I've seen pics and thought you already had the awesome lair! Your Nail Gal, Pam
Sent from my iPhone > On Mar 14, 2014, at 6:06 PM, Maggie in Visalia <[email protected]> wrote: > > Well either way she'd definitely get to earn her way up to regular salon > pricing. > > I think it'll be easier to just set different prices for my underlings and > give them raises as their skills improve... > > I think I'm a Bond villain building my empire-- I already have minions. This > is my first official henchman. When do I get the awesome, island lair? > > Maggie Franklin: > Owner & Artist, The Art of Nailz, Visalia CA > "Visionary rebel dreamer; obviously way ahead of my time." > Maggie Rants [and Raves]@Nails Magazine > Facebook > > > From: Karen Hodges <[email protected]> > To: [email protected] > Sent: Friday, March 14, 2014 1:26 PM > Subject: RE: NailTech:: My First Henchman > > Tracy and Ami at Profiles have “Tech” and “Senior Tech” prices on all the > services. It works for them….the techs have the ability to upgrade their > levels. The clients aren’t paying for premium services yet getting a newer > tech’s work. Set some criteria she’d need to meet…and let her work toward > that. Let all the clients know that at some point she will be getting > promoted and charging more (so there won’t be AS MUCH whining when she ups > the prices, later.) > > Another idea….could be setting a price that is discounted from yours….but I’m > liking the idea of her earning her way up. > K > > From: [email protected] [mailto:[email protected]] On Behalf > Of Maggie in Visalia > Sent: Friday, March 14, 2014 4:01 PM > To: [email protected] > Subject: Re: NailTech:: My First Henchman > > Ok-- > > I'm "almost" excited about an employee. Still mostly scared. > > I'd originally been in the preparation phase of taking on an employee > sometime NEXT year, but it makes me sick having to turn away so much business > and I happen to know someone who I have faith in who recently got her license > and is available now...so now it is. > > My original plan was to offer hourly plus commission. But offering someone an > hourly wage requires KNOWING-- being absolutely, 110% SURE-- that I have the > money to make that payroll. Which will require (embarassed throat clearing) > me paying off some of my bills to free up some of my money in order to make > sure it's there on times when business wasn't. Because we all know that just > because I'm turning people down every day NOW, in a couple of months I'll be > whining about the tumbleweeds blowing through the hallway:-) > > So the immediate plan is straight commission. I've been asking around and > combing the Internets and it looks like our biz DOES fall into the exemption > in California and straight commission is acceptable. > > A booth renter would pay me $125 a week-- our local going rate being about > $100. I'd charge a premium booth rent rate because I have a premium location > and, hey! Let's face it, you get to work with ME! Who wouldn't pay extra for > that? Right? LOL. > > So my goal is for my profit to meet-- exceed-- $125/week from an employee. I > like that commission will give ME an opportunity to make greater profits too, > which is an incentive FOR ME to give up the peace and quiet and share my > space. > > I agree with Karen, it looks like the costs of having an employee will be > about 12% of their pay. But I'm swining wide on my math and figuring 20%. > Which should fill in any gaps in taxes and fees that are lurking out there to > surprise me, and should also balance the fractional increases in cost of > business-- for instance, I will have to upgrade my online booking system to a > higher level to allow for more than one operator :-( > > Retail is a non-issue. I don't do enough of it for it to be an incentive at > any level. > > My current thoughts are: > 50/50 for $1-$499 > 60/40 for $500-$999 > 70/30 for 1000+ > > At that rate, the 70/30 split would still put $160 in my pocket. I feel > that's pretty fair. And I know that if I was on commission and made $1000 in > one week for my employer, I'd be pretty disgruntled at only getting $500 of > it. > > The purpose of having an employee is not to run them hard and put them away > wet, make them feel used and end up with high employee turn over. > > What I would need to make from each employee would/will be different > depending on my costs of doing business and the costs of having employees: if > I offer insurances, paid vacations, other bonuses, etc-- I'd need to > re-evaluate. And that's certainly something I have in the back of my mind as > the future warrants. > > Now-- aside from discussion about pay structure and cost of employees, here's > another thought I'm wrestling with: > > I've been doing nails for 22 years. My prices are still just on the high end > of average for my area. But, the gal I'm hiring is new. She got her license > last fall. This will be her first salon job. > > I don't think she should be charging the same for services that I do. What's > the best way to set up a different service cost for a new tech? Do I set > completely different prices for every service if done by her? or do I use the > same pricing but with a discount? > > For instance, if a new set is $60, would her new set be $40? or would it be > $60 at 25% off? And what sort of time table should I set up for getting her > to the same prices as I charge? > > > > > > > > > > Maggie Franklin: > Owner & Artist, The Art of Nailz, Visalia CA > "Visionary rebel dreamer; obviously way ahead of my time." > Maggie Rants [and Raves]@Nails Magazine > Facebook > > From: Karen Hodges <[email protected]> > To: [email protected] > Sent: Friday, March 14, 2014 8:33 AM > Subject: RE: NailTech:: My First Henchman > > Pretty much what Pam said. > > I think payroll taxes will be less than 15%. Here’s a link that was the most > comprehensive update for 2014 that I found of all the employer’s obligations. > Remember Unemployment taxes (Federal and State) have ceilings…you only pay > on so-many thousands of their wages. > http://www.ey.com/Publication/vwLUAssets/EY-US_Employment_Tax_Rates_and_Limits_for_2014/$FILE/EY-Payroll-Perspectives-Nov > > I definitely believe in sliding scales based upon performance. Retail in the > nail industry is notoriously small---a few bottles of cuticle oil and lotion > seem to be typical. 