Regis Corporation – Richmond
Licensing: Position requires a valid and current state license/certificate to work as an Esthetician. Essential Functions: This job requires the… Glassdoor
Regis Corporation – Rancho Cucamonga, CA
Salon Leader The Salon Leader (a/k/a Salon Manager) is responsible for all facets of a salons operations and provides leadership and tools to staff… Glassdoor
Regis Corporation – Montebello, CA
Stylist Stylists at Regis provide guests with excellent service providing the full range of hair care services offered by their salon, such as… Glassdoor
Regis Corporation – Remote, TX
The Senior District Leader is responsible for the operations, guest experience, team development and overall performance of the approximately… Glassdoor
Regis Corporation – Remote, NY
The District Leader is responsible for the operations, guest experience, team development and overall performance of the approximately 4 salons as… Glassdoor
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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I worked at Regis Corporation full-time for more than 5 yearsPros
Generally friendly staff in most locations
Middle and lower management typically very accommodating
First year stylists will easily build interpersonal communication skills
Monthly contests render decent prizes and participation incentives
Price point dictates constant demand despite any economic shiftsCons
Near-minimum wage to start and little to no chance of increased remuneration.
While friendly, staff does not subvert the industry tendency toward the immature and unmotivated.
Internalized education is geared toward high volume, low quality production trains stylists to develop very poor techniques within their craft.
Lower management is too busy with a high volume of patrons to complete basic duties.
Middle management is severely limited in power by upper management restrictions and lack of lower management accountability.
Upper management is rarely present on location and can typically by contacted only within a narrow time window and by middle management.
Payroll and HR can only be reached by middle managers, all issues called in to payroll and HR by regular employees are redirected back through middle management or ignored.
Scheduling is very haphazard; shifts are assigned randomly week by week. Seven to nine day streaks are not atypical. New scheduling optimization creates split shifts that span up to twelve hours.
Work week is defined as Monday through Sunday so, for example, working nine days straight from Wednesday through Thursday typically will yield no overtime compensation.
Legally mandated lunch breaks were rarely able to be taken and, when taken were continuously interrupted. Co-workers and middle management pressure one another constantly to not take said breaks.
No upward mobility. Almost all positions above lower management and staff education are filled permanently or are not filled from within the company.
Resigned voluntarily with three weeks' notice and vacation pay was not received with final paycheck on the next payday per Colorado law. After a second payday passed, contacted middle management and found that termination papers had still not yet been filed a month after the last day worked. Still unpaid, I'm told it will be another 15 days before the check is deposited.Advice to ManagementAdvice
Allow lower management more time off the salon floor to complete paperwork, deal with internal affairs, and resolve customer relation issues.
Trust middle management's efficacy more, and promote from within. Current upper management tends to be little more than an obstacle.Neutral OutlookNo opinion of CEO