Coaching and Your Sales Team: The GROW Model for New Managers

Sales managers and leaders are often given the task of playing the role of a ‘player/coach’. Yet rarely are new managers prepared for this task.

I don’t mean the individuals who transfer into an organization with these skills in hand, but rather the individuals that are promoted into their first leadership role, or move into a new organization with their first true role of managing and coaching sales people.

Through the interview process the hiring team will ask for examples of coaching. They will look for evidence of a previous coaching methodologies and experience. They will look at how individuals were able to transcend the role of an individual contributor and move to leading peers or influencing cross functional teams.

Yet I believe that there is a critical element missing. Unless the leader can articulate the coaching style and clearly define the expectations during both ‘in the moment coaching’ and scheduled feedback sessions there will always be an element of uncertainty. The coach may or may not be able to clearly articulate their process. The coached team member may find value in the coaching. Alternatively they might feel that the influence the leader is attempting to exert is ‘meddling’ and providing little value. This is especially true in cases where the leader continually solves problems for the sales team member.

Early in my career I had the opportunity to be trained by some excellent folks at IBM. The coaching methodology I learned became the foundation for all of the coaching systems that I learned and adapted to my style. As I’ve met sales teams. – either as a leader or as a consultant/interim leader I have always shared this methodology with my Teams. This clarity – the clear expectations and focus on solutions rather than blame – allows both me as the leader and the staff to understand that I will always be available to share and solution problems. However I will not always be the one to solve it.

This system – Goal: Reality: Options: Will – allows both the leader and the staff member to clearly understand expectations in a coaching session.

Simply put this system is broken down in the following fashion.

Goal: What is the objective of the coaching situation? What are we trying to solve together? The key here being together. This is not the staff member dumping a problem on the Leader. Nor is it the Leader abdicating authority and letting the sales person figure it out themselves.

Reality: What does the environment *really* look like relative to the issue at hand. This is the time for complete openness and honesty between the salesperson and the Leader. As Leaders we need to practice active listening without judgement or blame and seek to help our people develop analytical and situational awareness skills. The Team Member that is being coached needs to be brutally honest with the situation at hand. This is the time to share the good, bad, ugly, and surprises in the situation. The employee needs to be comfortable enough with their leader to be willing to share everything. The Leader has to be willing to listen, make notes for further clarification, and focus on the situation – not the actions (or inactions) of the Sales Team Member.

Too often the coaching methodology breaks here as the Leader reacts to information by chastising or belittling the sales employee that should have ‘known better’. It is important that coaching is not a performance discussion. It is a way to help our people build skills and advance their agenda as well as the agenda of the organization. It is a way for us to share wisdom, participate in groupthink and build strength in our teams rather than create a divide.

Options: This is where there is an open interaction between the salesperson and the manager. As Leaders we need our Team members to bring forward a list of potential solutions to discuss. Are we looking for the Team member to have all the answers? No, of course not. However we are looking for the salesperson to have some ownership of the solution and have thought through some potential answers to the issue at hand. As these solutions are explored, a free flow of ideas should occur with both parties analyzing and evaluating and enhancing the solutions in a nonjudgmental way.

Will: The last step in the process is one of commitment. What is the sales person willing to commit to as a course of action? What assistance is needed in order to execute on the potential solution? What checkpoint will be built in for escalation to the Leader (who is now briefed fully on the situation)?

This simple methodology – the GROW formula – can be used by leaders at any level in an organization to promote connectedness and a cohesive approach to problem solving. The days of expecting Our Team Members to solve all problems for their Leader or for Team Members to ‘dump and run’ issues on their Leaders are long over. Together Leaders and Team Members can solve problems – but only if they trust each other and are open to sharing and learning from situations. At that point the whole organization benefits from this GROWth.


Truth About Salon Business Plan – 7 Key Steps For a Salon Business Plan

If you’re planning to open a salon, your initial reasoning for a salon business plan may be to acquire financing or credit at your bank or other financial institute.

