Managing Grooming Employees: Hiring, Training, and Keeping Good Groomers

Hiring your first groomer is intimidating. You’ve built something with your hands, your standards, your reputation. Now you’re trusting someone else to represent your name.

Then they quit six months later. Or you realize they’re not what you expected.

Managing people is a separate skill from grooming. Most grooming business owners never formally learn it. They figure it out through turnover, frustration, and expensive lessons.

Here’s what it actually takes to build — and keep — a strong grooming team.

Should You Hire at All?

Before discussing how to hire, determine whether you should.

Signs You’re Ready to Hire

• You’re consistently turning away clients
• You’re working more hours than you want
• Revenue is stable and predictable
• You can afford to pay someone fairly
• You’re willing to actively manage another person

Signs You’re Not Ready

• You want help but can’t sustain payroll
• Revenue fluctuates significantly
• You struggle to delegate
• Your processes aren’t documented
• You’re hiring out of desperation

Hiring too early can strain cash flow and create stress. Wait until you’re confidently busy — not just hoping to be.

Commission vs. Hourly vs. Salary

Your compensation model affects who applies, how they perform, and whether they stay.

Commission (Typically 40–55%)

Pros:

• Direct link between performance and pay
• Motivates productivity
• Industry standard
• Simple math

Cons:

• Income varies week to week
• Can encourage rushing
• Creates competition for easier dogs
• Slower periods affect morale

Best For:
Experienced groomers who value earning potential and autonomy.

Hourly ($15–$30+ Depending on Location & Experience)

Pros:

• Predictable income
• Easier budgeting
• Works for mixed duties
• Ideal for training periods

Cons:

• Less incentive for speed
• Requires time tracking
• May feel limiting for high producers

Best For:
Bathers, assistants, trainees, or hybrid roles.

Salary ($30,000–$60,000+ Depending on Role & Location)

Pros:

• Predictable payroll
• Simple structure
• Good for leadership roles

Cons:

• No direct tie to productivity
• Can feel unfair to top performers
• Harder to adjust

Best For:
Managers, lead groomers, or admin-heavy roles.

Hybrid Models

Examples include hourly base plus commission or salary with bonuses. These can balance security and motivation — but add complexity.

Where to Find Groomers

Experienced groomers are rarely unemployed and waiting. Recruiting takes effort.

Options

Train Your Own
Hire someone with strong dog handling skills and train them.

• 6–12 months before full productivity
• High investment, strong loyalty potential

Hire Experienced
Post jobs, network, recruit.

• Faster results
• Must align habits with your standards

Recruit Ethically From Competitors
Offer better opportunity without badmouthing anyone. Reputation matters.

Partner With Grooming Schools
New graduates are trainable but require guidance.

Where to Post

• Grooming-specific job boards
• Facebook grooming groups
• Indeed and similar platforms
• Local grooming schools
• Instagram
• Word of mouth

Often, your best hires come from your network. Stay connected in the grooming community.

What to Look for When Hiring

Skills matter. Character matters more.

Technical Skills

• Safe handling techniques
• Clean blade and scissor work
• Breed knowledge (if relevant)
• Efficient workflow
• Coat problem-solving

Traits That Matter More

• Genuine care for animals
• Reliability
• Openness to feedback
• Professional client communication
• Calm under pressure
• Integrity

Red Flags

• Excessive criticism of former employers
• Blaming dogs for every challenge
• Defensive attitude
• Unrealistic compensation expectations
• Poor professionalism

Always Do a Working Interview

A paid working interview reveals more in two hours than a long conversation ever will.

Training Your Way

Even experienced groomers need alignment with your systems.

Onboarding Structure

Week 1:
Shadow everything — grooming, intake, communication. Explain why you do things your way.

Weeks 2–4:
Supervised grooming. Start with simpler dogs. Provide immediate feedback.

Months 2–3:
Increasing independence. Spot-check work. Gradually expand responsibility.

Ongoing:
Regular feedback and continued education.

Document Your Standards

Write clear guidelines for:

• Finished look expectations
• Safety procedures
• Client communication
• Scheduling protocols
• Handling difficult dogs

“Here’s how we do it here” prevents confusion.

Budget for Training

A new hire won’t be fully productive immediately. Account for this financially and mentally.

Setting Clear Expectations

Most management issues come from assumptions.

Be explicit about:

• Dogs per day expectations
• Quality standards
• Client communication
• Break policies
• Phone usage
• Decision-making authority
• Problem escalation

Put expectations in writing. Even a simple handbook prevents misunderstandings.

Review and update as your business grows.

Giving Feedback (The Hard Part)

Avoiding feedback leads to resentment.

Regular Feedback Rhythm

Weekly: Quick check-in
Monthly: Performance conversation
Quarterly/Annual: Full review and compensation discussion

Giving Corrective Feedback

1. Be specific
2. Focus on behavior, not character
3. Explain impact
4. Ask their perspective
5. Agree on clear next steps

Skip fake praise. Be direct and respectful.

Handling Problems

Some issues are fixable. Others are not.

Coachable Issues

• Technique gaps
• Time management
• Communication style
• Procedure adherence

Approach with structured improvement plans and follow-up.

Serious Issues

• Safety violations
• Client mistreatment
• Dishonesty
• Repeated no-shows
• Policy violations

Document everything. Provide formal warnings when necessary.

When to Let Someone Go

If clear expectations, feedback, and improvement opportunities haven’t worked — it’s time.

Terminate respectfully. Pay what’s owed. Move forward.

Keeping Good Groomers

Retention requires intention.

Why Good Groomers Leave

• Noncompetitive pay
• No growth path
• Poor management
• Toxic environment
• Burnout
• Better opportunities

Retention Strategies

Pay Competitively
Know your local market.

Offer Growth
Create advancement paths.

Recognize Performance
Specific praise builds loyalty.

Provide Quality Tools
Equipment impacts morale.

Be a Professional Leader
Clear communication and fairness matter more than perks.

Offer Benefits When Possible
Health insurance, PTO, retirement contributions.

Ask What They Need
And act when feasible.

Building Team Culture

Culture becomes critical as you grow.

Healthy Culture

• Teamwork
• Open communication
• Shared pride
• Supportive training
• Psychological safety

How to Build It

• Model professionalism
• Address toxic behavior quickly
• Celebrate wins
• Encourage collaboration
• Make it safe to ask for help

Your behavior sets the tone.

The Math of Employees

Hiring must make financial sense.

Simple Revenue Example

If a groomer produces $1,200/week and earns $600 on commission, your gross margin is $600 (before expenses).

Additionally, you gain time to:

• Groom more
• Market
• Manage
• Prevent burnout

Break-Even

• Commission: immediate alignment with revenue
• Hourly/Salary: plan for ramp-up period

Grow Carefully

Each hire increases complexity. Ensure one employee is stable before adding another.

Frequently Asked Questions

How Long Until a Groomer Is Fully Productive?

Experienced hire: a few weeks.
Trainee: 6–12 months.

Should Employees Sign Non-Competes?

Check local laws. Many regions restrict them. Focus on creating a workplace people don’t want to leave.

What About Independent Contractors?

If you control schedule, methods, and tools, they’re likely employees. Misclassification creates legal risk. Consult a professional.

How Do I Compete With Higher-Paying Shops?

Compensation includes environment, flexibility, leadership, equipment quality, and growth. Pay matters — but culture does too.

When Should I Hire My First Employee?

When you’re consistently turning away work, can afford fair pay for 3–6 months of ramp-up, and are ready to manage — not just groom.