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MIKAL Salon & Spa Software

Ultimate Salon Software since 1982 

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Product and Service Charges are good for you and your staff!

Posted on September 28, 2018 at 10:20 AM Comments comments (0)

Product and Service Charges:

Many of our salons/spas are setting up product deductions or service charges to stop paying commissions on products used in a service and to help cover education, client marketing, and business building promotions.  NOT to cover the overhead of running the salon/spa.

 You could raise the commission percentages at each level if you set up a product charge and service charge. These charges will take the cost of professional products "off the top" and will create an education fund and savings plan for each operator.

 Set up a product charge taking the cost of products off the top before paying commission (this needs to be done with a price increase). This should average about 10%. When an operator reaches service sales of $ 1000.00 per week, the salon/spa will absorb the product charge.

 Set up a service charge of $ 1.00 per service. This charge will be split as follows:

25% of the dollar will go to the operators' education fund to be used for advanced education, shows, and travel expenses

25% of the dollar will go to marketing including the Birthday and Referral programs the salon uses

25% of the dollar will go to salon remodeling (the average salon increases sales 20% the year they remodel)

25% of the dollar will go to a profit sharing fund in which the employee will be fully vested after five years

 IDEA:

The service charge will be absorbed by the salon every week that the operator reaches

$ 1500.00 per week in service sales. This rewards your top producing operators and makes the service charge a "right of passage" in the salon's culture.

 Creating an Education Fund:

 Taking the $ 1.00 per customer service charge and using .25 cents of that dollar in an education fund will generate a large personal education fund. An operator doing

$ 800.00 per week with an average ticket of $ 20.00 will create an education fund for themselves totaling $ 520.00 per year.

 $ 520.00 per year could be used to attend the Midwest Beauty Show with ALL expenses paid. $ 520.00 could be combined with other operators' education funds to get a monthly in salon education class from top name talents. The potential is unlimited when a fund like this is put into place!

 Creating an Employee Savings Plan:

 Using the same example operator just a 25 cent per customer service charge will generate a savings plan, using simple interest, of over $ 3250.00 in FIVE years!

 Compensation for your administrative and reception staff should be based on a base salary or hourly pay plan with bonus incentives for gift certificate sales, override commissions for increases in retail sales over present levels, and prebooked customers (booking future appointments with customers before they leave the salon).

 NOTE: always enter the payroll info and run sample reports to make sure numbers are correct for payroll. MIKAL is responsible for the proper function of the software but not the calculations based on the information entered on the screens. That is your responsibility!

Set up Ladder Commission Levels to Motivate!

Posted on September 25, 2018 at 10:20 AM Comments comments (0)

Develop a ladder commission that only pays the extra percentage on the extra dollars earned (not retroactive to dollar one). Make the percentage increases 2% or 3% based on increasing sales about $ 150.00 per level. This gives the employee a continuing goal to aim for.

 Commission example:

 Guarantee $ 320.00 per week to all 40 hour employees

 Percentage From $ To $

45% $ 500 $ 650

47% $ 651 $ 800

49% $ 801 $ 950 no product charge

51% $ 951 $ 1100 $ 1000 per week

53% $ 1101 $ 1250

55% $ 1251 $ 1400

57% $ 1401 $ 1550 no service charge

59% $ 1551 $ 1700 $ 1500 per week

61% $ 1701 $ 1950

63% $ 1951 $ 2100

65% $ 2101 $ 2250

 Note: this is an example of ladder commission levels. You must work with your consultant to set levels that will meet your sales and profit criteria.

 Sample:

Set to hourly $9.50

No overtime till over 40 hours

 No Item commissions

Yes to product deductions

Yes to service charges

Yes to assistant deductions

 No credit card processing deduction

 Ladder commission service

Straight commission retail

 No retention bonus

No activity bonus

 Using this pay structure an operator that brings in $ 1100.00 per week will earn:

 Base guarantee up to $380 based on hours but remember NO overtime - put that in your employee manual

ALSO speaking of manuals if you do not have one call us for a FREE sample - just let us give you a demo of our SEVEN system!