While a salon business plan will definitely increase your chances for funding, and project to the world that you’re a serious about your salon business, it can also provide a road map for long term success by laying out your strengths and weaknesses on plain paper for you to see.

While putting these strengths and weaknesses among other aspects of your business on plan paper…you must be brutally honest and transparent. This will allow you to function more efficiently towards the goals you’re setting out for your salon business.

There are 7 key steps to writing a successful honest and transparent salon business plan

1.) Executive Summary:

This section of your business plan gives the overall synopsis of your salon business such as the legal structure of your salon business (sole-proprietor, partnership, LLC, corporation), your goals for the salon, the serivces you plan to offer as well as the products you plan to sell, and whether you plan to use the business plan to secure financing.

2.) Business Description:

The business description section your salon business plan should entail detailed information about the beauty industry, such as it’s potential and long term projection, the internet and government publications if a great source for finding this information. You will also need to provide information about your target market meaning the people who you’re salon services are targeting. you will want to include details about your target market such as age, gender, income.

3.) Market Strategies:

This section encompasses the specific strategies you plan to implement to acquire new clients over time. In other words, Your marketing strategy. Note that a means for attracting new clients could be that of your experience in the beauty industry, your accomplishments and so forth. You may also consider listing the accomplishments of your staff. Elaborate on the things that will make your salon unique and interesting.

4.) Competitive Analysis:

This section requires you to analyze the competition or competitors in your market area. You need to know how many competitors are in your market area and what their strength and weaknesses are. This is your opportunity to take the strengths and weaknesses from your salon and compare and contrast them to those of your competitors. Competition provides the chance for you to stimulate creative juices that can add spice and uniqueness to your salon business.

5.) Operations and management plan:

Here is where you will detail the day to day functions of your salon. It is a good idea to envision this and write it out. Think about what will happen from the time you open you doors to the time you leave. If you have never had experiences running your own salon, make routine visits to salons to see how things are ran. Make note of the most successful salons and model those while adding your own twist. Never try to reinvent the wheel. Success leaves trails.

6.) Design & Development Plan:

Mapping out goals of your salon is what’s expected in this section of your salon business plan. Examples of this could be improving on your return rate (customers who return after their initial services. Set dates and goals for these such plans and describe exactly how you plan to achieve these results.

7.) Financial Factors:

Your financial forecast. Provide the financial goals you have for you salon business with a suitable means for measuring it. A balance sheet is the most essential element to monitoring your income and expenses. This will keep you in the know and ahead of the game should your finances not correlate with that you predicted. You will come to find resourceful ways you can improve on this.

Best wishes on your endeavors into the salon business. After 10 years of opening my first salon, I have not a single regret! =)

Beauty Salon Equipment – What You Need To Know

Beauty salon equipment is the broad term for the equipment that salons use. The type of equipment required by salons depends on which services they offer. New salon owners or even veteran owners who prefer simplicity would benefit from buying basic used equipment. Most salons feature tanning, hair cutting and styling, manicures, pedicures and due to popular demand, day spa services. These services can be done in one salon but are usually done separately in hair salons, nail salons and tanning salons. The price of new equipment can easily range in the thousands, while used equipment are more cost-friendly. Most equipment can be found in reasonable prices through e-commerce websites and online catalogs. When buying used equipment, the buyer should check if the product is working properly and that there are no broken parts.

Hair Salon Equipment and Supplies

Basic hair salon equipment consists of shampoo chairs, washbasins, trolley carts, styling chairs, hair dryers and mirrors. They can be found in many diverse styles with a lot of features but most salons prefer to get equipment that is simple and functional. Used hair salon equipment that is in good condition would be a good buy for new salon owners. Hair salons will also need supplies such as shampoo, conditioners, and other hair care products. It is advisable that hair salons only buy new shampoo, conditioners and anything else that is applied to the client’s hair or skin.

