Walk into almost any barbershop or salon, and you’ll see shelves lined with professional products. Yet in many shops, retail sales account for less than 10% of total revenue—even though experts suggest it can be as high as 25–30% when staff are motivated and trained. That gap represents thousands of dollars left on the table every year.

The good news? By setting up the right commission structure, you can transform retail from an afterthought into a natural part of every service. Not only does this boost profits, but it also provides value to the client, and also strengthens client trust and loyalty helping them maintain their look at home with the same Reuzel products used in the chair.

Here are some proven commission models that barbershops and salons can implement:

Commission Structures That Motivate Barbers and Stylists to Sell Reuzel Products

Retail sales can be one of the most profitable yet underutilized revenue streams in a barbershop or salon. While your team may be great at cutting and styling, they might hesitate when it comes to product recommendations. A well-designed commission structure can change that - rewarding your employees for educating clients and increasing retail sales of Reuzel hair products.

Here are some proven commission models that barbershops and salons can implement:

1. Product Spiffs (Short-Term Incentives)

A “spiff” is a quick bonus designed to push a specific product or promotion.

Example: Every time a barber or stylist sells a Reuzel Fiber Pomade, they earn an extra $2 bonus.

Pros: Keeps staff engaged with new launches or seasonal promos.

Cons: Works best short-term; shouldn’t replace consistent commission structures.

2. Straight Commission on Product Sales

This is the most straightforward option. Each employee earns a set percentage of every Reuzel product they sell.

Example: 10-20% of retail sales.

Pros: Simple to understand, directly tied to sales performance.

Cons: Can create competition between staff if not paired with team incentives.

3. Tiered Commission

Motivate employees to go beyond the basics by increasing their commission percentage once they hit sales milestones.

Example:

- 10% commission up to $250 in monthly product sales

- 15% commission between $250–$500

- 20% commission above $500

Pros: Encourages consistent effort and rewards top performers.

Cons: May discourage employees who feel the top tiers are out of reach.

4. Service-to-Retail Ratio Bonus

This structure rewards employees based on the ratio of retail to services sold.

Example: A stylist who maintains a retail-to-service ratio of 20%+ (selling $20 of product for every $100 in services) gets a monthly bonus.

Pros: Focuses on blending product recommendations into daily services.

Cons: Requires consistent tracking and reporting.

5. Team-Based Commissions

Instead of rewarding individuals only, tie incentives to the overall performance of the shop.

Example: If the team sells $3,000 in Reuzel products in a month, everyone earns a bonus or gift.

Pros: Builds teamwork and accountability. Great for shops where collaboration is key.

Cons: High performers may feel under-rewarded if others don’t contribute equally.

6. Hybrid Approach

Many shops see success blending multiple models - for example, offering a base commission, adding tiered bonuses, and sprinkling in spiffs for special promotions.

Pros: Flexible and dynamic, appeals to different motivators.

Cons: Requires clear communication so employees don’t feel overwhelmed.

Final Thoughts

Commission structures don’t just boost sales - they encourage barbers and stylists to educate clients, recommend the right products, and strengthen client loyalty. Whether you prefer a simple flat commission or a more layered system with bonuses and spiffs, the key is consistency and clarity.

By aligning your team’s incentives with Reuzel’s product sales, you’ll not only grow retail revenue but also build deeper trust with your clients - helping them take the barbershop or salon experience home.