In the nail industry, people are the “soul” of the service. Customers may visit because of convenient location or attractive advertising, but they will only return when they are served by skilled workers with professional attitudes and suitable styles. Therefore, evaluating worker performance in a fair – transparent – motivational manner not only helps optimize operations, but is also the foundation for building a long-term brand for Vietnamese nail salons in Europe.
- Performance dashboard: clear data – quick decisions
- With SPS’s S-POS system, each worker is attached to a transparent dashboard. Important indicators include:
- Actual working hours: track shifts, customer service time, avoid overwork without being recognized.
- Revenue/hour: measures productivity based on the value of services and products sold together, helping salon owners correctly assess the “value created” of each worker.
- NPS/customer rating: through scores or direct feedback after the service, ensuring quality is not only measured by money but also by experience.
- Add-on rate (service/product sales ratio): reflects customer consulting and care skills, increasing sustainable profits.
- All of this data is displayed visually and is easy to read, helping salon owners have a clear basis when communicating with workers, avoiding feelings of “bias” or emotional assessments.
- Flexible reward mechanism: creating the right motivation
- A good worker not only beautifies customers, but also contributes to retaining and attracting new customers. However, to maintain the team’s energy, salon owners need a clear, fair and flexible reward mechanism. SPS suggests the following principles:
- Regular KPI bonuses: based on revenue/hour, customer retention rate, or number of positive reviews.
- Seasonal bonuses: during peak periods (Christmas, wedding season, summer travel), set appropriate KPIs and have separate bonuses to encourage workers to speed up.
- Team bonuses: applied when the whole salon achieves a common goal, creating a spirit of solidarity and mutual support.
- Worker level & promotion: build a clear development roadmap (Junior – Senior – Master). Each level has its own KPI policy, benefits and bonuses, helping workers see their “career path” instead of just working for a short term.
- Fairness & transparency: the key to retaining talent
- One of the biggest difficulties for Vietnamese nail salons in Europe is retaining good workers. Good workers often have many options, and if they feel unfairly evaluated, they easily leave. On the contrary, when the system is transparent, everyone understands why there is a difference in salary and bonuses, and the commitment will be higher.
- Salon owners can also periodically organize monthly or quarterly “performance reviews”, using dashboards for frank discussions. As a result, instead of judging, the conversation becomes an opportunity to orient development, recognize efforts and encourage spirit.
- Link to brand values
- When technicians work in a fair evaluation system, they will be proud and transmit positive energy to customers. This not only helps increase revenue, but also enhances the brand value of the nail salon – a place where customers feel professional and stable.
CTA – KPI sample document for salon owners
- To support salon owners in building a clear and professional technician evaluation process, SPS provides a free “KPI policy sample file by rank”. This document includes:
- KPI structure by each technician position (Junior, Senior, Master).
- Suggested index set for nail industry.
- Flexible bonus form according to KPI and season.
👉 Contact SPS to receive sample files and get advice on configuring KPI directly on the S-POS system, helping to manage the team fairly – transparently – creating long-term motivation.