Nail Salon Equipment and Supplies

Nail salon equipment include manicure tables, nail dryers, padded chairs for pedicures, and a stool to enable the technician to sit comfortable while working on a clients nails. Some manicure tables have storage areas and polish racks to store nail polish, nail varnish, cuticle softeners, nail buffers and other nail care products. Many salons who offer nail services would benefit from buying used equipment that is in good condition. However, it is advisable that they buy new nail polishes, solutions and anything else that is applicable to the client’s nails or skin.

Tanning Salon Equipment and Supplies

Tanning salons are among the most popular of salon services. Tanning salon equipment typically consists of stand-up tanning booths and tanning beds. The booth allows for the client to stand up while tanning. They are surrounded by Plexiglas that has tanning bulbs behind them. Tanning booths are usually made of steel, wood or plastic and are usually designed to fit all body shapes and sizes. Tanning beds enable the client to lie down while receiving their tan. They are usually made with steel frames and use 100-160 watt tanning bulbs. The part that they lie down on is made of Plexiglas and the tanning bed will have a pull down tanning cover which is also made of Plexiglas to ensure even tanning. All equipment for tanning salons come with timing mechanisms so that the equipment will turn off after a predetermined amount of time. There is also a built-in safety cut-off mechanism to enable the client to turn off the equipment in case of emergency or if there is a malfunction.

What Are the Benefits of a Sushi Fridge?

Sushi is one of those dishes that you either love or you hate. It is an acquired taste that many people around the world have acquired. Thus making it a very popular dish in every country and the interest in sushi is growing rapidly all over the world. This is the reason why oriental restaurants need to have certain processes in place to ensure the best quality and freshest sushi in town. Restaurant owners need to ensure freshness by investing in a sushi fridge.

Why should you invest in a sushi fridge and not just use the commercial fridge that you currently have? What are the benefits and reasons for acquiring a sushi fridge?

Well, let’s take a look at the following benefits:

  1. First of all, you need to consider the shelf life of prepared sushi. Sushi is a dish that is consumed raw. Without the cooking process this leaves the raw fish open to many bacterial risks which need to be contained and monitored. Once the sushi is prepared, it needs to be placed into the refrigerator immediately if it is not going to be consumed right away. Then it needs to be served within 24 hours of refrigeration. After this time period the risk of contamination increases. The first and main benefit of a sushi fridge is that it keeps the sushi refrigerated and fresh therefore decreasing the growth of bacteria. Ensuring the safety of the dish to be served.
  2. The second benefit of the sushi fridge is that you can store all the sushi dishes in one commercial fridge separately from the other food items. Keeping it separate from other food items, such as meat and chicken, will lower the risk of cross contamination. Thus keeping the sushi fresh and healthy.
  3. Sushi fridges are ideal for display purposes. Place your display fridge in a position where your customers can clearly see the fridge and its contents. The delicately and beautifully styled sushi will entice customers to buy these dishes because they look appealing. This is a good tactic because it encourages more customers to buy what they see and consequently your sushi dishes should all be sold before the end of the day.

It may seem like an unnecessary expense to purchase another fridge for your restaurant but the benefits of having a sushi display fridge far outweighs the negatives. You want to ensure the freshness of the dish and consider the safety of your customers. So there is no question that a sushi fridge will add value to your restaurant.

Where to Get Wholesale Salon Packages to Equip Your New Beauty Salon

One of the ways to look for cheap beauty salon equipment is to search for wholesale salon packages that offers a whole complete set of salon equipment at reasonable prices. Just be checking out these packages, you will be able to fully equip your beauty salon without have a big headache of searching everyone for one set of equipments to another. You can get it all with one single purchase of a wholesale salon package.

In these packages, most of it contains the full set so if you are looking for a hair salon package, then you will find that the package contains items like hair styling chairs, styling stations, hood dryer, shampoo station, scissors set, trolley and etc. If it is a manicure and pedicure package you are looking for, you will find a different set of items to suit your salon. Whatever beauty salon you are opening, it is good to check out the variety of wholesale salon equipment available first due to its affordable prices and loads of choices.

