Coming soon
Salon Employee Feedback Software
Great Teams
Talk to Each Other
Celebrate great work. Share feedback that helps people grow. Raise concerns before they become bigger problems — all in one place built for your team.
Not All Feedback Is the Same
Emvari gives your team the right way to say what needs to be said — whether it’s recognition, something that could be better, or something management needs to know.
Give Credit Where It's Due
Kudos
Recognize a teammate for doing something great and add points they can actually use.
Help Each Other Get Better
Constructive
Share thoughtful, direct feedback with the context needed to make it useful — not personal.
Give People Somewhere to Speak Up
Concern
Create a private path for workplace concerns to reach the people who can actually do something about them.
Feedback Without the "I'll Tell Them Later"
Give feedback while the moment is still fresh — from Team Feedback, the calendar, a client profile, or a team member’s profile.
From an Appointment
Something happened during a service? Link the exact appointment.
From a Client Profile
Give feedback from the completed appointment you’re already reviewing.
From a Team Member Profile
Go straight from their appointment history into feedback.
From Team Feedback
Start from scratch whenever the feedback isn’t tied to an appointment.
Recognition That Feels Like More Than a Compliment
Add points to Kudos so great work doesn’t disappear after someone says “nice job.”
Points Balance
What they've earned.
Points Received
Recognition that's come their way.
Points Given
Recognition they've passed along.
Points Allowance
What they still have available to give.
Make Great Work Visible
Approved Kudos can move beyond a private thank-you and into Team Chat, so the whole team gets to celebrate the win.
Automatic or Manual
Choose whether approved Kudos post automatically or let managers decide what gets shared.
Context Changes Everything
Link feedback to the appointment it came from so nobody has to piece together what happened later.
Sometimes Their Name Shouldn't Be the Story
Allow anonymous feedback when you want team members to speak openly without making the conversation about who submitted it.
Feedback Shouldn't Disappear Into an Inbox
Managers can review what comes in, take action, assign follow-up, and keep a clear record of what happened next.
1. Feedback Received
2. Review
3. Approve / Reject / Follow-Up
4. Escalate When Needed
5. Resolve
When It's More Than Feedback
Concerns have their own workflow, so sensitive issues aren’t treated like another comment in the inbox.
Assign follow-up to the people involved, escalate an issue to another administrator, add internal notes, and mark the concern resolved when it’s been addressed.
Constructive Doesn't Have to Mean Cruel
Built-in language safeguards can stop abusive wording before it gets sent and give the team member a chance to rewrite it.
You Set the Guardrails
Add the words your business won’t allow in constructive feedback.
See the Culture You're Building
Recognition is great. Participation is better. See whether your team is actually using feedback — and where conversations may need more attention.
Build the Kind of Team People Want to Stay On
Recognition when it’s deserved. Feedback when it matters. A voice when something isn’t right. All without adding another system for your managers to manage.
Salon Employee Feedback Software
FAQs
What is salon employee feedback software?
Salon employee feedback software gives team members and managers a structured way to share recognition, constructive feedback, and workplace concerns. Emvari keeps feedback, follow-up, recognition points, and relevant appointment context together.
Can salon employees recognize each other in Emvari?
Yes. Team members can send Kudos to coworkers with a message and, when enabled, points. Businesses control the minimum and maximum points that can be given and where those points come from. Recognition matters: Gallup found that employees who don’t feel adequately recognized are twice as likely to say they’ll quit within a year (Gallup).
Can employees give anonymous feedback?
Yes, when anonymous feedback is enabled by the business. Team members can submit eligible feedback without displaying their identity to the receiving team member.
Can feedback be connected to a client appointment?
Yes. Feedback can be linked to an appointment so relevant details such as the location, service, team member, and appointment date and time stay connected to the feedback.
Can managers review employee feedback before it is delivered?
Yes. Businesses can require manager approval for Kudos and Constructive Feedback. Managers can approve or reject submissions and assign follow-up when additional action is needed.
How are employee concerns handled?
Concerns have a separate management workflow. Managers can review the concern, assign follow-up, escalate it to another administrator, add internal notes, and mark it resolved. Concern feedback is not shown to the team member the concern is about in their standard received-feedback view.
Can Emvari prevent inappropriate employee feedback?
Emvari includes a configurable abusive-language safeguard for Constructive Feedback. Businesses can specify words that aren’t allowed, and the team member is prompted to edit the message before submitting it.
Can Kudos appear in Team Chat?
Yes. Businesses can choose to automatically post approved Kudos to Team Chat or allow authorized team members to post them manually.
Can managers track how much feedback the team is giving?
Yes. Feedback Management includes information such as total feedback, participation rate, Kudos given, and concerns, along with filters for team members, locations, feedback types, and statuses.
Is team feedback available in Emvari now?
Not yet. Team feedback is coming soon and isn’t part of the Feb 15, 2027 salon launch. Emvari opens to solo artists on Nov 15, 2026 and to salons on Feb 15, 2027. Join the waitlist to hear first when Team feedback is ready. See what’s included at launch on the pricing page, or read about the team leaderboard and comp management.