Commissions 45% $ 67.50 on 500 to 650 in service sales

Commissions 47% $ 70.50 on 651 to 800 in service sales

Commissions 49% $ 73.50 on 801 to 950 in service sales

Commissions 51% $ 76.50 on 951 to 1100 in service sales

Total compensation $ 508.00 Average 46% of sales in compensation

Ideas from the MIKAL Salon Success Club

Posted on May 15, 2018 at 11:35 AM Comments comments (0)

Success Club Ideas 2017

WOW was the MIKAL Salon and Spa Owner Success Club meeting great.

See the ideas below and you can’t beat Las Vegas!

 Staffing:

Interview groups for the first cut. Use a team of staff to do it. Cut half the applicants after a few group questions. Then get serious.

 Test your best team members with Meyer Briggs and then test applicants. Hire the ones like your best team members. Don’t hire people the test like you!

 Use a little stress in the interview. Have 2 people interview the applicant at one time. Ask tough questions about last job. Ask them to sell you a pen in the interview.

 Always ask about hobbies, what magazines to they read, what do they like to do on their time off. Look for people that have interests and passions about things.

 Use Craigs list for applicants. Sign up for the state Job1 or Workforce1 program so the applicant ad gets uploaded to Monster free!

Do interview off site and always state in ad it is a confidential interview. The first phone call to the applicant needs to be an interview. Ask questions allowing them to sell themselves in the interview.

Have an interview presentation kit. See the MIKAL PDF for ideas.

Always list the job benefits and the critical requirements.

If a staff member leaves do not give out their new location. Say “they have not authorized us to give out that information” when a client asks.

Use the 4 step MIKAL client retrieval mailing and emailing to keep clients when a stylist leaves.

Set up Advanced goals in the MIKAL system. Also receptionist and managers goals. Put them in the paychecks!

Don’t let staff go to next price level until retention is at least 80% repeat request.

Salon normal new client retention is 30% - ouch! Work on welcome book, walk up script, and client exit to improve new client retention.

Marketing:

Align with a good reputation management company that has strong local track record to push good comments and improve rankings. Check their referrals locally!

Use JITA with all the filters!

Use EMBA to book right at the chair or in the room before the client goes to the front desk.

Review the Demandforce option – it may be right for you!

Get your Upsells in place in the prototypes and spiff the receptionists who deliver the upsells. Start tracking the upsells, rebooks, and cancel no rebook in the MIKAL system.

Set receptionist goals in the MIKAL system.

Activate all the autopilot offers. Subject needs to only be 3 words.

Use AIDA in your marketing:

Attention

Interest

Desire

Action

If the marketing does not create a phone call is not good marketing!

Update your Google Places and activate your Google offer TODAY!

Use surveys in salon/spa and on-line for feedback. Try the free surveys in Survey Monkey and Google Drive.

Always ask the 4 main questions relating to why clients don’t come back:

Was the salon/spa clean?

Was the receptionist nice and accommodating?

Did the service provider listen and do what you asked?

Were you taken on time?

Get the loyalty points program going now. Roll all your rewards into the points program including referral rewards, prebooking, new client points, and early week bookings. Make it about a 2% cash back on sales. Only let the client redeem 50% of a sale for points. Set this all up with your MIKAL reps.

 Get a referral contest going! Get 60 to 120 new clients.

 That’s it for now. Wow what a bunch of great ideas in 3 days.

Fred Dengler    MIKAL  www.mikal.com    [email protected]  513-528-5100

All New Salon Marketing and Management CDs available NOW!

Posted on April 8, 2018 at 12:10 AM Comments comments (0)

MIKAL Education CDs

 SuperCharge your Front Desk CD

Complete Front Desk operations manual, Price Check, UpSell and More Scripting for Profits, complete Front Desk Presentation Slide Show, Receptionist Classified Ads, Receptionist and Salon/Spa Coordinator Job Descriptions, Payroll and Goal Setting Ideas, Terror on the Phones booklet and more!