If you decide to purchase item by item, then it would cost you more money and more time as you will be running from one beauty salon equipment store to another just to find that elusive piece of equipment you need. When you purchase wholesale salon packages, then you are spared the hassle of running around. The packages are often very complete and you don’t need to run around a lot looking for a piece of equipment you forgot to purchase.

Another option to get cheap salon equipment is to look at used beauty salon equipment. Although these are considered second-hand equipment, I’d have to say some are already ‘broken into’ so these are in fact more manageable as compared to brand new machines that could act up or have you baffled over its workings. With used equipments, most are well oiled and in great working order since it has served its previous owners well. Better still, you can even try to get the used beauty school equipment, the very equipments that you trained on before you venture out to set up your own beauty salon.

It is always a great idea to stick to machinery and equipments that you are familiar with so that you are able to handle it better and you don’t need to wade through tonnes of instruction manuals just to learn how to switch on a particular machine. Of course, before purchasing used beauty salon equipment, is is important to do your background checks and also ensure that there is a guarantee that the equipments are still in good working order. With a guarantee, at least you could confront the company when it malfunctions for no apparent reason and get a full refund.

Opening a beauty salon or even a hair salon need not be an expensive business especially when you could look around for affordably priced equipment either through searching for wholesale salon packages or used salon equipment. Just remember to check on the items in the packages to ensure it is all in good working order.

How You Can Recruit Sales Super Stars – Part 2 – How to Recognise Sales Sheep and Wolves

Following on from my previous article which identified the traits of great sales people, and showing that poor performers don’t have them!

Ultimately it comes down to recruiting the right salesman to take the company to the next level – and tied to good marketing too of course. With a great salesman good marketing is even more effective.

Broadly you can break salesmen into sales sheep, sales wolves and sales super stars.

Sales Sheep

They wait for customer to come to them, or the phone to ring to take an order.

Or they wait in a shop and sell purely because the customer wants to buy something from anyone who wants to take their money.

They think the customer is always right even if it means that they’ll lose money on an issue that the customer created themselves. Or they’ll give the customer some stock they had lying around.

What about the salesman who drops by and entertains their contacts to “touch base”, “to see if there’s anything for me today” and who “nearly gets a sales but doesn’t quite?”

Sales sheep cost you money. Let’s count the ways:

  • Their basic pay to sales ratio is higher than yours, or other sales staff
  • They give stuff away as sweeteners, or to get out of a problem
  • They entertain prospects and don’t convert them
  • They entertain people at the clients who are not remotely connected to the sale process
  • They don’t follow-up and lose sales to competitors who do

How do you recognise one? There is a way before you even recruit them…

Sales Wolves

They’re so enthusiastic and raring to go. However, beware!

They almost run out of your door and can’t wait to close a sale. They’re so keen they can make people buy your products and services even though they may be wrong for those customers.

They know what you sell and try to sell it all to every customer, whether there’s a need for it or not. They’re equally upfront in-house anything that affects their sale, and often their commission, is bulldozed out of the way to make sure that sale gets done. Sometimes it’s pushed through to the detriment of other customers or sales people.

Sales wolves cost you money. Let’s see how:

  • They sell lots but you get a higher returns rate
  • You get more external complaints, affecting your reputation and therefore referrals
  • You get more internal complaints and lose staff or morale drops
  • You lose sales by them tying up staff that other sales people need
  • They don’t want to know about customer issues after a sale. They’re too busy on the next sale

How do you recognise one? There is a way before you recruit them…

Sales Superstars

A good salesman gets in more business than he costs you to run and make your company more money than that. A bad salesman is a drain on your company. It can be almost impossible to sort the good from the bad.

Almost, but not impossible.

When you recruit a salesman you need to aim for the star salesman. Don’t be put off because you think can’t afford them.

The star salesman psychological profile is formed during their early childhood and you may catch one before they realise they’re great. Or you may find one who was burnt out and is ready to rejoin the fray.

