Manager Salary?

[trackerbuddy]

Originally Posted by Image Sun

Damn bro...why so negative? Are you having a bad day...want a cookie?

I see you've just met Brian...

[Glowtanning530]

I could use cookie.

[gottatanfl]

I wanna brownie

[gottatanfl]

You are going to have to pay 40-50,000 a year if you want to keep a responsible manager.

[Brian Oshman]

Damn bro...why so negative? Are you having a bad day...want a cookie?

I did it all for the nookie, so you can take that cookie and stick it up you a$$! Fred Durst

[thenewsundeck]

We like Brian 'round here...we will keep him...if you don't like it, well...(fill in the blank)!

[Glowtanning530]

Ahh Fred Durst a real poet! BreakStuff is my anthem during busy season and after dealing with all my girls

[Brian Oshman]

BreakStuff is my anthem

Agreed.

[EliteMike]

How about F-the world ICP

band sucks, but good song when you are frustrated.

[avalanche]

Whatever you do with the salary, make sure to get cameras and security into your computer systems from day one, because they will rob you blind when they see the volume of cash that comes in the door and there is nobody around to see them put a $20 her and a $100 here. make sure they always know that you are reviewing the tapes or that you are watching them live on a web based security system.
After 13 years in the business I can tell you that even your very best most trustworthy employee will eventually steal. It must be human nature because it always happens.
I have found that it doesnt matter how much you pay somebody, they will still only perform up to their own standards. As the owner, your standards will always be higher than theirs.
Good luck on the first store. It may make you rethink going for 2 more.

[raynchris]

Hey Image,
Welcome to the industry. First off, I have to agree to the camera system. If you don't plan to be hands on, you need $h!t recorded. Not just for theft, but also liability issues. Get one with sound and use a DVR system. Best Bet.

Second, IMO, I think your idea of a base rate is fine. Especially since you're not even open yet. But in turn, you will need to have someone motivated, eager and energetic. And somewhat intelligent. It would have to be 1) A person with prior salon experience. or 2) Someone with managerial qualifications. Or both. It all starts at the top. If your top spot is the weakest or at least not the strongest, your salon will fall apart before it's even started !

I would offer timeframe raises, as long as they are doing their job. 6 mos, 9 mos, 3mos, whatever ! Just for the fact that you're new and not sure what to expect. Plus its the slow time. For all you know you may not even make $500 your first week, who knows.

As for commision, I wouldn't do it on individual sales, because they would be fighting employees for sales. NOT GOOD. Better yet, maybe a % for client retention. Or a % for employee productivity. 6 new customers, 5 lotions sold. Thumbs Up. It would also consist of upgrade sales, total lotion sales and add on sales. That % would have to be based on what you are giving you're employees.

EX. Employees get 3% of all lotion sales. Manager gets 5% of all add on sales after and above, say $1000 in a week. Package sales excluded. They're not out there dragging customers in.( Just an example, numbers and timeframe are variables )

Just keep in mind what #'s your business plan is calculating. Earned Income as opposed to expenditures. Maybe then you can figure total payroll.

Hopefully some of this helped.

[thecabanatan]

I'm the owner and manager and make zip and here all the time

It's hard to find good employees like Tiffany said, finding a manger would be tough

good luck

[elitetanner]

Franchisors usually give shit advice anyway, not to mention they will probably end up telling you the agreement prevents them from giving this type of advice. salary.com is a good advice. Anyone who is spending a lot of time crunching numbers/paperwork/training should have a higher base and smaller commission percentages but if training is involved or facilitating the eft draft, then their should be bonuses involved. If you will be doing the crunching/papers/drafting then do a smaller base and higher commission. Therefor, they have a smaller job description so they have more time to focus on sales, and making you and themselves money. Retail sales, membership sales, and eft sales commissions should vary depending on the bonuses received and what you want them to focus on. Don't make membership sales and eft sales commission equal if you want a lot of cash in the bank b/c the manager may not really give a crap.
See what am saying?
EDIT**
non-compete, confidentiality, employee handbooks (WRITTEN BY YOU NOT THE FRANCHISOR) and a uniform policy are essential to not getting screwed. I also recommend an agreement that the employee will furnish a statement of resignation or the final paycheck will be withheld.