Celebrating Tales of Success, Leadership and Heroism VAULT SALON VENICE DAY SPA VON ANTHONY SALON Rocklin, CA thevaultsalon.com Rosie Wescott “During California’s shutdown, we finally offered outdoor haircuts for $50 from 7am-10am, three days per week. The appointments filled up almost instan-taneously, and the turnout truly warmed our hearts, making us even more eager to get back inside and reopen our doors to the public.” Venice, FL Venice-dayspa.com Heidi Aeppli “My husband and I purchased our own freestand-ing building and construction went on during the shutdown. The pandemic put us behind schedule and my spa designer went out of business and took $50,000 of our money. But we opened in September with a team of 18, and we’re still growing.” Frisco, TX VonAnthonySalon.com Amy and Kerry Hovland “With our team app, all styl-ists have the ability to have real-time data about client bookings, retain numbers and performance goals and indi-cators. It’s really driven our Kerry and Amy Hovland team to know their numbers and work toward their goals. It increased our service capacity by 25% and be-cause it eliminated the need for extra support staff, we’re saving $70,000 a year.” Phoenix, AZ vbarbershop.com Jim Valenzuela V’S BARBERSHOP Sevierville, TN Wanderlustsalonspa.com Jessi Sexton WANDERLUST SALON AND SPA Fargo, ND West13thsalon.com Janelle Finseth WEST 13TH SALON “Inclusion and equality is something we pay attention to regularly in our shops. Barbershops are one of the few, segregated business models in the world. We have to consistently aim for diversity in our employ-ees, which in turn brings the diversity in our patrons.” “To create an even more symbiotic relationship between employer and employee, we have daily goal bonuses. If a stylist hits Tier 1, they get a small bonus on their paycheck. Tier 2 gets a bigger bonus and Tier 3 is even bigger. This allows us to give our employees almost immediate reciprocity while additionally trying to grow their goals and increase their hourly pay.” “Our hiring and training systems were improved by the creation of written and repeatable systems for interviews and hiring. It became easier to take ac-tion quickly and intelligently when we experienced turnover of staff, and we could fill open positions with artists who fit our culture and core values.” Jim Valenzuela and his management team based in Phoenix, AZ. Ridgefield, CT whipsalon.com Amy Pal “During closure, we cre-ated a #RockYourRoots campaign around root cover up sprays and pow-ders. We sold them online and delivered them to our clients, so that they could look good and feel confident on their Zoom calls without reaching for box dye. We created informational posts and videos about how to apply sprays and powders.” WHIP SALON Tulsa, OK zstudiotulsa.com Beau Barbee and Drew Anderssen “We invested in a plan to help our team develop a savings plan. This program teaches them the basics of saving, one step at a time, including saving 10% of their tips. We want them to know they can save at their own pace and help them be prepared for emergencies.” Z STUDIO: THE ART OF HAIR Boulder, CO zinkehairstudio.com Jolene Zinke and Megan Robertson “We now ask that each employee donate two days a year to help in our local community. They have responded by delivering great service to awesome causes. One includes on-site haircutting for A Precious Child. This simple act of giving brings in an abundance of gratitude into our culture that contin-ues to spread.” ZINKE HAIR STUDIO 46 SALONTODAY.COM SPRING 2021