Allan Share, president of the Spa Industry Association, offers helpful insight on how to attract and retain exceptional employees:
Let's be honest, the COVID-19 pandemic has been a challenging time for all of us for a variety of reasons, and unfortunately, it does not seem like we are out of the woods just yet. Among some of the biggest challenges that spa owners and managers face today is staffing and employee retention. I speak to hundreds of spa owners and operators, as well as manufacturers and distributors, and there are a wide range of experiences when it comes to employee interactions and relationships. Here are some of the most common:
- We have employees who have been working over the last two years and are gainfully employed.
- Some employees have decided to stop working and are out of the current workforce.
- Some potential employees are vacillating. The current environment concerns them and they’re not committed to working right now.
- There are less industry schools than a few years ago, and therefore, less new employees to the industry and less opportunities for potential employees to receive an education through these schools (this has now become a circular challenge).
- Large non-industry-related companies and employers are paying employees higher salaries and offering stronger benefits, so some potential employees have left the industry.
Many employers tell me they’ve tried some of the larger online employment resource websites available today, but they’re tired of either paying fees or not getting the kind of employees they are seeking. Don’t give up just yet. My advice is to utilize some of the other resources available like spawellnessjobs.com, which is the Spa Industry Association’s (SIA) free hiring site, and the International Spa Association’s (ISPA) job bank search tool at experienceispa.com. In addition, you can hire recruiters, but be prepared to pay about 20 percent of the employee’s first-year salary, or hire employees the old-fashioned way and pay a bonus to your current team when they help you find new staff members.
Several spas and salons have indicated that setting up interviews can be frustrating, as many people do not show up or they do show up and accept the position but then fail to come to work on day one. As a result of these challenges, it is important to understand that hiring must now be an ongoing part of your business. Regardless of how good your current team is, you are going to need to hire in advance of someone leaving to ensure stability. Even in these tight financial times, spas and salons may have to be heavier on payroll to protect themselves and their business.
Given today’s staffing challenges, it’s important that all employees feel like they are an important part of the team, not just in words, but in actions, too. Here are several tips:
- Take care of your current team members.
- Train employees to a five-star level, compensate them fairly, and show interest in their families and their lives.
- Be flexible to the needs of your employees, and meet frequently to talk about their job satisfaction.
- Make sure your employees understand the culture of your business, create an incentive program for them to bring in new employees, and compensate them for these efforts.
- Be friendly with other facilities in your area (you may need each other down the road).
- Consider your expenses and review your prices. If you need to increase them, do so slowly, but regularly.
While the last couple of years have been difficult for our industry, with a positive attitude and the desire to work at it, our best years are coming.