SHOW SPECIAL $40.00 Website Price $60.00 - save $20.00

 NEW SALON OPENING CD

Do it right the first time (or Re-Invent right the second time) with our information packed CD! New Salon Opening side presentation, Grand Opening Ideas, Profit Generating Workbook – 43 pages! Salon and Spa Job Descriptions, Opening Checklist, 10+ Funding Ideas, Planning Spreadsheets and much more!

SHOW SPECIAL $20.00 Website Price $50.00 - save $30.00

 Staff Up! & Salon Policy Manual CD

A comprehensive employee policy and procedure manual on CD to edit and use, Ideas to DOUBLE your Classified Ad response, 20 Effective Interview Questions, Staff Up! Slide show class, job descriptions, Compensation Worksheets, Goal Setting Ideas, Training Tips and much more!

SHOW SPECIAL $20.00 Website Price $59.00 – save $39.00

 SuperCharge your Front Desk CD

Complete Front Desk operations manual, Price Check, UpSell and More Scripting for Profits, complete Front Desk Presentation Slide Show, Receptionist Classified Ads, Receptionist and Salon/Spa Coordinator Job Descriptions, Payroll and Goal Setting Ideas, Terror on the Phones booklet and more!

SHOW SPECIAL $40.00 Website Price $60.00 - save $20.00

 CD Package Deals Buy more – Save $

 Hat Trick Pick ANY 3 CDs $60 You Save up to $40 more!

 Fab Four Deal all 4 CDs$90 Now Save another $30 more!

 The MIKAL Corporation  [email protected]   www.mikal-salon-software.com 800-448-5420

Finding the Right Team Members

Posted on March 22, 2018 at 10:30 AM Comments comments (0)

As owners and managers it is a challenge to stay plugged into the pool of potential employees in your community. Many of our present staff talk with and know potential employees that they see on a regular basis. How can we take advantage of those relationships to add the right people to our staff?

How about employee referrals?

Employee referrals are an excellent source of hiring leads. And if you've been hiring for any length of time you already know that.

Almost every salon/spa has some employee referral program, but few of them are as effective as they can be. So how do you breathe life into your employee referral program? Here are six suggestions to make sure you have an effective employee referral program.

1. Identify key people in your salon/spa

Key people are the ones you'll turn to for employee referrals. This is the group that you describe to other managers as "If I had three more of Sandra, I'd have the salon booked solid!" Key people are the ones whose productivity appears to be higher, or are a catalyst for your team to outperform others. These best employees dress properly, have great customer retention, are on time and never sick, and are excited about work. (Admittedly, it's harder to see those catalysts.) Identify those people, so you can ask them to refer people with whom they've worked in the past or gone to school with.

2. Explain open positions to your key people

Once you've identified your key staff, explain the open positions to them. Consider telling them about positions beyond those directly related to their own. One of the best employee referrals I have seen was when I told a stylist about an open receptionist position. The stylist had worked with a receptionist in a previous spa, had maintained contact, and when this position opened up, referred them. Both enjoyed the spa's culture and were highly successful for a number of years.

When you explain positions to key people, try including questions such as, "Who was the best at customer service you ever worked with? What made that person so good?" When you ask behavior-description questions like that, you're prompting your employee to remember specific situations. You can see if the situation your employee recalls is anything like the situation for which you're hiring. If they are similar, ask the employee to contact the person. If the situation is different, focus on your current situation and say, "Oh, I see why that person was great. Our situation is a bit different. (Explain how it's different.) Have you ever worked with anyone in this kind of situation?" Now you've refocused your employee to think about people who would fit your salon/spa.

Don't expect an answer immediately. People may need time to think about previous situations. Tell your employee to take time to think about potential candidates. Arrange a follow-up discussion in a few days. This could also let them “feel out” their friends in an informal way.

