. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Beauty - Expert Panel
much to paymy salon staff? “
Howdo Iwork out how
Caroline Quinlan
SpaManager at ‘The Spa’, 5th Floor, Dundrum Shopping Centre
“I think having a pay structure based on the years of experience and skill set is amust, you can’t have a therapist with one year’s experience on the same pay scale as a therapist with 5-10 years’ experience.”
“Having worked in the industry for the last 13 years I have worked in varying roles through that time as beauty and skin therapist, an educator, training hundereds of therapists, and a salon and Spa manager. I have seen the boom and I’ve seen the bust, and spoken to hundreds of therapists, managers and business owners so I can honestly speak from experience on this subject.
“When I first started as a Junior Therapist in 1999 I got paid 2 Irish Pounds an hour, that’s about €2.50, and stuck with it beacause I loved it and most definately not because of the money, although through the years it’s got so much better thankfully.
“The average wage nowadays for a beauty therapist seems to come out at €10 an hour; looking at various job websites in Ireland clarifies this. However, if we look at the average wage for a general shop assistant we see figures of up to €9, so shockingly you would get an extra €1 an hour for all that additional study and experience as a therapist, so there’s still a long way to go!
“I think commission and bonus structures are important ways to motivate staff and incourage retail sales. I do strongly believe a base salary is just for core duties alone, i.e: treatments, reception, hygiene, customer service and care but additional payment for retail sales and hitting targets in way of commissions of up to 5%is a great tool to raise the pay scale for therapists while keeping it achievable pay wise for managers/owners.”
Liz McKeon
Beauty Business Expert
“Salary negotiation can be difficult andmany people handle it poorly, causing frustration and ill-feeling.”
“Salary levels are largely dictated by market forces and the contribution that the employee makes to the salon performance, which is particularly relevant for a therapist’s role, which directly impact on profitability.When you acknowledge this principle you begin to take control of your labour costs.
“Knowing the market rates helps objective assessment of situations – for both employers and employees. Having a lot of information about the market, and not just your own situation, is also of benefit and can avoid discussions centring on opinion or emotion. It is generally better to have some external perspective than to approach pay and earning issues in complete isolation.
“If you are recruiting a person who needs or demands more money or better terms than you can offer, then deal with the matter properly before the candidate accepts the job – changing pay or terms after this is very much more difficult. If you encourage a person to accept pay and terms that are genuinely lower than they deserve, by giving a vague assurance of a review sometime in the future, then you are raising expectations for something that will be very difficult to deliver, and therefore you are storing up a big problem for the future.
“Factors which affect salary negotiation include current pay, the rate of inflation, where you live and the costs of living, the company’s staff-retention policy, the company’s trading position, the available budget for pay rises, what precedents would be set, how valued you are how it easy it would be to replace you, how much extra responsibility you will take on, and what the outcome will be if you don’t agree to the salary request.”
Audrey Heffernan
OPI Trainer, Hennessy Hair & Beauty
“It can be very hard in deciding the wage to pay your staff - pay what you can afford depending on how busy your salon is.”
“Trying to work out how much to pay your staff can be a difficult decision. There are a lot of factors to consider: how much experience they have, what qualifications they have, how versatile they are, have they completed any additional courses e.g. specialised waxing or spray tanning, how fast do they work, do they specialise in any particular area, are they CIBTAC or ITEC qualified, these all can influence pay.
“If you have a member of staff with a large number of years’ experience under her belt, who can perform all treatments on your treatment list and can work within the time frame set, then you must acknowledge these skills she has gained and pay her accordingly.
“Some salons pay all their staff the same basic wage each week and then give them commission on the amout of money they bring into the salon each week. This has both positive and negative sides to it. The positive side is that the people who work efficiently, hence bring in the most money through treatments, are paid accordingly through commission. The negative is that if you have staff in your salon for a number of years who are on the same basic wage as a new employee, chances are they are not going to be impressed and will expect to be on a higher wage.
“It can be very hard in deciding the wage to pay your staff but remember to pay what you can afford depending on how busy your salon is.”
43
”
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84 |
Page 85 |
Page 86 |
Page 87 |
Page 88