While not the only
engagement factor,
COMPENSATION
According to global consulting firm Blessing White, there is a
strong correlation between engagement levels and
age, role/level and tenure in the organization. Older
employees, people in position of authority,
structure is an important topic for
employees in the spa
industry. Data from
the March 2011 ISPA
Snapshot Survey
shows that spas’ top
two compensation
structures for therapists and service
providers are:
● 27%
Straight
Commission
Hourly +
Commission
ENGAGEMENT
long-term (more than seven years) employ-
ees, and those who work closest to strategy decisions and
customer relationships are most likely to be engaged.
The 2011 Employee Engagement report by Blessing White
states that fewer than one in three employees worldwide (31
percent) are engaged. Nearly one in five (17 percent) are
disengaged. Engagement levels vary by region with workers from
India as the most engaged and employees from China, the least
engaged. Percentages of engaged global workers are as follows:
37%
36%
33%
30%
26%
17%
● 25%
INDIA
AUSTRALIA
NORTH AMERICA
EUROPE
SOUTHEAST ASIA
CHINA
EMPLOYEE RECOGNITION IDEAS
Not sure how to fairly recognize employees to keep them
engaged? Here are some ideas from the ISPA Snapshot Survey.
Gem points are earned when guests give a positive feedback or a
staff member recognizes a team member’s good work. Staff could also earn gem points
when they participate in company initiatives like
fundraising or charity work. Each gem point is
worth five points or $5 and can be turned in for
gift certificates to local stores, time-off, etc.
GEM POINT SYSTEM:
Leaders give team members
who meet the company standards a
“You Earned It” card which is placed in a
weekly hotel-wide raffle draw for prizes
and recognition.
YOU EARNED IT:
It’s a non-taxable dollar
bonus which employees can use to receive
services, buy retail at the company café.
STORE DOLLARS:
May 2012
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