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YOU’VE GOT YOUR APPRENTICE – THIS WILL HELP YOU KEEP THEM

YOU’VE GOT YOUR APPRENTICE – THIS WILL HELP YOU KEEP THEM

YOU'VE GOT YOUR APPRENTICE – THIS WILL HELP YOU KEEP THEM

Three salon employers share what you need to ensure that once you have an apprentice, they’ll stay and they’ll flourish.

F&M Hairdressing team Glasgow

Brian MacMillan and the F&M Hairdressing team

Getting them in the door is hard enough, but keeping apprentices is a tough challenge too… and you might need to take a new approach. As part of National Careers Week and Scottish Apprenticeship Week, we’ve teamed up with The Industry – the CIC showcasing the brilliant opportunities for a life in hairdressing – to see what essentials tips this selection of Scottish salon employers are sharing. 

Make them feel supported and part of the (salon) family 

“There is a massive focus on mental health these days, and ensuring your team members are in the right head space and not riddled with anxiety over exams,” explains Philip Bell, creative director at Ishoka, Aberdeen. Philip meets with apprentices individually every Tuesday to discuss how they are doing in their work life, personal life and training programme. A personalised plan is then created for each apprentice that aims to resolve any personal or professional issues that may have been raised. He adds: “Team days out are also a great way to make them feel like part of the family. We love letting apprentices take part in any activities such as photoshoots or stage work at industry events and attending awards ceremonies – this gives your apprentices a great insight into what the future may hold for them.” 

At F&M Hairdressing, co-founder Brian MacMillan makes sure that EVERYONE on the team spends time with the newbies to make them feel at home. “I am a firm believer that apprenticeships are more than just education; it’s about working together to achieve their goals,” he explains. “They are introduced to the wider team and will spend time with each of our senior team members in order to begin to build a relationship and feel settled in.” 

Phillip Bell Ishoka

Phillip Bell mentoring at Ishoka, Aberdeen

Jason and Josh Miller with trainees

Jason and Josh Miller with Charlie Miller graduates

Show them what you have planned… and keep in touch 

Managing continuous communication through briefings, mentorships, and regular meetings is essential to their personal and professional growth and stability, says Jason Miller, managing director at Charlie Miller salons in Edinburgh. “Each trainee follows our ‘Learning Timeline’ which begins in their first week and follows them throughout their career; this gives them and their manager clarity on their progress, sets expectations and ultimately, helps them develop their emotional intelligence.” 

When an apprentice joins F&M Hairdressing, co-founder Brian MacMillan sits down with them to create an individual plan. “This allows us to work at a pace they are comfortable with and ensure they meet their goals in a timely but high standard manner,” he explains. “Once their programme has begun, we check in weekly then hold a quarterly session where we review the journey planner. Communication is vital, and monitoring progress at every opportunity is key.” 

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APPRENTICES ARE A RARE BREED – THIS IS HOW YOU FIND THEM

APPRENTICES ARE A RARE BREED – THIS IS HOW YOU FIND THEM

APPRENTICES ARE A RARE BREED – THIS IS HOW YOU FIND THEM

You want to train tomorrow’s talent, but new blood is hard to find. Salon owners making it work for them share their seven secrets.

Brian MacMillan, Justin Mackland, Josh Miller

Brian MacMillan, F&M Hairdressing, Glasgow. Justin Mackland, Ishoka, Aberdeen. Josh Miller, Charlie Miller, Edinburgh

If you’re a salon employer, you know just how tough it is to entice apprentices into hairdressing and barbering, with apprenticeship starts at a scary low. So, just how can you attract the next generation? With National Careers Week and Scottish Apprenticeship Week hitting this week, we’ve teamed up with The Industry – the CIC showcasing the brilliant opportunities that careers in hairdressing can bring – to help you find those talents of tomorrow.  

 

Speak to them where they live – on social media 

“Before applying for an apprenticeship, Gen Z’s will likely scope a hairdressing business out first on. social media, so it’s more important than ever to be active and current and on as many platforms as possible,” explains Josh Miller, managing director at Charlie Miller salons in Edinburgh. “Social media is the shop window to reach young people and helps them immediately see who we are as a company, what we believe in and what career opportunities are available. We try to make it easy for someone who is interested to get in touch.” 

 

Show off how much fun you’re having! 