Either one doesn’t require vast amounts of money. Remember even if you paid them 5 times what you pay yourself and they brought in 20 times more in profit would their salary even matter?

The Drive Behind Sales Super Stars

The 3 Types of Sales Staff

According to psychological research a super star salesman is driven by two factors: ego and empathy. Finding those with the right mix of both can be challenging – but ultimately very rewarding for your company.

Too much ego and they get the sales but at a huge cost to you in terms of customer and internal relationships bruised or destroyed by the ego-driven salesman. These are the types of salespeople I’ve called the Sales Wolf, they’ll do almost anything for their commission.

The type of salesman I’ve called the Sales Sheep has way too much empathy and they end up discounting so deeply and being so completely on their customer’s side that you’ll lose money on deals that would normally be profitable.

Now you know how to tell sales sheep from sales wolves you want to find out how to get sales superstars. Check the next article in this series.

Success and Failure – Building a Sales Culture Where Sales People Want to Be

In sales and specifically in sales leadership what does success look like? Yes success is attaining the financial targets we have, but what else?

Success must be more than an event for individuals to aspire to. Success must become part of who they are – part of their DNA. Part of how they act and carry themselves. The confidence that comes with success is essential of a sales person to build solid rapport with their client. Success must become an essential part of the Team. It must become a way of operating, an expectation that is held by every sales person and sales manager on our Teams.

Success becomes an intrinsic component of every individual. However, so too does the response to failure. In order for a Team and an individual to grow, they must experience both success and failure.

The important thing in this, however, is how the organization, leader, and individual respond to the failure. Do they see this as an opportunity to learn and better their craft? Can they put aside ego and feel comfortable sharing it?

Sales is competitive. Success equals payment; failure equals missed opportunity. How then do we, as enlightened leaders build a sales culture where we can encourage sharing of the traps we have fallen into in order to grow the overall knowledge of the organization and provide others the benefit from our experience? Is this a function of the comfort level of the team with their Leader? Or is this cultural dynamic a larger organizational drive?

On an individual level we must determine not only the strengths and weaknesses of our team members, but also their unique motivation. Like a maestro playing the orchestra, a Leader must use the right instrument at the right time. The instruments themselves need to be ‘in tune’. Tuning the instruments (motivating the staff) is contingent upon knowing each person – their likes, dislikes, dreams and goals – extremely well.

At a micro level how the person feels determines their success. We all make decisions based on emotion and the. Proceed to justify the decision with logic.

Fear is one such motivator. Some Leaders lean heavily upon this particular emotion. But fear is subtracting from the Team – leeching energy at every turn. Fear grows and build upon itself until it creates deep crevasses in the Team and becomes a trap that the Team can fall into and cause fragmentation in the Team structure. Yes, in this case the manager/leader may make their targets but it will be upon the broken backs (and spirits) of their Team.

Recall Maslow’s Hierarchy of Needs. Basic needs must be met before ‘higher level’ needs can be attained. Ignoring this with our Teams will result in a combative, divisive, nest of vipers as Team members position to be the favourites of the Leader.

I also believe that one emotion we, as leaders, do not capitalize on enough is the need to belong. The need to be part of something special and to be able to point to an achievement with pride and say, ‘I was part of that.’

Of course compensation is also a critical piece of the puzzle. This, however, is merely a function of appropriate goaling. At the same time, most salespeople need to see and feel the link between hard work and results and recognition. Recognition and Celebration is a topic that is typically left behind as organizations look at motivating Sales Teams. By this, I don’t mean the Presidents Club or other corporate award, but simple consistent recognition for the normal work as well as the extraordinary. For the individual that consistently hits ‘base hits’ or steps out of their comfort zone to share some pertinent learning. A clear strategy and tactical plan on this front will build morale and add significantly to the sense of Team.

