BY RITA BARRETO

THE CHALLENGES WITHIN THE SPA INDUSTRY are not unlike those faced by many small businesses in the “ post-pandemic ” era . In addition to adopting new safety practices and protocols , finding and keeping great employees has become one of the most difficult things for managers to do . Leaders have adapted by upping their skills and “ wearing many hats ” because of being short staffed . And because this is an industry dedicated to removing stress for clients , the pressure can vibrate back to spa business owners .

Attract and Retain Great Spa Industry Employeee In the past , spa managers focused more on qualifications , experience and accolades when it came to hiring help . However , adjusting job requirements may be necessary in this wildly changing world . Hiring for attitude , for example , may prove to be more worthwhile than focusing on previous experience . New employees can be trained and molded specifically for the spa , rather than entering the spa workplace with predetermined skillsets that must be modified or corrected . Given the chance to succeed , these green candidates can truly excel .

Do not be shy about asking your best clients if they have a friend , relative or co-worker who may be looking for a new opportunity . Your spa could be just the right atmosphere to attract someone from a related industry .

The Employment Experience With this younger generation entering the workplace , offering good benefits is not enough to keep emerging workers loyal to your company . Millennials and members of generation Z , for example , tend to be energetic , creative , and carefree ; they are apt to jump to a better opportunity quickly . Spa owners and managers may find this behavior frustrating , costly and time consuming , but the dilemma can be overcome . When you spend weeks or months training a new employee only to have them “ jump ship ” to another job shortly thereafter , it may feel a lot like treading water in a big lake .

For that reason , focusing more on development in the workplace is essential to improve retention , as is providing the right tools to cultivate resilient , happy workers . Higher retention also improves the spa ’ s profitability — having well-trained , skilled employees can increase repeat business on the part of your customers — as well as reducing the time it takes for seasoned employees to do the tasks required . Before putting development programs in place , a spa owner or manager must understand what employees want , which can be accomplished by looking at post-pandemic research and trends .

According to the O . C . Tanner Institute ’ s 2022 Global Culture Report , “… employees expect increased flexibility in many aspects of their work lives and will change jobs , if necessary , to get it .” ¹

This 2022 Global Culture Study assessed employee responses for the following tasks as it relates to aptitude in the workplace , vs . working at home :

TASKS

Think creatively

Meet deadlines

Collaborate with colleagues

Advance my career

Communicate with colleagues and leaders

Troubleshoot and resolve problems

Make personal connections with colleagues

Stay informed on what other teams are working on

Ensure all team members have a voice in decisions

2022 GLOBAL CULTURE STUDY , O . C . TANNER INSTITUTE

HARDER AT HOME

X X X X X X X

EASIER AT HOME

X X

28 PULSE ⁿ AUGUST / SEPTEMBER 2022