“We live in a world where everyone is on their phones, so by creating fun, effective content you will attract the up-and-coming into your salon,” says Justin Mackland, stylist at Ishoka in Aberdeen. “An industry that is not familiar is daunting, so ensure you really grab the essence of how amazing your team are and how fantastic the salon is.” 

 

Get in with your local schools… and be approachable 

“We’re aware that being a luxury salon can be intimidating to teens; getting out into schools and becoming familiar figures in the community can really help to bridge that. Making connections early on and being open and honest about what to expect has garnered lots of interest,” says Josh Miller. “We are building a strong presence in local schools, and currently have a relationship with DYW (Developing the Young Workforce) in Edinburgh & The Lothians. This enables us to talk directly to interested pupils about pathways into the industry.”  

Phillip Bell, Ishoka, Aberdeen

Phillip Bell, Ishoka, Aberdeen

Jenni Gibb, Charlie Miller, Edinburgh

Jenni Gibb, Charlie Miller, Edinburgh

Share the success stories – so potential recruits can see what’s possible 

“We ensure that we shout about the success stories we pride ourselves on,” says Brian MacMillan of F&M Hairdressing in Glasgow. “It’s important for us to continue to showcase our offerings, the industry opportunities and the different paths available to attract a new generation of apprentices.” 

 

Know what makes them tick… and support their journey 

“As a mentor, ensuring your apprentices are up to date with where they are at with their training is essential,” says Philip Bell, creative director at Ishoka. “Spend time with your apprentices and find out what makes them tick in hairdressing.” 

 

The next gen wants to know who they’re working for – be transparent 

“These days, potential employees want to know about your values, who you are as a company, and what you stand for,” says Jenni Gibb, wellbeing & development manager at Charlie Miller salons. “They’re asking things like: “Is there a mental health policy? What is being done to reduce the carbon footprint? What’s the workplace wellbeing like?” 

 

Not everyone learns the same – show you’re cool with that! 

“We are currently training our management on neurodivergence awareness, to give as much support to our neurodivergent staff as possible,” says Jenni Gibb. “The emphasis is on ‘differences’ not ‘difficulties’. It may mean we need to change our approach when teaching, or that our employee may use out-of-the-box thinking when they learn. Coupled with this, we have an in-house mental health support team, who are available to all staff.” 

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WHY GOING GREY IS GOOD FOR BUSINESS

WHY GOING GREY IS GOOD FOR BUSINESS

SILVER LINING

For decades, we’ve been taught to cover grey. Now we should help clients embrace it, says colourist Nancy Stripe – it could be the best thing you’ve done for your business in years.

Nancy Stripe

When it comes to grey hair, real change is afoot. In 2024, it’s a statement of confidence and intent. Whether on the red carpet (Emma Thompson, Lady Gaga, Andie McDowell); among the fashion crowd (British Vogue’s Sarah Harris, Erin O’Connor, Jan de Villeneuve); or even on the world stage (Christine Lagarde and Princess Caroline), women of all ages are embracing a hair colour that for many years was seen as a sign of “letting yourself go”.

Leading the charge here in the UK is colourist Nancy Stripe (owner of Stripe Studio in Handforth, near Manchester), whose interest in grey was piqued when several of her clients who worked in and around fashion (30-, 40- and 50-year-olds) said they’d had enough of their male counterparts being labelled Silver Foxes and decided to wear their Silver Vixen crown. Stripe’s decision actively to market to grey conversion clients has not only been lucrative for her business (clients have been known to spend £600+ in a single appointment), it’s also led to a new education course, Embrace the Grey, that’s rolling out this year in partnership with L’Oréal Professionnel Paris.

So, when is it time to have a conversation about going grey? “As early as possible,” says Nancy, “because if you start blending the grey earlier, the eye gets used to seeing the grey in the hair. When women wait until they have a more solid amount of grey, they go from looking like they’ve got solidly warm colour hair to maybe being fully grey, and that jump is too much. It makes them feel old.” Clues to look out for that a client might be ready and willing? “When they say they’re sick of coming to the salon every three to four weeks, or they’ve got a white band around the hairline. But lots of clients are still worried about what others might think, so you’ve got to be ready with the support and encouragement.”

