A GUIDE FOR SPA LEADERS

A SERIES OF 10 LEADERSHIP LESSONS FOR THRIVING SPA TEAMS

BY JONATHAN ELLERBY, PH. D.

TODAY’ S SPA WORKPLACES ARE MORE DIVERSE THAN EVER— across backgrounds, cultures, ages and life experiences. From young professionals just entering the workforce to seasoned experts with decades of experience, spa leaders are tasked with mentoring staff across generations.

THIS IS PART 9 OF A SERIES. Watch for all 10 Leadership Lessons for Thriving Spa Teams from Dr. Jonathan Ellerby.

Organizational coaching and consulting consistently reveal this to be a bigger issue than many leaders are prepared for, and sometimes it seems to be growing by the month. Expectations and values differ sharply across age groups, and the gap can seem to grow wider each month. Yet, this multigenerational dynamic also creates opportunity: When leaders tailor their mentoring approach, they can strengthen teams, improve retention and foster deeper connections.

By understanding generalized generational characteristics and tailoring your mentoring approach, you can build a stronger, more connected spa team. Below is a quick overview of the four primary generations in today’ s workforce and their general motivational needs, plus one practical mentoring action for each.

Mentoring Across Generations GEN Z Style and needs:

MEMBERS OF GEN Z are digital natives, entrepreneurial, socially conscious. They value feedback, inclusivity, flexibility and career growth opportunities. They seek meaning in their work and want their voices to be heard. Unlike prior generations, they are less motivated by“ swag” or social events— unless branded and executed with intention.

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