Regularly review and refine your benefits strategy. Start by listening to your team and aligning offerings with what truly matters to them.
Regularly review and refine your benefits strategy. Start by listening to your team and aligning offerings with what truly matters to them.
our employees to use as much of their vacation hours as they’ d like and it’ s on a first-come, first-served basis. We usually keep five or six therapists, and we also send staff out to other properties, so they still get their hours.”
PTO Payout for Service Providers
Clear structures and early eligibility help ensure fairness and transparency in PTO access. l JAANA ROTH:“ This is always a touchy subject because our therapists get an hourly rate and commission, and then we have a special rate for trainings and vacations that is double the hourly rate. However, it doesn’ t come close to employees receiving their usual pay.” l CHRISTIAN DAVIES:“ We have a lot of additional rates, but when it comes to PTO, they receive minimum wage.”
Non-Traditional Benefit Offering
Creative, inclusive benefits can boost morale and reflect evolving employee values. l CHRISTIAN DAVIES:“ Pet insurance is something human resources is currently working through, and we expect to have that benefit soon. Also, we recently added domestic spouses across all categories. We do a lot of little things that fall into the mindful and well-being component.” l RITA SIMPSON:“ We have recently added a return-to-work bonus for new moms. This is for individuals who have had a baby and return to work at a 30-plus-hour work week. If an employee has been with the company for zero to two years, they receive $ 1,000, and for three or more years they receive $ 2,000.
Benefits Added to Focus on Employees’ Mental Health and Well-being
Well-being perks help foster a culture of care— on and off the clock. l CHRISTIAN DAVIES:“ We do Wellness Wednesdays, and we have a lot of resources at the resort. One of our mountain bike employees took those who signed up out on a trail one week; another week we had yoga in the movement studio.” l EVA ANDALCIO:“ We offer 50 percent off products along with friends and family rates on services. We also have beach access, so friends and family can come and use our facilities and beach access.”
Challenges When Managing Benefit Costs
Competitive markets demand constant recalibration of benefit strategies. l EVA ANDALCIO:“ There are a lot of challenges and competition. There are always new spas opening nearby and they’ re trying to attract their own employees by giving more benefits. Financially, we’ re constantly looking every month to see where we’ re at and how much we’ re spending on insurance, equipment, etc.”
New Employee Benefits Implemented Recently
Fresh perks and incentives reflect a commitment to evolving with the workforce. l CHRISTIAN DAVIES:“ We offer a twice-a-year bonus for team members: right before Christmas and at the beginning of summer.” l RITA SIMPSON:“ We’ re getting ready to roll out a paid volunteer rate. We’ re doing it regionally and spots are limited. n
SPECIAL THANKS TO WILDSMITH SKIN for generously sponsoring the session. Darcie Debartelo, director of spa and retail at 1 Hotels Nashville, was randomly selected from the Town Hall attendees to receive a gift from Wildsmith Skin.
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