0Video is so important in today's fast moving society. With web video taking the place of traditional advertising, you must have a quality, high definition version of your story online.
What used to cost tens or even hundreds of thousands of dollars can now be had on almost any budget. Salon Forward has a fantastic, creative team to produce your video, highlighted on your website, Facebook or YouTube page.
Or even a novice with an iPhone 4 can take HD video, edit in iMovie and upload to YouTube. Whether you choose to have a professional company produce your video, or do it yourself, it is a must.
Check out the video below that we produced for our own salons, a 30 second spot that we aired via Jumbo-tron at "Celebrate Freedom" ,a concert festival with over 100,000 in attendance.
by Brandon Hensley on January 10th, 2011
by Brandon Hensley on January 1st, 2011
If you've been in business long, you will probably know how this poor bird feels...
But it is not as hopeless as what probably happened to the bird. You have to keep on moving forward, knowing the claws and teeth are behind you.
There will come a day when you outrun the tigers, but until that day comes, you must strategically navigate to avoid getting eaten!
By looking and planning ahead, you will be able to outrun whatever comes after you.
But it is not as hopeless as what probably happened to the bird. You have to keep on moving forward, knowing the claws and teeth are behind you.
There will come a day when you outrun the tigers, but until that day comes, you must strategically navigate to avoid getting eaten!
By looking and planning ahead, you will be able to outrun whatever comes after you.
by Brandon Hensley on December 20th, 2010
Does your front line answer the phones? For too long, we did this. Had our front desk answering phones to try to save a little money.
Let's look at what we created by doing this:
A guest walks in the door and they are greeted, not by a smiling face, but by a person on the phone, totally ignoring them. Or, a guest is trying to check out and they have to wait until the front desk person gets off the phone.
I can't believe we even did this for as long as we did!
Hire the proper staff to answer phones and let the front line do their job: Making a great first impression to each person who walks in the door.
Tangerine now has a Reservation Center within our flagship salon where we have people making appointments for all three locations. We've made this an interesting part of the salon by putting a glass door and a visually appealing room where guests can see the hustle and bustle of busy phones.
If you don't have an area to take the phones from the front desk, then get two people to work there, so that chances are a guest is greeted with full attention.
Let's look at what we created by doing this:
A guest walks in the door and they are greeted, not by a smiling face, but by a person on the phone, totally ignoring them. Or, a guest is trying to check out and they have to wait until the front desk person gets off the phone.
I can't believe we even did this for as long as we did!
Hire the proper staff to answer phones and let the front line do their job: Making a great first impression to each person who walks in the door.
Tangerine now has a Reservation Center within our flagship salon where we have people making appointments for all three locations. We've made this an interesting part of the salon by putting a glass door and a visually appealing room where guests can see the hustle and bustle of busy phones.
If you don't have an area to take the phones from the front desk, then get two people to work there, so that chances are a guest is greeted with full attention.
by Brandon Hensley on August 15th, 2010
In any growing organization, people will come out of the woodwork to have "more responsibility" so that they can grow in their careers. Some people are built for this and others flame will burn out quickly.
Be careful who you put in charge of what. I've learned the hard way, you should never put a service provider in charge of anything outside of the education and/or creative departments.
Giving them the keys to the castle can be devestating for you in terms of what happens when they leave.
Case in point, I had a stylist that begged me for a job in the first place right out of school, then eventually wanted "more responsibility". I gave it to her along with extra compensation. She scheduled front desk people, helped with payroll, backbar ordering and other tasks alongside her full service schedule. She had full access to client data, financial data, etc.
Eventually she turned in her two weeks notice, not only for the supervisor position, but also giving up her lucerative stylist position. Do not let a service provider work that two weeks!
Unfortunately, this was before I was smart enough to have everyone sign non-competes (This is a must!) and she moved 4 miles down the road and discounted her service and took about $1,500 per week of business with her.
Even my #1 person, someone I gave the keys to the castle to, who was in charge of all 45+ hairstylists and managed one of our locations, slowly slacked on her management job about 6 months before she quit. I'm still finding out what all she dropped the ball on and it's a mess I will be cleaning up for a while.
The point is, there is no staff loyalty any longer. Everyone is out for themselves and has the potential to do your business harm if you don't have the proper systems in place.
I've learned a very valuable lesson with these people. Here are some non-negotiable's:
Salon Forward offers consultation on complete employment contracts, agreements and other HR packages. For more info, please contact us.
Be careful who you put in charge of what. I've learned the hard way, you should never put a service provider in charge of anything outside of the education and/or creative departments.
Giving them the keys to the castle can be devestating for you in terms of what happens when they leave.
Case in point, I had a stylist that begged me for a job in the first place right out of school, then eventually wanted "more responsibility". I gave it to her along with extra compensation. She scheduled front desk people, helped with payroll, backbar ordering and other tasks alongside her full service schedule. She had full access to client data, financial data, etc.
Eventually she turned in her two weeks notice, not only for the supervisor position, but also giving up her lucerative stylist position. Do not let a service provider work that two weeks!
Unfortunately, this was before I was smart enough to have everyone sign non-competes (This is a must!) and she moved 4 miles down the road and discounted her service and took about $1,500 per week of business with her.
Even my #1 person, someone I gave the keys to the castle to, who was in charge of all 45+ hairstylists and managed one of our locations, slowly slacked on her management job about 6 months before she quit. I'm still finding out what all she dropped the ball on and it's a mess I will be cleaning up for a while.
The point is, there is no staff loyalty any longer. Everyone is out for themselves and has the potential to do your business harm if you don't have the proper systems in place.
I've learned a very valuable lesson with these people. Here are some non-negotiable's:
- Non-Competes that keep your client data, trade secrets and limits your employees from going down the street and directly competing with you
- Contracts and confidentiality agreements for management and supervisory positions
- Probationary clauses that makes new employees temporary ones for 90 days which let's you cut bait if you need to with no hassle
Salon Forward offers consultation on complete employment contracts, agreements and other HR packages. For more info, please contact us.
Posted on July 5th, 2009
Our creative team is always coming up with exciting ways to share our salon and our people. I highly recommend starting one in your salon to keep the creative juices flowing.
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