Human Resources
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From Burnout to Brilliance: Town Hall panelists offer tips for celebrating an incentivizing employee success
Keeping employees engaged and energized leads to lower staff turnover rates and a positive work environment. During a midsummer ISPA Town Hall, panelists Christina Cabrera, Gigi Guiette, Cassie Sampson and John VanEron shared how they celebrate and incentivize employee success.
Giving Voice to Employee Engagement
Employees tell us one of the biggest factors in their decision to continue in their role or leave for greener pastures is whether they believe their voice is being heard. Human resources experts take that a step further, saying retention rates are tied to overall employee engagement: If workers feel they are an integral part of their organization, they remain loyal. When they feel marginalized, they start to consider moving on.
Spa leaders are wise to build trust with their staff and to be purposeful about communicating with their team members individually and as a cohesive group. A great way to ensure you’re creating a team-friendly atmosphere is to focus on five tenets of employee engagement.
Harassment and Discrimination Workplace Awareness Best Practices – Accommodating Transgender Guests
Sexual harassment in the workplace has become a serious area of concern. As businesses aim to offer wellness experiences, spas are challenged to ensure they are creating a safe and positive environment for both clients and employees. As many employers recognize, adopting proactive measures may prevent harassment from occurring. Please keep in mind the following is a “Best Practices” guide to aid you in creating your own, unique policy that works best for your business.
Harassment and Discrimination Workplace Awareness Best Practices – Prohibiting Harassment in Spa
Harassment in the workplace, including sexual harassment, has become a serious area of concern. As businesses aim to offer wellness experiences, spas are challenged to ensure they are creating a safe and positive environment for both clients, employees, and other third parties.
Help Wanted: From Posting Jobs and Conducting Interviews to Onboarding New Hires and Retaining Top Talent, ISPA Has You Covered
ISPA members have access to an array of resources designed to make the hiring process seamless and efficient from start to finish. Whether you’re hiring for the first time or growing an established spa team, the ISPA Career Center should be your first stop in finding the right talent.
Posting your open positions on the ISPA Career Center ensures your opportunities reach the most qualified candidates. The best part: Unlimited job postings are included with your ISPA membership investment, saving you hundreds of dollars each month. With job seekers dedicated to the spa and wellness sector, your open positions will get visibility among a pool of professionals eager to contribute their skills to an organization like yours. The Career Center platform also makes it easy to manage job listings and track applicants, helping you to identify the perfect fit for your spa.
HIRING SPA STAFF: How to Become a Talent Magnet
Are you a drama queen magnet—or a talent magnet?
Do any of the following sound familiar to you right now?
- You are having challenges hiring the right staff
- You keep hiring drama queens
- You constantly have to babysit and chase some of your staff
- Staff members seldom meet your expectations
If you answered yes to any of the above, you are in the right place. By the end of this article you will learn seven steps for hiring talent and—importantly—why work ethic assessment should be part of your recruitment process.
A few commitments are essential before you continue reading. These mindset adjustments are important to get you to a place where you are a Talent Magnet.
- Hire slow and steady… fire fast
- Follow the checklist
- Let go of desperation
- Follow the checklist
- Stop allowing yourself to believe there are no good staff out there
- Follow the checklist
Yes, “follow the checklist” appears three times: The single reason we employ the wrong staff is we have not followed a process. Why? Because we are desperate. The commitments are simple, yet it is easy to find yourself going off course— and that’s where you need to stay focused.
Let’s dive right into the seven ideas that will change the hiring process for you.
How Gen Z Holds Wellness Brands Accountable Evironmentally
The wellness industry’s ethos of healing, growth and care aptly aligns with sustainability principles. Yet, many brands are not taking advantage of these overlaps, often relying on consumers’ lack of expertise about product development. Younger generations, especially Gen Z, are changing the game. As a generation that is sensitive to climate change and educated about sustainability practices, their spending behaviors will force deep branding changes. According to the World Economic Forum, “three-quarters of [Gen Z] prefer to buy sustainably rather than to go for brand names.”
How Spa Professionals Can Prevent Burnout
Preventing burnout is vital both for spa professionals’ personal well-being and for fostering a productive, harmonious workplace for the full spa team. During a recent ISPA Town Hall, panelists Shane Bird, Taylor Fields, Margaret Lora and Tania McCorkle shared practical insights and strategies to address self-care and burnout.
How to Spot and Hire Top Talent
Have you ever come across a rock star employee in your work place? A rock star team member is one who strives for excellence, welcomes new ideas, brings fresh perspective to the table, plays well with the team but leads with accountability and, at the end of the day, gets things done because results matter.
Humanize Finance & Ignite Your Staff’s Hidden Potential
In the fast-paced lives of spa leaders, financial planning and budgeting is often viewed as a yearly burden reserved for management, with the financial aspects of a spa’s operations seldom shared with the team. However, there lies a missed opportunity to leverage finance as a tool to build team unity, foster talent retention and infuse even more meaning into the already important jobs of spa staff. By humanizing finance and creatively communicating financial goals and forecasts, spa directors can unite their teams in a shared commitment to the spa’s mission, transforming employees into stakeholders with a deeper understanding of the “why” behind what could easily become mundane daily operations with no goals in place.
Humanizing finance is easier said than done—but with these three steps to pave the way, spa leaders can take practical action toward igniting a hidden spark of motivation in their teams.