four-percent service fee to help pad so we aren’t losing money.” “It took two years to get our prices where they should be,” White says. When she switched over to Aveda, her prices didn’t match the level of service and quality of care her guests were receiving.

#Changes hair salon spanish fort software#

“I can’t be here seven days a week, so I created ‘ritual sheets’ in my software that I can check daily to make sure every guest receives her requested rituals,” she says.Īnother standard White had to revisit was her pricing. She also uses Demandforce and SalonBiz to track how her staff is doing, particularly with the complimentary rituals. I taught some of them and I also brought in outside Aveda educators.” “In our first year, I held classes every four weeks to teach them about rituals, retail, service standards, color, etc. “We don’t have salons with this level of service around here,” she says. In the first year they switched over to Aveda, White says she had to “Avedatize” her staff as none of them had attended an Institute or ever worked for an Aveda salon. “Change is hard, but they trusted me not to lead them astray and now they love it.” “Some of them were literally crying,” White says. She had a staff who loved their color line, and she had to convince them the change she was making was for the better. However, losing retail profit was the least of her hurdles to overcome. “I took a loss, but the gain was worth it,” she says. White started selling off her current retail line-$30,000 worth of product-so she could start over with Aveda.

She knew her business could be better, and she wanted to offer her clients a luxury experience-an experience that would set her apart from every other salon in her area.Īfter a year in the new location, she was ready to make another big change. As a graduate of an Aveda Institute, White was missing the service standards and retail education Aveda provides.