NEW EMPLOYEE ONBOARDING isn’ t just paperwork and orientation— it’ s a full-scope process that can last up to 12 months and directly shapes new-hire retention, according to Society for Human Resource Management( SHRM).

Onboarding doesn’ t start or stop at Day 1. SHRM’ s four-step onboarding process includes: l Preboarding: Welcome new hires early with tours, materials, care packages and buddies. l Orientation: Share mission, values, policies, paperwork and training. l Foundation Building: Reinforce culture, mission and long-term organizational values. l Mentoring and Buddy Systems: Pair newcomers with mentors for guidance and connection. For spa leaders, that means: Make onboarding the first leg of your“ people-first” culture by instituting in-person welcome orientations, peer mentoring, role-shadowing and milestone check-ins.

Create a clear path

Career-path transparency is another retention booster. SHRM recommends that onboarding include early exposure to growth opportunities, not just job tasks. For spas, that might mean introducing new hires to professional development pathways— continuing education stipends, product certification programs or leadership training for lead therapists.

When employees see a clear future, they’ re more likely to invest their present energy in the team.

REMEMBER: The experience your new employee has in the first weeks isn’ t just nice— it’ s foundational to whether they’ ll choose to stay.

Listen and loop back

According to the Human Capital Institute, organizations with structured feedback loops during onboarding have 54 percent higher new-hire productivity. Implementing 30-, 60- and 90-day feedback sessions signals that your spa values communication and continuous improvement. Encourage new employees to share their onboarding impressions: Which training helped most? Where did they feel uncertain? Treat that feedback as part of your wellness audit— not for guests, but for your own workplace culture.

A call to action for spa leaders l Audit your onboarding: Compare your current process to SHRM’ s four-phase model. Are you covering each stage meaningfully? l Measure the experience: Use brief anonymous surveys after each milestone month. l Train your mentors: Even peer buddies need structure— give them guidelines, checklists and recognition. l Connect onboarding to brand: Every spa touchpoint— from scent to signage— tells a story. Let onboarding tell the story of your people.

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