3. Make referral fees worth an employee's time

Referral fees can be tricky. You don't want a referral fee so high that people stop working -- but you don't want it so low that people don't bother calling their friends and colleagues. My rule of thumb is that an employee referral should feel like a substantive bonus to an employee. If you're concerned about money, remember that cash isn't the only thing that will feel like a bonus to an employee. Consider other perks: an education class, a tool allowance, conference or beauty show admission, extra training courses, maybe even more vacation days. You may even want to implement a tiered referral fee, so that employees don't just receive a fee after 90 days of the new hire's employment, but enjoy some benefits before then. They could get 1/3 of the finders fee on the hiring day, 1/3 when the 90 day new hire probation is over, and 1/3 if the new hire is with your salon/spa 12 months later.

4. Keep paperwork to a minimum – like almost zero

Aside from a reasonable referral fee, boatloads of paperwork will turn off an employee referral program. Make it easy for employees to submit a candidate. How about just have the present employee give you a resume from the applicant with the referring employee’s name written on it?

5. Show that hiring is a priority one for everyone!

It's easy to say that hiring is a priority. But if you show that hiring is a priority with your actions, such as explaining your hiring status at each staff meeting, you're showing your employees that hiring is a priority for you. Have a 90 day training program in place that your staff knows about. Have a 12 month goal setting program in place to get productive staff booked fast after the training program is over. Have your present staff do periodic evaluations of the newer employees. Celebrate the event when a present staff member brings you a new employee. Celebrate 90 day, 1 year, and 2 year anniversaries! Your urgency will help your staff feel urgently about hiring also -- prompting them to refer others to you.

6. Encourage your employees to discover other potential employees professionally

Your employees are ideally placed to find passive candidates, in other words, the people whom you would like to hire but who aren't looking. Your employees will find those people by networking at professional education events. Have your key staff scout out the people at seminars and education events that fit your culture and hiring criteria. Tell them to exchange business cards and have them call the potential employee for a follow up meeting after the class. If the person is interested your key staff member will find out minutes into that first cup of coffee. Encourage your employees to attend professional group meetings or participate in online forums of like-minded people.

Check with your staff when you start hiring, to make sure everyone knows what actions to take in order to refer a candidate. You may have other barriers preventing your staff from sending you candidates.

You'll know if you have an effective employee referral program if you have identified your key employees, explained the kinds of people you're trying to recruit, if your referral fees are reasonable, if paperwork is easy for employees to navigate, if your actions show that hiring is a high priority for you, and if your staff bring in candidates

How about using your best customers to find potential employees for you? Develop a bonus program for customers who refer people who are great at customer service in other industries, or who they know personally or professionally are in the beauty industry. This is a whole different article and program you can implement!

 

The most important thing is to keep the referral program, rewards, and your goals in front of your key people. Make an effort to review a portion of the program with each key employee every month!

 

Set up compensation levels with MIKAL

Posted on March 15, 2018 at 10:15 AM Comments comments (1)

COMPENSATION SYSTEM SET UP AND IDEAS

 Compensation can now be set up to match levels of operators and reward the top

producers.  In the beginning set up a compensation system that has product deductions, service

charges, and assistant charges built in. As production increases these charges can

be absorbed by the company.

 Idea:

Guarantee is $ 200.00 per week for 36 hour week.

Product cost of 8% off the top until employee achieves $ 900.00 in sales

Service charge of $ 1.00 per service until the employee achieves $ 1400.00 in sales

Assistant charge of $ 75.00 per week (if used) until the employee achieves over $1800.00.

 Your employees are your most valuable asset and are also your biggest expense.

 You need to manage and motivate your staff through better communication of performance, structured goal setting, and an aggressive flexible compensation package.

How much should I pay receptionists?

Posted on February 18, 2018 at 4:20 PM Comments comments (0)

Well I have talked to 4 of our larger salon owners with a spa component and one business manager with the same set up.

 All are from 1.6 to 4 million a year.