Transitioning to grey is a long and winding road – you’re looking at around a year, with some challenging moments along the way – so that initial consultation is absolutely vital. Says Nancy: “Key questions to ask include, How much grey are they comfortable seeing? Do they want a more fashionable grey placement? Are they willing to consider a different – possibly edgier – haircut, or will they look to retain their youthfulness through sharper clothes and make-up? Grey hair is naturally coarser, so you will also need to assess the condition properly before going ahead with any lightening methods, and also how much lift the hair can take because that will determine how many sessions will be needed to achieve the finished result. It’s vital you give your client realistic expectations.”

Is it going to be expensive? Yes, it is. But as Stripe argues, it’s highly likely these clients are already investing in expertly applied Botox and fillers (subtle enhancements being the order of the day), so cost tends not to be a deterrent. “I am very strict with my clients. I let them know there will need to be treatment plans, specialist products and if you don’t think you can do it, we can always go back to full coverage.  But it’s usually three to four appointments down the line where they think, Okay, here we are. Bingo!”

Stripe has identified four distinct client types, each with a different attitude to embracing grey, and each, therefore, requiring a different approach in her chair.

• The Embracer (role model, the actress Andie MacDowell) is excited to explore their natural grey patterns and wants to keep as much of the natural as possible. She will be looking to get maximum longevity from the colour. You’ll mainly be using babylights and balayage with this client, with powerful lighteners (where the hair can take it) and glossing.

• The Blender (à la Jennifer Aniston) wants to work with her natural grey to create a new canvas of blonde and balayage through her hair. She wants to retain a definite coloured look and will be back in the salon every three months for top-ups. High-level lifting will be required, with lots of coverage but easy to grow out.

• The Illusionist (as illustrated by actress Sarah Jessica Parker) wants to look as close to her darker base as possible, but with a softer grow-out She’ll be back in the salon within eight weeks, like a global application would be, but with a gentler blend. She’ll mainly need coverage in foils, but perhaps also some lightening and glossing.

• And finally, there’s The Bold (think, model Erin O’Connor). She may want an edgier look, such as a solid piece of her natural grey in the hairline and the rest of her hair kept darker.

Potential problems to look out for? Clients will feel their hair is too light, as they are so used to being a brunette. In this case, darken only with low lights and leave grey placement. Highlights may go too warm so there is too much contrast against the grey. In this case, use the strongest lightener possible and in fine sections for maximum lift, alongside a treatment plan (Stripe swears by L’Oréal Professionnel Paris’s Absolut Repair Molecular). And if the tint used for coverage in lowlights is fading too warm against the natural, then it’s causing too much of a shift in the undercoat, so go with a cool reflect for a truer tone and a softer fade.

For decades, colourists have been conditioned to cover grey. Now, it turns out that helping your clients transition to grey is not only an impressive showcase of your technical skills, it may also provide you with incredible job satisfaction. Says Stripe: “I’m 40 next year and as you age, things change. You change, your clients change. My 20-year-old self would have thought having an older client base would be so boring. But now I know what great people these clients are to have in your life. The conversations we have are brilliant and quite exciting, actually!”

GOING GREY

 

  1. The start of Michelle’s journey and her two-week dreaded regrowth that made her re-think her approach to coverage.
  2. After starting to go lighter, she still felt like the regrowth line was too severe and wanted a much more natural grow-out.
  3. Session 2 of grey blending and we can see the grey is starting to become part of the fabric of her hair. Object today was to lighten the face frame and melt the colour together to create more depth and dimension.
  4. The result from session 2.
  5. L’Oréal photo-shoot day. Now very established in the grey blending technique, Michelle is getting four months in between salon visits. Today we got to try the new Dia Color shades as it offers up to 70 per cent coverage.
  6. Our stunning result. What a difference from when we first started!

Book the course:

Navigating Grey with Nancy Stripe

£220 per person

Leeds – 3 June 2024

Cardiff – 24 June 2024

London  – 12 August 2024

Edinburgh  9 September 2024

Register

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TRAUMA-DUMPING IS REAL AND HERE’S HOW TO COPE

TRAUMA-DUMPING IS REAL AND HERE’S HOW TO COPE

LEARN TO THINK DIFFERENTLY

Feeling overwhelmed? A new book will help you reconnect with life – and it’s been written with neurodiversity in mind.

