There is an old saying: Your employees are your greatest asset in business. But what happens when you cannot hold on to these critical business assets? Employee turnover is not a new challenge for the spa industry. However, the pandemic, the Great Resignation and inflation have magnified this issue, focusing owners on retaining their businesses while understaffed. As spa owners look for strategies to attract and retain talent, they should consider implementing employee wellness programs.
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There is an old saying: Your employees are your greatest asset in business. But what happens when you cannot hold on to these critical business assets? Employee turnover is not a new challenge for the spa industry. However, the pandemic, the Great Resignation and inflation have magnified this issue, focusing owners on retaining their businesses while understaffed. As spa owners look for strategies to attract and retain talent, they should consider implementing employee wellness programs.
The Benefits of Mental Health and Wellness Investments
Although spas provide clients with an opportunity to relax and unwind, workers may experience the opposite and struggle with burnout. Investment in your employees’ mental health and wellness can improve their experience and help employees feel valued. Moreover, investment in employee welfare does not have to be expensive. Wellness programs can include allotting extra time off for personal days, providing dedicated access to spa treatments or other small-but-meaningful employee-centered offerings. Beyond the individual benefits mental health and wellness initiatives provide, there are a number of ways such programs can help support the business.
- Productivity: Wellness initiatives that engage employees can lead to an environment where those same workers feel more valued. Additionally, a report from Gallup found highly engaged employees were 14% more productive with an 18% decline in employee turnover. Taking the time to engage with and listen to workers will result in a more productive and efficient spa.
- Reputation: An effective wellness program can help boost your spa’s reputation by showcasing the level of care you provide for employees. Such attention can also help attract new talent. For instance, employees who feel valued and cared for are more likely to share their experience with others in the industry, potentially drawing in new employees. Positive feedback can also have a beneficial effect on your reputation externally. As many spa professionals have a rapport with their clients, they are likely to discuss their positive experiences lending to a favorable word-of-mouth reputation among clients and creating the opportunity to bring in more business.
Related: How To Support Staff's Creativity
Implementing a Wellness Program
Too often, business leaders lean on inconsequential and short-term rewards, such as free lunch, or an annual party to define their wellness or “employee appreciation” programs. These tactics have proved to be unengaging and can come across as out of touch, especially to those struggling in the workplace. A strong employee wellness plan should begin and end with the employees’ needs; consider consulting workers and mapping out a plan before implementing your new program.
- Listen: To ensure your wellness program has a positive impact on employees, consider meeting with your team to discuss their needs and wants. These ideas will help spa leaders understand the team’s needs and how to get them excited about the wellness program. In turn, when employees see their requests reflected in the ultimate plan, they will feel heard and valued, leading to strong company morale.
- Plan: Once leadership understands the needs of employees, they can begin to plan. A wellness program should consist of clearly defined benefits, such as when they can utilize spa services, how many wellness days are offered or how to access counseling benefits. It is important that employees understand the available benefits and how to access them. Organizations such as the Spa Industry Association or the International Spa Association can also offer resources to help build your plan.
- Execute: Spa owners should meet with their team to explain the program and answer questions. As the plan is implemented, leadership should pay attention to what employees are utilizing and plan to adjust based on what works and what doesn’t. A wellness program should evolve and result in any needed adjustments for continued, long-term success.
Creating a Culture of Wellness
A wellness program is a critical part of investing in employee well-being. However, it should also be ingrained in the core of the business’ culture. This can mean small steps, such as ensuring breaks are never interrupted, or advocating for employees when they are sick to ensure everyone feels comfortable calling in sick if necessary.
Another indicator of a spa’s culture is the relationship employees have with each other and leadership. Do employees work well together? Are employees encouraged to share their ideas and collaborate? The key to creating an engaging wellness culture is for owners to have a clear understanding of how everyone engages with the business.
Spa professionals have the unique responsibility of caring for their clients’ wellness, sometimes at the expense of their own wellbeing. Business owners can benefit from seeking ways to improve their employees’ experiences and help advance their careers with your spa and the clients they serve. A well-maintained wellness program can offer a positive impact on the business, as well as spa and salon owners’ ability to retain and attract talent.
Kathy Lopez is an account manager for SASSI (Salon & Spa Specialty Insurance), which has been providing unique & complex coverages to the beauty industry for over 70 years. She can be contacted at [email protected] or 800-645-5820.
