# Salon Training Metrics Template for the First 90 Days

A 90-day tracking sheet for salon and spa owners who want to see how new hires settle in, location by location. It defines four measures and how to count each one from your own records.

Updated October 27, 2026

## Salon training metrics, in short

Salon training metrics are a small set of counts an owner writes down before new hires start and then month by month: days until the manager's sign-off, who is still employed at 90 days, rebooking at checkout, and redos or complaints per 100 services. Owners of salon and spa chains use them to compare each location with its own starting point rather than with a promise. Elvina adds no figures; she drafts the lessons and checks behind each measure from your approved rules, available now.

Elvina adds no numbers of her own: you write your starting point, then a figure for each location and month.

## What happens on the free demo

- Book 30 minutes. Pick a time with Elvina's team. The demo is free and runs on Zoom.
- Show the team your goal. Bring one role or one procedure. The team shows how Elvina would handle it, using sample materials.
- Agree on the next step. You leave with a plan for the first step and its price. Nothing reaches your team until you approve it.

## When to use it

Start the sheet before the first new hire begins after a change, such as introducing a written training program, opening a new location or adopting one onboarding process for every salon. Without a starting point nobody can tell later whether anything moved. It fits nail salons, lash studios, hair salons and spas with two or more locations, and a single salon about to open another.

## How to fill it out

Keep the four measures and their wording for the full 90 days, so every month is counted the same way. Write each location's 90-day figure in its own column, adding a column for each extra location, and the figure for all locations together in each month column. Next to every figure, note how many hires or services it covers: with three new hires at one location, a single departure changes retention by a third.

Four measures for the first 90 days: what each one means and how to count it

| Measure | Definition | How to count it | Location A | Location B | Location C | Month 1 | Month 2 | Month 3 |
|---|---|---|---|---|---|---|---|---|
| Time to work alone | Days from a new hire's first shift to the manager's sign-off for the role | For each hire signed off in the period, count calendar days from the first shift to the sign-off date; write the middle value and the number of hires | __ days (__ hires) | __ days (__ hires) | __ days (__ hires) | __ days (__ hires) | __ days (__ hires) | __ days (__ hires) |
| 90-day retention | Share of new hires in the role still employed on their own 90th day | Take the hires who started in one month as a group. Once the last of them reaches day 90, check for each person whether they were still employed on their 90th day and count them against the whole group, by role and location; until then write «not yet» | __ of __ on day 90 | __ of __ on day 90 | __ of __ on day 90 | __ of __ on day 90 | __ of __ on day 90 | __ of __ on day 90 |
| Rebooking rate at checkout | Share of completed services where the client books the next visit before leaving | Count completed services with the next visit booked before the client left, against all completed services; note how your booking report defines a rebooking | __ of __ rebooked | __ of __ rebooked | __ of __ rebooked | __ of __ rebooked | __ of __ rebooked | __ of __ rebooked |
| Redo and complaint rate | Redos or complaints per 100 completed services, by location | Add redos and logged complaints, counting a complaint that ended in a redo once, then divide by completed services and multiply by 100 | __ per 100 (__ services) | __ per 100 (__ services) | __ per 100 (__ services) | __ per 100 (__ services) | __ per 100 (__ services) | __ per 100 (__ services) |

## How to read the result

Compare each location with its own starting point first, then with your other locations, and only after that with anyone else's figures. A move in one month can be one hire or one busy week, so read the counts before the rates. The four measures make more sense together than alone:

- Time to work alone gets shorter while redos go up: new hires may be signed off too early.
- Retention falls at one location only: talk to its manager and new hires before changing the program.
- Rebooking at checkout stays flat after the front desk lessons: watch one checkout against your script.
- Vendor data, not a benchmark for your salon: according to Kitomba (2021), hair salons averaged 52% rebooking in Australia and 57% in New Zealand in late 2020, and beauty businesses 43% and 47%, counting a booking made within 24 hours of a visit, not only at checkout.

## Where a person decides

This sheet is an outline for your own records, not a benchmark, a target or professional advice. Elvina does not count these measures for you and does not connect to your booking system today; the figures come from your own reports and staff records. Once your training rules are approved in Company Knowledge, she drafts lessons, job aids and checks for each role, available now, and the Learning Platform shows lesson and check completion by person.

- The owner decides which measures to keep and what counts as a redo or a complaint.
- Retention comes from payroll or HR records; keep names and employee records out of any copy you share.

## Sources

Public sources, checked on the date shown.

- As reported by Kitomba in a blog post of 26 January 2021, Q4 2020 rebooking averages were 52% (Australia) and 57% (New Zealand) for hair salons and 43% and 47% for beauty, from Kitomba Benchmark data for Q4 2017 to Q4 2020, with a rebooking counted when it is made within 24 hours of the previous appointment. Source: https://www.kitomba.com/blog/industry-insights-rebooking-rates-for-the-hair-and-beauty-industry-and-how-to-improve-yours/ (checked 2026-10-12).

## Who this is not for, and when another tool fits

### This is not the right fit if

- You want an industry benchmark or a target number set for your salon.
- You need the figures pulled from your booking system automatically.
- You want a performance review of individual employees.

### Another kind of tool may fit better

- Your booking system reports, for rebooking and service counts by location.
- Your payroll or HR system, for start dates and who is still employed.

## Questions

**Q:** What should a salon track in a new hire's first 90 days?

Four measures cover most of it: days until the manager signs the new hire off, whether the person is still employed at 90 days, how often clients rebook at checkout, and redos or complaints per 100 services. Add a measure of your own only if you can count it every month.

**Q:** Is there a normal rebooking rate to compare with?

Not one that fits every salon. The only outside figure on this page is vendor data from Kitomba, collected in Australia and New Zealand with its own definition of a rebooking. Compare each location with its own starting point first, and treat any outside figure as context, not a target.

**Q:** Does Elvina pull these numbers from our booking system?

Not today. Elvina does not connect to booking systems, so the figures come from the reports your system already gives you and from your staff records. She drafts the lessons and checks behind each measure from the rules you approve.

## Two things you can check on this site

- See a sample on the demo. [Book a demo with my team](https://calendly.com/o-dutchak-smartexpert/30min?utm_source=elvina-site&utm_medium=proof)
- Every lesson, plan and quiz stays a draft until you approve it. [Check the approval step in the chat](/academy/templates/salon-training-metrics#talk-to-elvina)

Checked October 27, 2026.

No launch date is committed for planned features.