Pulse Legacy Archive May 2012 | Page 35

Bellus Academy also provides an advanced curriculum that consists of training and classes that are not part of the regular program. “This keeps staff in the field and our alumni up to speed with the latest treatments and trends,” says Berry. “We also partner with UC-Irvine to promote its online spa and hospitality management program.” Keeping the Talent Because high staff turnover rates are an ongoing challenge in the spa industry, focusing on staff retention may be a more effective strategy than recruitment. This reduces costs associated with the recruitment, hiring, and training of new staff, as well as potential lost revenue if clients are turned away because the position is vacant. “Be sure that scheduling allows therapists to achieve suitable work-life balance so they don't burn out too quickly—this is especially true for Generation Y therapists,” says Alex Zotos of Elly Lukas Beauty Therapy College. “Motivating and retaining a therapist is a unique challenge because the monetary reward is usually not the most important factor,” says Zotos. “Recognition, respect, training, and career development opportunities rate highly when graduates are asked about their expectations. Also, be sure that scheduling allows therapists to achieve suitable work-life balance so they don’t burn out too quickly—this is especially true for Generation Y therapists.” Therapists want to feel valued and respected by both clients and employers. Therefore, it is important to implement recognition and reward programs as a way to show appreciation, as well as take time for one-on-one meetings. “All humans crave attention and recognition, including spa staff,” says Cortright. “Be sure to share positive feedback from guests. Ask staff how they are doing; know about their families and personal lives and show genuine interest.” recognizes that one important solution to creating qualified spa professionals is through training and education. With a vast list of resources like the Financial Management for Spas, Retail Management for Spas, Spa: A Comprehensive Introduction, ISPA also partners with the American Hotel & Lodging Educational Institute to make these resources accessible. Visit digital Pulse at experienceispa.com to view the list of schools that use ISPA's educational resources. ISPA Ongoing professional development is also a big motivator because it reflects commitment to employees and provides them with additional skills and experiences that they would otherwise find hard to achieve. “Spas need to offer a good training program to keep their staff motivated and fresh,” says Berry. “There are so many new developments in our industry. It is vital to provide regular training, from vendors or outside institutions, to keep staff on the cutting-edge of their craft, thereby providing better service to their clients and higher returns for the spa.” Hire the best people for your company—don’t settle for a candidate who “almost” fits. “If you happen to find a candidate who is perfect and wants full-time work, but you only have a part-time need, find a way to hire the candidate anyway,” recommends Gibson. “Or if you meet someone you think would be a great addition to your team but who isn’t available at the moment, stay in touch—things change quickly in the spa environment and you want that person to think of you first if a job change is imminent.” ■ USE THE ISPA JOB BANK to post jobs, access current openings as well as search a database of resumes. Visit experienceispa.com to access the Job Bank page. May 2012 ■ PULSE 33