TWICE as NICE

Double award-winners Robert Eaton and Colin McAndrew weigh in on the hot topics facing our industry right now – recruitment, the next generation, the freelance movement and balancing business and creativity

Robert Eaton (creative director of Russell Eaton Hair) and Colin McAndrew (managing director of Medusa Hairdressing) are two hairdressers at the top of their game. And they’ve got the awards to prove it – they’re the current British Hairdresser of the Year, sponsored by Schwarzkopf Professional and current Business Director of the Year at HJ's British Hairdressing Business Awards respectively. When HJ visited Russell Eaton Salon in Leeds to meet with the pair, we were struck about their lack of ego. It’s not to say they’re not driven – they are on a clear mission to shape salon culture for the better – but it’s all about the team with these two… and there was even talk of that millennial buzz word: Imposter Syndrome. Yes, even Robert and Colin have felt their fair share of it. Refreshing, humble but incredibly passionate, here’s their takes on industry hot topics…

“WE GENUINELY USE OUR AWARDS FOR THE GOOD OF THE TEAM. CREATIVE HAIRDRESSERS EARN MORE MONEY AND CREATE HAPPIER CLIENTS.”

Hot Topic: Business vs. Creativity

It goes without saying that Robert and Colin both cite winning their respective awards (two times each, no less!) as major career milestones. But both stressed that it was a team effort. “When we all work together as a team and understand the business elements, it helps us to be more creative and drive the business forward,” explains Robert. “The creative awards cost money, so it’s really important that the rest of the team don’t feel like it’s only for the elite. It needs to filter down into all areas of salon culture.”

RUSSELL EATON HAIR

For Colin, one of the more unexpected outcomes has been a worry that his success at the more business-focused awards has meant that his company Medusa wasn’t “looking creative enough.” He goes on to say, that a week later they had five members of the team finalise in Wella Professionals TrendVision Award, and they finalised in Scottish Hairdresser of the Year and Art Team of the Year at the British Hairdressing Awards, so all fears were unfounded. “I totally suffer from Imposter Syndrome!” Colin laughs. “We’ve lost so many awards before our success, but thankfully people only remember the wins.” Robert has a similar feeling of not being good enough. “You can’t help but compare yourself to what everyone else does, particularly when it comes to creative work,” he admits.

Hot Topic: Salon Culture

It’s this sense of always striving to do better that HJ thinks has earned them their success. But that’s not to say these two don’t know when to shout about their successes, they have the confidence to know what they’re doing is right. When we asked them both why they thought they won, they were quick to answer. “I think it’s down to the empathy we’ve shown the team and our clients,” says Colin. “We are a relatively large organisation, but we always try to have a personal connection with the team. We’ve introduced some radical initiatives recently.” For example, Medusa is tackling period poverty by putting free period products in all of their salons, and they are offering two weeks paid leave for staff who are going through IVF (In vitro fertilisation). Colin adds: “I was really honest on my British Hairdressing Business Award application – our figures aren’t as great as they once were but our application wasn’t about that, it was about how we look after our staff.” Robert agrees: “Success is about building a culture. It’s something Colin and I have in common. We genuinely use our awards for the good of the team. Creative hairdressers earn more money and create happier clients.”

Hot Topic: City life

Let’s face it, it’s been tough for salons in city centres post-covid – and that has directly affected both Robert and Colin’s businesses. “Our salon in the financial district isn’t doing as well, for obvious reasons. But although the income is down, the KPIs are spot on. If I base it purely on turnover it’s shocking, but if I look at their retail and re-booking figures it’s the best salon within the company,” Colin states. Robert’s salon in Barnsley is a little different as he has generations of clients that come to the salon. And although it’s in a city it has a different client base to Leeds. “Our salon in Leeds has clients who are coming in every 10-12 weeks, they’re a more transient client base and of course there’s a big student population. It’s still not back to normal.”

“I TOTALLY SUFFER FROM IMPOSTER SYNDROME! WE’VE LOST SO MANY AWARDS BEFORE OUR SUCCESS, BUT THANKFULLY PEOPLE ONLY REMEMBER THE WINS.”

Colin and Robert both speak about the fact that they have had to reset their notions of what counts as a ‘good week’. Which we’re sure will have a lot of salon owners nodding in agreement. Colins adds: “We are changing to a genderless pricing structure which means our gents prices are increasing, so it will be interesting to see how that impacts clients and business.”

Hot Topic: The Freelance Shift

Over half of the hairdressing industry is now freelance, according to research from the NHBF in 2021, so it only felt right to get comments from Robert and Colin as they employ all of their staff. We spoke at length about the rise of freelancers in the industry. “I think it’s important for the industry to recognise the great work that happens in salons and stress that not all employers are bad!” says Robert. Colin agrees: “I get frustrated how people portray employment in a salon as not flexible. It’s fine to want to pick and choose your days off more, but let’s not working you’re not earning.” It’s refreshing to hear that they are however willing to be flexible and are introducing new structures. “Now is the time when we can be flexible,” explains Colin. “If a new parent wanted to work three mornings a week, we’d give it a go.”

MEDUSA HAIRDRESSING

“IF YOU’RE WORKING ALONE YOU’VE GOT TO EXPOSE YOURSELF TO EDUCATION, BE ENGAGED AND BE PART OF THE INDUSTRY. IF THAT DOESN’T HAPPEN, FAST FORWARD FIVE OR TEN YEARS’ TIME AND THE INDUSTRY COULD LOOK REALLY DIFFERENT THAN IT IS NOW.”

Both commented on how staff retention was actually an area of positivity in their businesses. “There was a time when you left a salon to go travelling, to move to another salon or to go freelance, and that was that. But now the door is open,” says Robert. “We’ve listened to what people want, that’s going to give us longevity. We haven’t had staff leaving to go freelance, and hopefully our flexible approach has prevented that. But at the end of the day, hairdressing for us will always be a weekend business – that’s when our clients want to get their hair done.” Conversely Colin has started offering Saturdays as a day off for some members of staff who are at director level and above, but warns that “it’s got to make financial sense, they have to be able to make up the appointments on a different day.” On the subject of leavers, Medusa actually do a Boomerang award for people who leave and come back. “We had one person leave for one day!” he adds.

Hot Topic: The Next Generation

One concern surrounding the freelance shift has been about training the next generation of hairdressers. “What’s great about working in a salon as a new hairdresser is that you get exposure to different types of stylists,” explains Robert. “If you’re working alone you’ve got to expose yourself to education, be engaged and be part of the industry. If that doesn’t happen, fast forward five or ten years’ time and the industry could look really different than it does now.” Colin adds: “You’ve got to question; who is really training the future and maintaining the quality of our industry?” Both Colin and Robert have robust training programmes within their salons, and like to ‘grow their own talent’. Robert explains: “When we have our apprentices, we identify their strengths and hone in on their passions. They’ll spend two months on one haircut until they’ve mastered it.” Colin focuses on bringing the parents on the apprentice’s journey too. “We do a parent’s evening where I stress that the salon is a busy environment and it really affects business if an apprentice calls in sick. We need the parents on our side,” he says. For Robert and Colin, it’s all about nurturing staff throughout their career. From apprentices to directors, it’s every staff member that makes their businesses successful. HJ asked the duo about being “the boss”, and true to character both replied humbly. “I don’t think anyone sees me as the big, bad boss. My aim is to motivate people – it’s the manager’s job to discipline,” remarks Colin. Robert says: “It sounds cheesy, but it’s a family business so I don’t feel like I’m the boss. There’s always a family member in our salons.” Robert and Colin, the nicest guys in hairdressing?