You found a great candidate, made the offer, and they accepted. Now what? The onboarding experience shapes everything that follows—confidence, productivity, and retention. Poor onboarding is a top reason new hires leave within the first year. This guide ensures your new team members feel welcomed, prepared, and set up to build a successful career at your salon.
Before Day One: Preparation
Great onboarding starts before they walk in. Prepare everything so their first day is smooth, not chaotic.
- Prepare their station with all necessary tools and supplies
- Set up their schedule and book initial appointments
- Create login credentials for salon software/POS
- Prepare a welcome packet with policies and procedures
- Inform the team about the new hire and their role
- Plan their first week's training schedule
- Order business cards and name badge if applicable
Pro tip: Send a welcome email before day one with what to expect, what to bring, and where to park. It reduces first-day anxiety.
Day One: First Impressions
First day sets the tone. Make them feel welcomed and valued, not overwhelmed.
- Greet them personally when they arrive
- Give a full tour—introduce everyone by name
- Show them their station and supplies
- Review the schedule and expectations for the week
- Complete necessary paperwork (if not done beforehand)
- Pair them with a mentor or buddy
- Take them to lunch with the team
- End the day with a check-in conversation
Week One: Foundation
The first week builds the foundation. Focus on systems, culture, and basic expectations.
- Train on salon software and booking system
- Review product lines and retail approach
- Cover consultation process and client communication standards
- Explain pricing, tipping, and payment procedures
- Review scheduling policies and time-off requests
- Shadow experienced stylists during services
- Start with simpler appointments, building complexity
- Daily check-ins to answer questions and address concerns
Month One: Building Confidence
By month's end, they should handle most services independently while still having support available.
- Gradually increase appointment complexity
- Observe their services and provide constructive feedback
- Review client feedback together
- Check their understanding of upselling and retail
- Introduce them to regulars who can become their clients
- Begin building their personal clientele
- Set initial performance goals together
- Conduct a 30-day review meeting
Pro tip: The 30-day review should be a two-way conversation. Ask what's working, what's confusing, and what they need to succeed.
Days 30-90: Integration
The remaining two months focus on integration—becoming a full team member with growing independence.
- Reduce supervision as confidence grows
- Include them in team meetings and decisions
- Provide advanced training on specialty services
- Help them develop their signature style or specialty
- Track client retention and rebooking rates
- Address any performance concerns promptly
- Conduct a 90-day comprehensive review
- Discuss long-term career path and goals
Essential Documentation
Have these documents ready and organized before day one. They prevent confusion and protect both parties.
- Employment agreement or independent contractor contract
- Employee handbook with policies and procedures
- Commission or compensation structure in writing
- Schedule expectations and time-off policy
- Dress code and appearance standards
- Client handling protocols
- Safety and sanitation procedures
- Performance review criteria
The Mentor System
Assigning a mentor accelerates onboarding and builds team connections. Choose the right person.
- Select a mentor who embodies your culture
- The mentor should be experienced but approachable
- Compensate mentors for their additional responsibility
- Have mentors meet with new hires daily in week one
- Mentors should be available for questions throughout the day
- Gradually reduce mentor involvement as independence grows
Common Onboarding Mistakes
Avoid these pitfalls that lead to early turnover and frustrated new hires.
- Throwing them into a full schedule on day one
- Skipping the tour and introductions
- Not having their station ready
- No clear expectations or goals
- Leaving them to figure things out alone
- Overwhelming them with information at once
- Not checking in regularly during the first weeks
- Skipping the 30 and 90-day reviews
Frequently Asked Questions
Formal onboarding should span at least 90 days, with decreasing intensity. Week one is most structured, month one builds foundation, and months two-three focus on integration and independence. The 90-day mark is when you evaluate fit.
It depends on their experience level. Experienced stylists can start with lighter appointments after orientation. New graduates should shadow for several days first. Never throw anyone into a complex service on day one.
Address concerns early—don't wait until the 90-day review. Have honest conversations, provide specific feedback, and create an improvement plan. If there's no improvement by 60-90 days, it's usually better to part ways than to drag it out.