SPA INDUSTRY LEADERS are often quick to point out all the ways in which their colleagues have supported their growth and played key roles in the success of their careers. Many can even cite a particular individual whose impact is greater than the rest. In some cases, these formative relationships happen by chance, but spa leaders seeking to foster growth in their teams, retain top employees and achieve their spas’ performance goals cannot simply place their trust in serendipity. Formal mentoring programs, though, can take luck out of the equation and help spas reach new heights.
SPA INDUSTRY LEADERS are often quick to point out all the ways in which their colleagues have supported their growth and played key roles in the success of their careers. Many can even cite a particular individual whose impact is greater than the rest. In some cases, these formative relationships happen by chance, but spa leaders seeking to foster growth in their teams, retain top employees and achieve their spas’ performance goals cannot simply place their trust in serendipity. Formal mentoring programs, though, can take luck out of the equation and help spas reach new heights.
According to Forbes, mentoring programs have entered the mainstream, at least in the corporate world, with roughly 70 percent of Fortune 500 companies having implemented one as of 2019. Their popularity is not surprising, given the positive outcomes associated with effectively run programs. As Forbes notes, mentoring programs can improve job satisfaction and employee retention in addition to aiding mentees’ personal and professional development, all of which is likely music to the ears of spa leaders whose talent strategies and workforces may have been upended by the COVID-19 pandemic.
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