How You Can Recruit Sales Super Stars – Part 3 – The Recruitment Process

Briefly the steps you must take to get a real sales superstar are as follows:

  1. Design your job advert to scare off people who aren’t superstar material
  2. Do an initial brief phone interview to burn through the chancers
  3. Invite them to a non-standard interview
  4. Ask them to complete a skills assessment (at the right time in the interview)
  5. Check their CV and ask questions on it at the end of the interview
  6. Phone their references
  7. Try them on probation (hire or fire quick, depending on outcome)

Superstar Sales Recruitment Process

The whole process is all about finding the person with the right psychological profile.

That is, the a sales super star.

Bear in mind as you go through the process that not every great salesman has high-rankings in all the attributes of a star salesman. Hence step 7 in the process – the hire or fire decision.

Three vital steps from the recruitment process are advert design, the phone interview and the non-standard interview.

Job Advert Design

Attract the sales superstar by indicating the top level of income they could expect.

Don’t specify the income an average salesman makes.

Design the advert so that it’s clear you’ll know whether the interviewee is who you’re looking for.

Don’t limit potential candidates to your industry sector. A true super star will learn your target market quickly. However, you mustprovide training so that they can learn faster.

The Phone Interview

Use the phone interview to put them under pressure – can they handle it?

Can they handle rejection? Or do they simply go away?

Typically a phone interview will allow you to burn through 80% to 85% of everyone who applies leaving you with a more manageable set of potential sales super stars to interview.

Non-standard Interview

This interview is in three parts. building rapport, skills assessment and CV review.

You can see from the number of parts to the interview that it takes longer to do than most normal interviews – but results in a better breed of salesman in your company.

It also quickly finds out whether the person is a sales super star, or not.

As I’ve noted in elsewhere, empathy and ego need to be in the right balance to create a sales super star.

We can find that out by using a psychological profile based interview. This type of interview allows us to explore how the interviewee was regarded during childhood, the sort of things they enjoyed and how they were shaped by their experiences.

As a by-product this part of the interview creates deep rapport so that you can ask very deep questions and expect to get truthful answers, or make the candidate very uncomfortable if they’re lying.

Once you’ve established the deep rapport get the candidate to assess their own skill levels on the key attributes of the super star salesman.

Finally you review the salesman’s CV and ask probing questions which usually result in truthful answers because they’re still in deep rapport with you.

Move quickly to recruit when you’re interviewing superstars as once they start looking they’ll be snapped up.

Also be prepared for them to leave one day because superstars are also entrepreneurs too. And they’ll want to work for themselves in due course.

How Can You Tell Your Salesman Isn’t For You

One word of warning you may find your super star salesman doesn’t bring in the business for you.

It could be they weren’t interested in your business at all and were using you as a stop gap. Or they discover they don’t really like your sector.

Don’t hang about find out as early as possible. You’ll notice little or no activity and/or no sales, or they’ll complain – often. Obviously your particular sales cycle depends on your industry so you’ll know how soon a good salesman should be getting sales. If you don’t ask around. If they don’t fit for whatever reason let them know and let them go.

Keeping on salesmen who aren’t interested does nobody any good – least of all your bottom line.

Guidance for New Sales Managers: Reviewing Opportunities – What Should You Look For?

You’ve finally made it! You have your first role as a Sales Manager. Then the reality hits you. Not only will you have to manage your people and your clients, but you will have to learn how to do opportunity reviews and forecasting for your leader.

If you’re fortunate you will be taking a role from someone who was organized well. If not, perhaps there will be a mentor in your new organization that will help you learn the ropes.

But what happens if there isn’t a ‘buddy’ to lean on? What do you do and what do you ask? Before going into a full panic, pause. Remember that you may be a Sales Manager now but the operative word is Sales. You have been there. You know how a deal works. Just because the word manager has been added to your title doesn’t mean that you forget/lose your selling skills.

With this in mind consider the following questions and facts.

1. You will need to make a forecast for your management team and that forecast should have a minimum variance (positive or negative).

