BOARD BRIEFINGS

The ISPA Board onboarding process offers several takeaways that can be applied to employee onboarding, leadership transitions or team member orientations in any spa or organization. l

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Start before the start date: New directors begin receiving information and making connections before their service officially begins. The same idea can help new hires arrive feeling more confident and less overwhelmed. Consider sharing key resources, communication tools, schedules or welcome messages before a new team member’ s first day. Provide a go-to resource: The Board Service Reference Guide gives directors a place to return to when questions arise. For employees, a similar guide might include policies, team expectations, contact lists, service standards, brand information or frequently asked questions. A strong onboarding resource reduces confusion and helps create consistency. Explain the Why, not just the What: ISPA’ s orientation includes history, structure and governance— not just tasks and procedures. New employees also benefit from understanding the bigger picture. Help team members see how their role connects to the organization’ s mission, culture and guest experience. Make onboarding a team effort: Current and past board leaders participate in director orientation. In a spa setting, onboarding can be strengthened when l

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l multiple team members are involved. A manager may explain expectations, while a peer can share practical tips, cultural norms and everyday workflows. Encourage questions early and often: The board orientation process intentionally welcomes questions and discussion. New hires should feel the same permission to ask, clarify and learn. Creating a safe environment for questions can prevent misunderstandings and build confidence. Include informal check-ins: One-on-one outreach helps new directors feel supported. For employees, informal check-ins during the first days, weeks and months can be just as important as formal training. These conversations often reveal where someone needs clarity, encouragement or additional support. Reinforce culture from the beginning: ISPA’ s onboarding process emphasizes transparency, confidentiality, preparation and service. Every organization has values that should be reinforced from the start. Use onboarding to show new team members not only how work gets done, but how people are expected to communicate, collaborate and lead. n

— JAY SHETTY

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