Why Your Hair Apprentices Need a Reward System (Yes, Just Like Your Stylists)

Let’s be honest. We set monthly targets for our hair stylists without even thinking about it—retail, rebooking, service goals, all the usual. But when it comes to apprentices? Suddenly we tiptoe around structure because “they’re still learning.”

Here’s the thing:

They are still learning… and that’s exactly why they need targets.

A reward system isn’t about pressure. It’s about giving them direction, boosting their confidence, and helping them behave like the stylists they’re becoming—not the assistants they currently feel like.

So let’s build one that actually works.

1. Treat Apprentices Like Future Stylists, Not Spare Hands

If your stylists have goals, your apprentices deserve them too.

But make them apprentice-friendly, not stylist-level.

Targets give them:

• Purpose

• Progress

• Accountability

• A reason to push themselves

You’re not creating pressure—you’re creating momentum.

2. Set Monthly Targets That Are Actually Realistic

Pick 2/3 targets that are achievable for your hair apprentices.

This is where you keep it simple but powerful.

Skill-Building Targets

• Complete a full cut on a model start to finish

• Improve timing on a blow-dry

• Tick off assessments they’ve been sitting on

  
  

Nothing wild. Just consistent forward movement.

Salon Flow Targets

• Keep trolleys prepped like a pro

• Backwash area spotless — no reminders

• Assist stylists without the “Can you just…?” prompt

The basics matter more than people realise.

Client Experience Targets

• Confident greetings every single time

• Deliver those “omg that shampoo was incredible” moments

• Practice consultation scripts with models

You’re shaping them into stylists who care about client experience, not just technique.

Mini Sales Targets (because why not?)

Yes, they can absolutely get involved in sales — and it builds insane confidence.

• Sell 3 retail products

• Upsell 5 treatments (your backwash area will thank you)

• Rebook 3 clients

These goals aren’t about numbers. They’re about getting comfortable having conversations.

3. Make the Rewards Worth Winning

No one is motivated by “well done, sweetie” energy.

Think simple but meaningful:

• A product they love

• A coffee run on you

• A training day THEY get to choose

• An Apprentice of the Month shoutout

• 1:1 development time

• A little voucher

  
  

It’s not the cost—it’s the recognition.

4. Track It Like You Mean It

A monthly checklist they can see and tick off?

Game-changing.

It gives them:

• Clarity

• Accountability

• Progress they can literally see

• A sense of achievement

And you get an apprentice who actually knows where they’re heading.

5. Celebrate Their Wins Out Loud

There is nothing more motivating than hearing “You smashed it this month.”

When they pass off a service? Celebrate it.

When they upsell their first treatment? Make it a thing.

When they show initiative? Highlight it.

Loud praise builds confident stylists. Quiet praise builds doubt.

If you want apprentices who grow into strong, capable stylists, you have to give them structure, direction, and recognition. Targets aren’t harsh—they’re helpful. And a reward system isn’t a “bonus”—it’s a tool for leveling up your future team.

Give them goals. Track them. Reward them. Celebrate them.

Build the kind of training culture that actually creates great stylists.