2. It is your role to question, coach, lead, assist your team in accelerating deals. You can only do this if you know about the deals and you have all the relevant information you might need.

3. Does your management look at a factored funnel (dollar value x probability) or a deal by deal view?

4. Now you should have some questions in the ‘kit bag’ for your Team members. First you need to look at the probability of a deal closing this month. If someone has a deal listed at 75% probability, what is stopping them from closing it this month? What help do they need to move the deal forward?

5. Next you need to look at the aging of opportunities as you examine a Team member’s funnel. How long have opportunities been open? What percentage are they sitting at? What is the next step the salesperson is committing to to advance the deal? What is the typical sales cycle by product and service? Given the duration of the sales cycle does the length of time in the funnel seem reasonable?

6. It’s time to drill a bit deeper on the opportunities. Who has the Salesperson been meeting? Why do they need the product/service right now? What is the impact of the customer doing nothing? What is the customer’s timeline to make a decision? Lastly, who from your executive has relationships and how can they be leveraged?

7. As part of your first few meetings, ask the salesperson for a firm commitment on what is coming in. Here’s some things to remember though. A ‘zero’ is not acceptable. Every salesperson should have something in their funnel that they are working at closing. A committed deal must come in or be replaced by a deal of like size (preferably the deal that was called will come in). With the committed deals what needs to be done to deliver these in your favour?

With a critical and discerning eye you should be looking at the details. Not to institute a ‘big brother’ mentality, but rather to prepare your Team member for the best possible success and to share your approach and thoughts to make the opportunity stronger.

For me I believe the role of the Sales Manager/Sales Director is one of the most influential roles in any organization. Not only do you guide the ambassadors of your company, you are the conduit of information to your organization and the voice of your customer back to the company. Enjoy the role and have fun as you develop and help your Team Members to develop.


Guide to Wholesale Salon Equipment

Salon furniture represents all the furniture as well as all equipment being used in beauty salons, hairs salons, spa or barber salons. Some of items are shampoo units, barber chairs, beauty styling chairs, manicure tables, styling stations etc.

Do you judge a book by its cover?

I don’t know the answer to that question, but you must keep in mind that 90% of your new customers will judge your salon by its interior. Customers view of salon’s quality of service is based on the salon’s look. Have your salon set up well, fine decorated and enjoyable and you’ll have many customers returning to your business over and over again.

Look is everything, so keep that in mind when shopping for your equipment.

If customers are expected to pay more for their hair cuts and salon services, then you as a salon owner are expected to provide them quality salon equipment to attract customers.

Choosing the right style for your salon isn’t always right and keep in mind that old fashioned and worn-type look salons do not appeal to clients. Maintaining as well as regular redecoration of beauty salon equipment is a must for every serious salon owner (if one of business goals is increasing the number of clients).

When buying from wholesale sources, keep in mind that you must buy from a reputable source or from an well established business. Frauds are not something that can be neglected these days and not many online shoppers can say that their online shopping experience has been always a pleasant ride.

Cost and quality of salon equipment

Keep in mind the cost of the equipment, salon equipment is available to fit everyone’s budget and Zurich-Beauty Salon Equipment store can provide you with low budged salon solutions as well as with complete salon packages.

Keep in mind that the equipment you’re buying must be durable, because that way it will serve your business for the years to come. Even thought your salon is not equipped with expensive or custom designed salon equipment, you can still have your salon look like a million dollars:)

Trust your vendor!

Customer service must be reliable and available during most part of the day. A good customer service can help you save money and claim discounts or guide you step by step through your purchase process. Most vendors offer live support through our web site or over a tool free phone call, because we know how hard it can get when shopping for salon equipment and furniture.

Good taste can’t be bought

Plan your salon’s layout – the arrangement of styling chairs and styling stations, reception desks and other salon furniture can contribute to the overall salon look. You can make your salon look classy or just thrown together – so be careful.


So you see, buying wholesale salon equipment is not as easy as it looks. Always keep in mind tips outlined above or hire a professional to do the work for you.