 The rule of 5% for front desk and spa coordinator looks about right.

 The average pay for front desk is about $10.50 an hour.

 Example

 So a million dollar salon/spa would have 50k for budget and could have about 80 hours a week of coverage at the hourly average.

 So a million dollar salon example has 12 productive people. The salon is open 65 hours so 25 hours is covered by one person and 40 hours are overlapped by 2 people.

 The million dollar salon/spa also has admin and accounting costs of 2% or 20,000 a year. 2 day a week bookkeeper does vendor pay, payroll and some inventory for a yearly cost of $14,000 at the average cost of $16 an hour and the balance is paid in accountant costs and some part time help.

 This looks pretty scalable and the larger accounts were very close to these figures.

 Example

 2 million dollar salon/spa would have 100k for budget and could have about 170 hours a week of coverage at the hourly average.

 The 2 million dollar salon example has 22 productive people. The salon is open 70 hours so 10 hours are covered by one person, 22 hours are covered by one/two people and 38 hours are overlapped by 3 people.

 The 2 million dollar salon/spas also have admin and accounting costs of 2% (does not seem to be an economy of scale or maybe inventory and staffing time is more) or 40,000 a year. 4 day a week bookkeeper does vendor pay, payroll and inventory for a yearly cost of $27,000 at the average cost of $16 an hour and the balance is paid in accountant costs and some part time help.

 A stylist/education director seems to become viable above the 1.5 million mark. And after 2 million an associate or assistant program seems to come into play.

 Fred

Payroll and Goal Setting Ideas

Posted on February 5, 2018 at 9:05 AM Comments comments (0)

EMPLOYEE GOAL SETTING AND COMPENSATION

Redefine the systems used to reward and motivate service and management staff!

MIKAL Software allows us to design a goal setting and compensation system that will reward top performers, promote productivity, and help employees set and achieve their goals. You can tie your goal setting system into the interview process to strengthen the goal setting system and get the commitment to succeed from new hires right from the start!

Hiring the new employees is only the beginning of your management job! You must have an aggressive training program and marketing system in place to get new employees busy fast!

Your goal setting system and compensation system needs to be promoted in the interview process, presented in the training process, and reviewed during the probation and employment period. Use your goal setting system in conjunction with your compensation program to hire, monitor, and motivate your employees.

SETTING GOALS:

● Service Providers - number of services by category

Dollars by category, Number of customers,

Number of repeat request customers,

Average service and retail ticket per customer

Dollars per hour and per booked hour

● Administrative staff - bonus based on increases

Sales increases by category or department

Retail increases and customer increase

Number or repeat and rebooked customer increase

● Reception and Preception staff - bonus based on up selling

Up-$ell spif or commission plan

Prebook/Rebooking customer bonus

Retail sales increase bonus

Retail sales commission (new retail sales)

TYING GOALS TO COMPENSATION

● Your pay structure - give them lots of ways to make money

● Your goals - are they their goals? What do you really want?

REPORTS AND COMMUNICATIONS

● Payroll analysis - educate the staff

● Evaluation reports - do them weekly and review

● Employee Analysis Report

● Retention reporting - track it and reward it

● Employee Graphs

● Employee Time Efficiency

● Management Check on screen information 

EMPLOYEE COMPENSATION AND GOAL SETTING

Employees are our greatest cost and our most valuable resource.  We must work on increasing productivity while also increasing their quality of working life. The KEYS to a successful compensation and goal setting system are:

● Regular weekly goal setting and evaluations

● Flexible compensation systems

● Tracking of hourly efficiency and retention

ON GOAL SETTING:

Goals must be achievable. SMS tracks sales history in 50 categories over 2+ year periods. It is easy to look at present sales figures and set goals based on those figures (assuming the employee is at least at minimum sales levels). The goal setting system also tracks customer volume, average ticket,

and new and repeat request customer numbers. Set the goals weekly and generate the weekly Evaluation report for every employee.

