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By Chetan Mongia, Owner/Director of Vision Blonde

If there’s one thing, I’ve learned in my years of running salons, it’s that the heartbeat of any successful business isn’t just the clients - it’s the team. Your stylists, colourists, and apprentices set the tone for everything: the service, the energy, the brand identity. But too often, salon owners focus on the bottom line while overlooking the culture that makes long-term success possible.

In 2025, it’s time for salons to rethink how they build and nurture their teams. The industry continues to rapidly evolve, and with it, the expectations of both staff and clients. So, what’s working and what’s not? And what do we need to shift moving forward?

What Works: Investing in Training & Career Growth

If you want a high-performing team, you need to invest in their growth. Training isn’t just about skills; it’s about confidence, creativity, and longevity in the industry. With me being in Vision Blonde since Aug 2024, I’ve already seen how ongoing education transforms a stylist. Regular, structured training on technical skills like cutting fundamentals, colour knowledge and social media strategies, keeps our team sharp, but more importantly, it keeps them engaged.

The best teams are built on continuous learning, not just an onboarding session and an occasional workshop. We have without fail weekly education sessions, monthly catchups & every quarter reflection on their goals, brainstorming how together we can achieve those goals. When staff feel like they’re evolving, they stay longer - and they perform at a higher level.

What’s Not Working

One of the biggest mistakes I see in salon culture - and in all honesty, I’ve been guilty of it in the past until a session with Kym Krey in 2021 opened my eyes - is the expectation that new hires will “figure it out” on their own. Many salons still operate under an approach where apprentices are put onto the floor without proper mentorship. This results in a high turnover rate, burnout, and inconsistent service.

Instead, we need structured pathways for career progression. Think about implementing clear goals for junior stylists, setting up shadowing opportunities, and creating a supportive space where team members can ask questions and make mistakes without fear.

The Challenges: Managing a Multi-Generational Team

Salons today often have a mix of seasoned professionals and Gen Z stylists and bridging that gap can be tricky. The new generation prioritizes flexibility, digital engagement, and a strong work-life balance, whereas older stylists may value traditional salon structures. Finding ways to align these perspectives is essential.

A great way to do this is through open communication. Team meetings where everyone has a voice, mentorship pairings between experienced stylists and newer ones, and fostering an environment where respectful feedback flows both ways, are all key.

The 2025 Shift: Creating a Culture of Ownership

Looking ahead, salons that thrive will be the ones that create a culture of ownership. This means moving away from a top-down leadership style and instead fostering a team where every stylist feels heard and will share their concerns without any hesitation.

Encourage team members to take initiative - whether it’s leading training sessions, contributing to social media, or shaping the salon’s brand identity. When people feel valued and involved, they’re more likely to stay committed and motivated.

Final Thoughts

As we progress in 2025, the biggest shift salon owners can make is prioritising people over process. A strong, well-trained team that feels supported and empowered will always outperform one that’s just showing up for a pay check.

@visionblonde @chetan.mongia