Managing Nail Tech Schedules: The Commission vs Hourly Debate

Ask ten nail salon owners how they pay their techs, and you'll get ten different answers. Some swear by commission. Others won't touch it. A few have created hybrid models so complex they need spreadsheets to explain them.

The truth? There's no universal right answer. But there is a right answer for your salon, and finding it requires understanding what you're actually optimizing for.

The Case for Commission

Commission-based pay aligns incentives beautifully. When your nail techs earn more by doing more, they're motivated to:

• Fill their books
• Upsell services
• Build client relationships (rebooking = more income)
• Work efficiently

The math is simple: a tech earning 40-50% commission on a €60 service takes home €24-30. She's directly rewarded for her skill and hustle.

Commission also makes your costs variable. In slow months, your payroll adjusts automatically. You're not paying for empty chairs.

The Case for Hourly

But commission has a dark side.

Nail techs on pure commission live with financial uncertainty. They can't predict their income. They stress about slow days. They may rush clients to squeeze in more appointments, sacrificing quality.

Hourly pay solves these problems. Your techs know exactly what they'll earn. They can plan their lives. They don't feel pressure to rush.

For newer techs still building clientele, hourly pay provides the stability they need to develop skills without starving. For experienced techs who value work-life balance over maximum income, hourly feels like respect.

What the Data Says

Salons that track their numbers closely often discover surprising patterns:

Commission works best when:

• You have experienced techs with established clientele
• Your booking system is efficient (minimal gaps)
• You offer high-margin services like nail art
• Your location has consistent foot traffic

Hourly works best when:

• You're training newer techs
• Your schedule has unpredictable gaps
• You want consistent service quality over speed
• Your techs value stability over upside

The Hybrid Approach

Many successful salons land somewhere in between:

Base + Commission: A modest hourly rate (covering slow periods) plus commission on services. This provides security while maintaining motivation.

Tiered Commission: Lower commission rates for basic services, higher for premium. This encourages upselling without penalizing bread-and-butter work.

Team Bonus: Individual hourly or commission, plus a team bonus when the whole salon hits targets. This encourages collaboration over competition.

The Scheduling Connection

Here's what most owners miss: your pay structure only works if your scheduling works.

A commission-based tech can't earn if her book has gaps. An hourly tech costs you money when she's sitting idle.

The solution isn't just choosing the right pay model—it's building systems that fill schedules:

• Online booking that captures clients 24/7
• Automated reminders that reduce no-shows
• Smart scheduling that minimizes gaps
• Analytics that show you where time is being lost

When your chairs are full, both commission and hourly work. When they're empty, both fail.

Having the Conversation

The best approach? Ask your nail techs what they want.

Some will surprise you. That experienced tech you assumed wanted commission might crave stability. That new hire might be hungry for performance-based pay.

Offer options when you can. Let techs choose their structure, within limits that work for your business. A team where everyone has chosen their own compensation model is a team that's bought in.

Making the Transition

If you're switching models, do it thoughtfully:

1. Announce early. Give at least 30 days notice.
2. Run parallel. Calculate what techs would earn under both systems for a month before switching.
3. Guarantee minimums. During transition, guarantee no one earns less than they did before.
4. Track obsessively. Know exactly how the change affects everyone.

The Bottom Line

Commission vs hourly isn't about finding the "best" system. It's about finding the system that attracts and retains the techs you want, while keeping your business profitable.

The right answer for your salon depends on your team, your market, and your goals. But whatever you choose, make sure your scheduling and booking systems support it.

A great pay structure with a broken schedule is just a recipe for frustration.