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