10% of 6 bucks is not a great incentive. But if you have > extensive inventory…gifts and accessories, skin care, hair care, etc, then I > would make it 10% on the first $50 per month, 12% on the next, %15…and so > forth. I would not pay more than 25%....because there are so many factors: > shipping, the cost of pricing and shelving (somebody’s time was used), > degradation of product that sits and must be trashed, shrinkage (pulled from > shelf and used in a service and forgot to reimburse…or walked out!), etc. > > As for commission….I personally believe that IF this person is an > employee…and I am the employer…I should supply the products and pay a lesser > commish to start. If it’s a newbie and I am having to train and oversee her > work, make it right when there are goofs, etc…..40%....maybe for a > probationary time 60 days….and an evaluation….and if there’s progress, a > raise. Once it’s established this employee is fully functional, she can work > toward a goal each week….once her gross service income is somewhat stable at > a certain level, (eg. If 3 weeks out of a month she hits her goals for 3 > months) then she gets another raise…and a higher standard to work toward. I > think this should be laid out and measurable and obtainable. Making the > percentage a whim of the owner is not motivating. > > I think the max should be 60% for a senior tech who needs no supervision…and > once her weekly goals are stable at that level, give her the chance to booth > rent. > > I never liked having a ceiling on what I could make. I worked for one day spa > bringing in 1200-1500 per week but I could only make $700? I didn’t feel > the product costs and overhead for my work were anywhere near $400-$700 per > week they were making off the sweat of my back. > > I believe in writing things out…having a policy book. When there are > questions that come up…”What does the policy book say?” I believe you should > enforce the policies evenly. Always. > > And don’t worry about hiring a Mini Me…..it’s good to have different > personalities that can mesh. Some people will float to her, and some will > float from her to you. I think you should make it clear from the beginning > that clients are free to shift between you. You should make it a point of > letting that happen….have her do your repairs…you do hers…so clients get used > to either of you. Yes, Magz…you will have die hards that would rather walk on > their lips than give up their appointments with you…but there will be some > that will be relieved that there is now a little breathing room in the > scheduling…and they will still get to be in your sublime presence! > > Hit us up with your questions…you know we’ve got your back! > > Karen > > > > From: [email protected] [mailto:[email protected]] On Behalf > Of Maggie in Visalia > Sent: Friday, March 14, 2014 1:05 AM > To: 1Nail Tech list > Subject: NailTech:: My First Henchman > > So it looks (gulp) like I've hired an employee. > > HELP!!!! > > What am I doing? > > I was planning on doing this about a year from now, but as it currently > stands I have absolutely zero openings after 5 p.m. FOREVER-- until somebody > quits or dies. I'm turning away business daily and that doesn't include how > many people may be unable to book online that I never even know about. > > It's time. > > I'm kinda, sorta aware of how much an employee will cost me in the way of > payroll taxes, disability, unemployment, worker's comp, etc, etc, and so on. > I'm guestimating about 20% of what I pay the employee. All current research > indicates it should be closer to 15%. ???? > > Our profession seems to fall into the exemption area for paying straight > commission. I'd like to be able to pay her hourly, but that's not going to > happen just yet. So I've been trying to work on a sliding scale commission > structure from 50/50 to 60/40 to 70/30. > > Now. I know there are some of y'all out there who've been down the employee > path... I need information. I need guidance. I need comfort. I need a stiff > drink. > > What am I getting myself into? What am I not paying attention to? What's > going to bite me in the butt later? What am I missing? > > Mostly-- can anyone help me with my commission structure? My goal is to make > this (eventually) more profitable than renting the booth out at the going > rate of $100-$125 a week. Naturally-- that won't happen till my new henchman > is more established. I'm not JUST about the money, I want to groom a good > nail tech who will be a valuable asset to not just my own salon, but our > industry through out her future as a tech. > > But dang! If this isn't just scary as all heck. > > Maggie Franklin: > Owner & Artist, The Art of Nailz, Visalia CA > "Visionary rebel dreamer; obviously way ahead of my time." > Maggie Rants [and Raves]@Nails Magazine > Facebook > -- > You received this message because you are subscribed to the Google Groups > "NailTech" group. > To unsubscribe from this group and stop receiving emails from it, send an > email to [email protected]. > To post to this group, send email to [email protected]. > Visit this group at http://groups.google.com/group/nailtech. > For more options, visit https://groups.google.com/d/optout. > -- > You received this message because you are subscribed to the Google Groups > "NailTech" group. > To unsubscribe from this group and stop receiving emails from it, send an > email to [email protected]. > To post to this group, send email to [email protected]. > Visit this group at http://groups.google.com/group/nailtech. > For more options, visit https://groups.google.com/d/optout. > > -- > You received this message because you are subscribed to the Google Groups > "NailTech" group. > To unsubscribe from this group and stop receiving emails from it, send an > email to [email protected]. > To post to this group, send email to [email protected]. > Visit this group at http://groups.google.com/group/nailtech. > For more options, visit https://groups.google.com/d/optout. > -- > You received this message because you are subscribed to the Google Groups > "NailTech" group. > To unsubscribe from this group and stop receiving emails from it, send an > email to [email protected]. > To post to this group, send email to [email protected]. > Visit this group at http://groups.google.com/group/nailtech. > For more options, visit https://groups.google.com/d/optout. > > > -- > You received this message because you are subscribed to the Google Groups > "NailTech" group. > To unsubscribe from this group and stop receiving emails from it, send an > email to [email protected]. > To post to this group, send email to [email protected]. > Visit this group at http://groups.google.com/group/nailtech. > For more options, visit https://groups.google.com/d/optout. -- You received this message because you are subscribed to the Google Groups "NailTech" group. 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