Goals must be set with the employee. Team goal setting is the ultimate.  In SMS you can sit down and set the number and dollar goals with each staff member.  Goals can be divided into detailed categories for service and retail.

It is easy to tell some one your goal is $ 1000 a week, but this is hard to understand. It is better to break it down into bite size goals like: your goal is to service 8 customers a day with an average ticket of $ 25 (this equals $ 1000 but is MUCH easier to understand), or to work with the service provider to achieve the $1000 goal by saying Acan you do five haircuts a day, 2 color services, one perm and one conditioner? This is about 6 hours of work a day and would be about $280 in sales a day or $ 1100 a week on a 4-day week. SMS will print a report each week that shows the numbers and dollars done in each area, the average ticket vs. goal average ticket, and the percentage achieved.

Most of our salons run the evaluation report and include it with the employee’s paycheck.

Why do all of the Fortune 500 companies do regular goal setting???

The main reason is because employees who have goals and get regular feedback is that their average productivity increases TEN percent. How would you like to increase sales just by having some goal setting meetings and print a page per week for the employees????

LET’S LOOK over the sample Evaluation report. (Employee Report #2)

YOUR COMPENSATION SYSTEMS:

There are TWO challenges we have to face in any type of compensation system we implement in our salons, spas, and medispas. What do you think those are???

• Our Compensation must be flexible and competitive

• Our Compensation system must be tied to performance

Every company is challenged today with a shrinking employee labor pool, competition for employees from all forms of businesses, and a more demanding employee (because it is an employees market).

® Does a 20 year old have the same needs as a 30 or 40 year old employee?

® Does every employee want the same things out of their job?

® Is every employee motivated by the same incentives?

Look at the ways you can set up each employee’s information!

®SMS allows you to have a base salary or hourly guarantee (you can raise this as sales increase for specific employees) and the hourly staff will receive a report on their sales performance and productivity every night when they clock out!

®SMS allows you to have commissions by item number to launch a new line, to emphasize a slow moving service, to liquidate items that are not moving, or to spif certain items with certain operators.

®SMS allows you to automatically do product/service charge deductions by dollar amount or percentage. PLUS you can set an exemption level. When an operator goes over that sales level during the pay period they are exempted from the charge for the period!

®Assistant deductions can be automatic by service, or as a flat charge.

®Commissions can be ladder, straight or retail % of service with 10 service and 5 retail levels. You can set the ladder levels to small amounts to encourage growth.

®Retention commissions let you pay commissions as a bonus for retained customers or as a way to attract service providers who have a developed clientele to your salon/spa (pay 60% on repeat requests, 50% on shop customers, and 40% on

new non requests) This gives them credit for the customers they bring to the salon!

®Bonus commissions can be used to move an employee forward almost like a bet: “I’ve been tracking your sales and you never do over $ 1000, I’ll give you $ 50 the first time you go over $ 1000 in one week” - the system will track it!

®Override Commissions: Use this to pay department managers an override on sales (service or retail) over a certain level. Compensate the salon manager based on meeting service and retail goals. MIKAL Software organizes and figures it all out for you!

Get the MIKAL Staff Up! CD for Hiring strategies, interview questions, training ideas, and compensation systems!

Success Club hosted in Ft. Lauderdale at Contour Spa

Posted on February 2, 2018 at 2:15 PM Comments comments (0)

MIKAL Success Club goes to Ft. Lauderdale

I  know the weather is nice now but remember this event is in February....The MIKAL Success Club is a three day event with the tour, workshops and meetings from 9am to 1pm. This format allows for afternoon networking and relaxation. The Success Club meeting is for owners and managers who want to make the most out of your MIKAL system.

The theme for this Success Club is ALL ABOUT SUCCESS and will be an in depth review of three major areas of the System and Business Ideas: Marketing, Staffing, and Reporting with an in-depth day spent in each area. Call for a detailed seminar kit 513-528-5100. 

