Lastly, compensation may be affected in your area. With
the return of staff, some organizations may still be trying to
lag behind previous compensation levels. Some thinking
may sound like, “Well, we need to build back up, so we can’t
pay what we used to.” If that’s the case, is your competition
doing that? If you’re out on your own with such a philosophy,
then you may find yourself struggling to fill any open
roles as well as dealing with a less qualified team. You may
be hurting both your retention and recruitment efforts simultaneously
with such thinking. Getting people back to
work cheaply will undo the efforts you may have made by
trying to tell your story. It will serve as a distraction. Instead,
a better path may be to bring on one or two fewer in order
to maintain the right level of compensation and keep
higher-skilled workers engaged. Think more long term as
you can rather than right now. What am I displaying about
our spa environment? If our teams are stressed, underpaid
and underappreciated, then what kind of work would you
expect them to provide to our guests?
Retaining and attracting talent still requires a forwardthinking,
prepared approach. Offer the kind of environment
that people want to be in and where they will want
to do their best work. And when that happens, retention is
a given and talent will come to you. n
JOHN BALDINO is a seasoned human resources professional and the founder and president of Humareso, an
outsourced global HR consulting firm. He is an international keynote speaker for conferences where he shares
content and thoughts on leadership, collaboration and innovation, employee success, organizational design
and development as well as inclusion and diversity. He is also the proud dad of three amazing young adults.