How to love and be loved book cover
‘How to Love and Be Loved – Tiny steps to connecting with love and life’ book cover
How to love and be loved book illustration
Ink drawing illustrations of Indigo Violet by Mikyla Limpkin
When it comes to offloading emotional distress, hairdressers are out there on the frontline, listening to the stories, dispatching compassion, sharing love and all for the price of a cut and blow-dry. Customer conversations can be emotionally exhausting and sometimes so painful that they leave you lost for words in the moment and stuck with sadness long after the customer has left your chair. Where do you park this pain? How do you stay afloat? Who nurtures your needs?  

A new book, ‘How to Love and Be Loved’ is a step by step guide to re-connecting with life and rediscovering a love for life. “I have met so many people struggling with feelings of overwhelm and isolation,” says its author Mikyla Limpkin.” I want to help make their lives better. My lived experience led me to research so much that could help people, that I had to find a way to share the knowledge.”  

‘How to Love and Be Loved’ was designed with neurodiversity in mind and follows guidelines from the British Dyslexia Association in its layout, font and page colour. Short chapters and sub-chapters make reading easier for anyone with concentration issues, whether as a result of ADHD, stress or depression, and the key messages are illustrated to help visual learners alongside lots of opportunities for hands-on learning. With an estimated 55 per cent of hairdressers having either been diagnosed with, or related to, a neurodiversity such as dyslexia, autism or ADHD, ‘How to Love and Be Loved’ is particularly relevant within our industry. 

“I designed a book that is easy to read and could be scribbled in, where you could join a voyage of wellbeing, see the science behind various techniques, test them yourself and record what works for you,” says Mikyla.

Mikyla was determined to make the book beautiful and uplifting, which is where Indigo Violet came in. “She’s a character I drew in ink, who turned out to be quite cheeky and fun to be around.”

Every chapter begins with a drawing to illustrate the topic, often with a splash of humour. “Drawing Indigo Violet is quite entertaining for me – she’s a character who likes to live life to the full. If I’m ever feeling down, I think ‘now what would Indigo do?’ And I see her in my mind’s eye, leaping for joy, or getting some sky on her head, or getting into her body. I follow her lead and feel much better.” 
‘How to Love and Be Loved – Tiny steps to connecting with love and life’ is published by The Company of Smiles Ltd, RRP £12.99. Available from all good bookshops and online at Amazon.

How to love and be loved book illustration

Ink drawing illustrations of Indigo Violet by Mikyla Limpkin

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NEW VISIONARIES TEAM ANNOUNCED BY REVLON PROFESSIONAL

NEW VISIONARIES TEAM ANNOUNCED BY REVLON PROFESSIONAL

REVLON PROFESSIONAL ANNOUNCE ITS VISIONARIES TEAM 2024

The names were revealed following an intense final. 

Finalists for the programme gathered at the Westrow Academy to compete for a place on this year’s team. A year-long mentorship programme, directed by Revlon’s global ambassador, Mark Leeson, gives aspiring stylists the chance to supercharge their skill set. Opportunities include photo shoots, shows and demonstrations, as well as the chance to attend colour and cutting courses and social media workshops.

Judges Richard Darby from Mark Leeson, Emma Simmons from Salon 54, Steven Smart from Smart:EST 73 and Marney Lian from Gritt watched on as 18 finalists demonstrated their cutting and colouring skills in two heats. The day’s challenge was to recreate the photographic looks the finalists had submitted as part of their entry on the competition floor.

The Visionaries Team for 2024 is…

  • Sophie Cookson: Gray’s Salon, Leeds
  • Taylor Borthwick: Myka, Bathgate
  • Stephanie Dwyer: Teresa Weller Hair Art, Dorking
  • Hollie Varney: Salon Couture, Chatham

Commenting on the quality of the finalists, Mark Leeson said: “This was an awe-inspiring group of individuals. Calm under pressure but impressively creative, they came up with some seriously promising work. Being part of the Visionaries is an unmissable chance to push outside your comfort zone and experience things you’d never have believed were possible. I’m fired up for the year ahead. Our previous finalists have all gone on to flourish so let’s see what 2024 has in store for our next talented quartet.”

For their first assignment, the four Visionaries will be treated to a two-day colour and cutting course at the Revlon Academy in Leeds. “The Visionaries programme offers opportunities like no other. We have an incredible year lined up, all geared around giving this skilled team the tools, knowledge amd confidence to elevate their careers,” says Matt Horder, general manager of Revlon Professional UK & Ireland. “We’re excited to see this year’s lucky four absolutely shine!”

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