Plan on spending Feb. 19-12 in Plantation Fl. - Ft. Lauderdale area. We are hosting this very special MIKAL Success Club at the Contour Spa in their training center with a behind the scene spa tour, special Mikal classes, and 20% off on all Contour Spa services. Get new ideas, network, rejuvenate, relax, recharge your batteries! Stay next door at the Hampton Inn Plantation at a special rate. Classes and tours are 9am to 1pm each day, Sunday-Tuesday and the afternoon is yours to spa, swim, shop, play, network...

This is a meeting designed to merge system operations with management and marketing ideas that when combined will move your business forward. Come in on Friday or Saturday before the meeting and unwind or stay an extra day to relax! The Hampton Inn Plantation is a 4.5 satisfaction rated hotel offering a rate of $189 per night. Register Saturday night from 5pm to 7pm with your MIKAL team in the Breakfast area. This is a business oriented hotel just across the parking lot from Contour Spa, our host location. The seminar is 14 minutes by cab from the Ft. Lauderdale airport and also offers free parking. The Sawgrass Mall and Las Olas are blocks away. You also have the whole Ft. Lauderdale experience! Call today to reserve your Earlie Birdie price and get $50 off 513-528-5100 [email protected] 

There is free full breakfast included with the room reservation, shuttle service to major attractions. Heated pool and whirlpool. High speed internet, business center and fitness center included in the room cost! Bring the family and work each morning then connect with them in the afternoon. Bring your management staff and make it a company retreat.  Bring your information and reports to use during the classes to compare your business to others in the industry. Get an individual evaluation of your reports by Fred Dengler to use during the class and a 2 page evaluation and management summary to take home with you. This evaluation is normally a $300 service and it is FREE to all salons and spas attending this Success Club. Call for the worksheets 513-528-5100

What could this Success Club be worth to you and your business?  

Call me for a Cost / Profit Justification and see what this three day experience can mean to your business! 

Plus - do you have the Employee Mobil App up and running? Are you doing Just In Time Appointments? Does Autopilot send your 5 critical e-mails and texts out automatically? Learn how at the Success Club.

Staff Up! Class Outline for VEGAS!

Posted on January 28, 2018 at 9:35 AM Comments comments (0)

Staff Up! Course Description and Information

From The MIKAL Corporation www.mikal.com 513-528-5100

Class program for 2018 and Camp MIKAL VEGAS!

 Staff Up! How to build a winning team

Create a positive culture and staff your salon with a great team using the strategies and systems in this class. From getting more perfect applicants to interviewing and hiring more effectively to creating a compensation and goal setting system this class walks you through the whole process.

 General outline:

Introduction: We have to have staff to service our clients. We need to have the right staff to grow the business! This class starts with creating ads and networking to get the right applicants. Learn how to write a classified ad that doubles your response. The one word you must include in your advertising, and how to pre-interview to save up to 70% of the time usually spend interviewing.

 Turning an Applicant into a Team Member: Learn the top 20 interview questions. How to use an interview presentation to sell your business, and an easy way to find out which applicants can sell themselves and your products. Set goals and expectations with the applicant before you even hire them with our strategies!

The New Hire: The first 30 days are critical. How to train and motivate the Millennials.

Create a self motivating atmosphere where learning is accelerated and your staff becomes

productive quickly. Use 2 proven strategies that will get a new hire busy fast and a system

that will double rebookings

 On-going Growth and Team Management: working with current staff to create a

great team culture. Dealing with challenging employees, modifying bad behavior and

learning the key phrases to use in management communication to get the results you want!

 Format: A presentation with detailed class handouts, audio and video presentations using a computerized projector system, interactive survey and group feedback using the attendee’s smart phones and question & answer workshop oriented topics with on-going question and answer periods.

 Educators: Fred Dengler and Andy Rieck Resumes and photos available

 Please call us with any questions.  Order our Staff Up! CD with this class, interview and compensations ideas and an Employee Policy Manual!

MIKAL Corporation 513-528-5100 800-448-5420 [email protected] www.mikal.com